Human Resources
Build documented hiring and people processes around the roles, skills and working practices your organization needs. We prepare recruitment materials, training plans, onboarding tools and HR recommendations; hiring speed, retention and employee performance are not guaranteed.
Discuss the briefUSD 1,500–USD 2,500/채용 캠페인
범위별 견적
범위별 견적
USD 750–USD 1,500/프로젝트
범위별 견적
범위별 견적
USD 1,000–USD 2,000/프로젝트
Agree deliverables, responsibilities and access before work starts.
You approve materials and decisions; specialist review is identified where needed.
Receive the agreed documents and a record of open questions and next steps.
표시된 범위에 대한 USD 서비스 요금입니다. 명시적으로 포함하지 않으면 세금, 광고, 소프트웨어/API 및 외부 비용은 별도입니다. 설정 비용도 별도이며 최종 범위와 조건은 작업 전에 합의합니다.
아래 상세 범위는 영어로 제공하며 수행 언어는 개별 제안서에서 합의합니다.
One brand, market and delivery language unless stated otherwise. Caps are work limits, not outcome promises. Client supplies lawful data, access and material rights. Public AI actions and content require agreed review. No rankings, leads, revenue, hiring or third-party approval guarantees.
Contract, payment schedule, cancellation, hour rollover and support SLA require an explicit agreement. Legal, tax, investment and regulated work require the appropriate jurisdiction and an authorised professional role; this fee is not evidence of licensure.
One 28-day active campaign, one role/jurisdiction/language, up to 20 screened applications and five structured candidate interviews. Fee is for campaign work, not contingent success; ad boards, tests/background checks and employer interviews separate. No automatic replacement guarantee; retained executive search or hard-to-source roles quoted.
Quote/workshop or program. specify learning needs, workshop/session hours, participant count, materials and evaluation. Accredited courses/certifications and ongoing mentorship not assumed.
Quote/defined benchmark/rewards project. for named jurisdiction, employee/job-family counts and licensed survey/data inputs. Legal/pay-equity and benefits-provider work separately authorized. No inferred salary or retention guarantee.
one role's 30-day onboarding workflow/checklists, one manager handoff and one revision. Delivery of ongoing onboarding, additional roles/90-day programs and local legal-document review quoted.
Quote/audit and change project. after employee/sample counts, survey/interview/workshop quantities and action-plan scope are agreed. No promised engagement/turnover result.
Quote/one-entity, named-jurisdiction strategy engagement. after headcount, policy/workforce-planning and existing HRIS needs are identified. Implementation and legal compliance advice separately scoped.
one EVP workshop, careers-page text up to 1,000 words, three social-content templates and two revisions, one brand/language. Video, ongoing social/community execution, paid ads, awards and website development separate. Broader employer-brand campaign quoted.
Share role descriptions, team structure, hiring locations, policies and goals. Agree authorized system access and lawful handling of candidate and employee data; identify who approves decisions. Please share your goals, location and existing materials. Do not send confidential records or personal documents through this initial form.
Share role descriptions, team structure, hiring locations, policies and goals. Agree authorized system access and lawful handling of candidate and employee data; identify who approves decisions.
The proposal identifies deliverables, billing basis, revisions and any third-party costs. Additional work requires agreement; separate services are not automatically included. Hiring decisions remain with your organization. Employment, pay and data-protection requirements depend on jurisdiction and need appropriate qualified review; software, job ads and training-provider costs must be agreed separately.
A schedule is agreed after reviewing the brief, access and dependencies. Client approvals and third-party decisions can affect completion; business outcomes are not guaranteed.
We can document search activity and assessment criteria, not guarantee a hire or candidate acceptance. Policies are drafts for the relevant jurisdiction and require review by an appropriately qualified adviser before adoption.