By: Jacob Maslow

Finding the right people for your team isn’t just important—it’s essential. Significant hiring decisions boost teamwork, lift morale, and drive productivity. Research shows that companies with highly engaged employees are 21% more profitable than those without.

When it comes to hiring, businesses have two options:

• Use an in-house HR team

• Partner with external recruiters or headhunting firms like CulverCareers

Each approach has its advantages. Choosing the right one depends on your budget, your company’s goals, and the frequency of your hiring needs. Let’s walk through the basics and break it down.

Understanding the Basics: In-House Hiring vs. Recruiters

In-House Hiring Teams:

In-house HR teams are responsible for building and executing the hiring plan. They work closely with executives and department managers to forecast staffing needs and shape a recruitment strategy. From job postings to onboarding, they handle the full hiring cycle.

Recruiters and Headhunters:

Agency recruiters and headhunters, such as CulverCareers, collaborate with multiple companies to find exceptional talent. They focus on sourcing, screening, and presenting candidates who are ready to fill open roles quickly. Additionally, they often manage multiple searches simultaneously, utilizing their networks and industry expertise to make rapid, high-quality matches.

Comparing the Costs

Hiring smart is also about spending smart.

• External Recruiters: Organizations typically pay a recruiter 15–25% of the new hire’s annual salary. The upside? You only pay when you need to hire.

• In-House HR Teams: With in-house teams, companies incur full-time salaries, benefits, training, and additional overhead costs. According to the Society for Human Resource Management (SHRM), the average price per hire for an internal team is $4,700, excluding employee benefits.

If you hire sporadically, using an external recruiter like CulverCareers could save you money. If hiring is a constant process, investing in an internal HR department might make more sense.

Focus and Priorities: Who’s Looking Out for What?

Recruiters like CulverCareers typically focus on filling roles quickly, especially for sales positions, and once a position is filled, they move on to the next search. On the other hand, in-house HR teams tend to take a more long-term approach. They are often closely tied to the company culture and seek candidates who are not only qualified but also align with the company’s values and future objectives. Both methods have their benefits, depending on whether the priority is a quick hire or finding a candidate who fits well with the company in the long run.

Speed of Hiring

Time is money, and external recruiters tend to move faster.

• External Recruiters: Sales recruiters often have a talent pipeline ready to go. They may present strong candidates quickly, frequently filling roles in half the time it might take an internal team.
• In-House Teams: Internal HR teams typically take longer, as they work through formal processes, approvals, and sometimes build talent pools from scratch.

If speed is your priority, working with experienced recruiters like CulverCareers may be a huge advantage.

Technical Expertise in Sales

Sales recruiting isn’t one-size-fits-all.

• External Recruiters: Specialists like CulverCareers understand the nuances of different sales roles—whether it’s SaaS, medical devices, or enterprise solutions. They know how to identify exceptional performers based on their experience, skills, and industry benchmarks.
• In-House Teams: Internal teams often possess a deep understanding of company culture but may lack technical expertise in niche sales roles, unless they specialize in those areas.

For highly technical or specialized sales positions, recruiters often have the upper hand.

The Bottom Line

There’s no universal correct answer. Choosing between an in-house HR team and an external recruiter depends on your hiring needs, budget, and company goals.

• Occasional hiring? A recruiter like CulverCareers may offer faster and cost-effective solutions.

• Constant growth? Building an internal HR team may help provide the consistency and cultural alignment you need to achieve your goals.

Whatever path you choose, investing in a smart hiring strategy is a crucial step in securing your company’s future success.

Published by Jeremy S.