Core Value:

For the enterprise (client side): Reduce recruitment costs, shorten the recruitment cycle, access a broader (or more precise) talent pool, and provide professional talent screening and background investigation services.

For job seekers (candidates): Provide more career opportunities, offer career planning advice, optimize resumes and offer interview coaching, and provide support for salary negotiations.

Main service types and models

Employment agency companies are mainly classified into the following categories based on the target population and service models:

Large-scale recruitment and dispatch services

Objective: Focus on basic positions, large-scale recruitment or flexible employment.

Service: We offer a large database of resumes for initial screening. We also engage in labor dispatch or job outsourcing services, where employees sign contracts with the agency and are then dispatched to work for the employing company.

Common fields: manufacturing, service industry, customer service, administrative clerks, etc.

Mid-range talent recruitment (professional talent agency)

Objective: Experienced professionals specializing in a specific industry or function.

Service: The consultant has a profound understanding of the industry and can conduct more professional evaluations and matching. The service process is more detailed than that of general recruitment.

Common fields: IT technology, finance, marketing, engineers, medical care, etc.

High-end talent search (headhunting)

Objective: To search for top-level managers, key technical experts and other high-level talents for enterprises.

Service: Adopting the “active outreach” model, through industry mapping and personal networks, we secretly approach and attract top talents who are currently not actively seeking opportunities. The service is highly personalized and comes with the highest price.

Fee model: Usually, the fee is charged as a percentage of the candidate’s annual salary (e.g. 20%-30%), and there is often a “guarantee period” (such as a partial refund or re-recruitment can be offered if the candidate leaves within a short period of time).

Recruitment Process Outsourcing

Objective: The enterprise will entrust the entire or part of its recruitment process to external professional agencies.

Service: RPO service providers operate like an “internal recruitment department” of an enterprise, responsible for the entire process from job posting, resume screening, preliminary interviews to scheduling interviews. They charge based on projects or long-term cooperation.

Work process

Obtaining customers and conducting demand analysis: Sign a service agreement with the enterprise, and deeply understand the corporate culture, job requirements, and team situation.

Recruitment and Attraction of Talents:

Active recruitment: Contact candidates proactively from the company’s own talent pool, through personal networks, and via social media.

Passive recruitment: Posting job advertisements and receiving resumes submitted.

Screening and Evaluation: Candidates are evaluated through methods such as resume screening, phone interviews, professional skills tests, and background checks.

Recommendation and Interview Arrangement: Recommend the resumes of the qualified candidates selected through the screening process to the enterprises, and coordinate to arrange the interviews.

Offer and Onboarding Support: Assist both parties in conducting salary negotiations, and follow up on the issuance of the offer letter and the onboarding process.

Post-employment follow-up: Provide ongoing support to the candidate after their onboarding to ensure mutual satisfaction and complete the recruitment process.

Date First Available ‏ : ‎ December 3, 2025

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