Talent models
RPO, contingency search, staff augmentation, Employer of Record, contract‑to‑hire and managed pods — run by one partner, so you never coordinate five recruiters, three EoR vendors and a freelance marketplace again.
Talent routing
RPO, contingency search, staff augmentation, Employer of Record, contract‑to‑hire or a managed pod — one partner, whichever path the role demands.
Direct-hire search for specific roles. We find, vet and hand over finalists to your team — you hire them onto your payroll.
Best forCritical permanent roles and core-team building.
We operate all or part of your hiring function — sourcing, screening, assessment, coordination and offer support — as a long-term managed program.
Best forSustained hiring programs and long-term managed work.
Specialists join your team and work inside your process, while contracts, payments and HR stay on our side.
Best forShort, intense engagements and scaling fast without overhead.
Hire the person you chose — anywhere — without opening a local entity. We become the legal employer and handle payroll, taxes and compliance.
Best forCross-border hiring without a local legal entity.
Start on contract, prove fit in production, then convert to a permanent hire on your terms.
Best forHigh-stakes roles where you want evidence before commitment.
A calibrated pod — evaluators, annotators, engineers or domain experts — delivered as a managed unit against outcomes, or project-based experts for defined scopes.
Best forEvaluation sprints, data programs and defined projects.
The six models
We operate all or part of your hiring function — sourcing, screening, assessment, coordination and offer support — as a long-term managed program.
Best for Sustained hiring programs and long-term managed work.
Route a role →Direct-hire search for specific roles. We find, vet and hand over finalists to your team — you hire them onto your payroll.
Best for Critical permanent roles and core-team building.
Route a role →Specialists join your team and work inside your process, while contracts, payments and HR stay on our side.
Best for Short, intense engagements and scaling fast without overhead.
Route a role →Hire the person you chose — anywhere — without opening a local entity. We become the legal employer and handle payroll, taxes and compliance.
Best for Cross-border hiring without a local legal entity.
Route a role →Start on contract, prove fit in production, then convert to a permanent hire on your terms.
Best for High-stakes roles where you want evidence before commitment.
Route a role →A calibrated pod — evaluators, annotators, engineers or domain experts — delivered as a managed unit against outcomes, or project-based experts for defined scopes.
Best for Evaluation sprints, data programs and defined projects.
Route a role →Side by side
| Model | Legal employer | Horizon | You manage | Best for |
|---|---|---|---|---|
| RPO Recruitment Process Outsourcing | You | Ongoing program | Final hiring decisions | Sustained, high-volume hiring |
| CTG Contingency Recruitment | You | Permanent | Interviews & offer | Critical permanent roles |
| AUG Staff Augmentation | The Republic | Weeks to months | Day-to-day work | Scaling fast, short engagements |
| EoR Employer of Record | The Republic (legal) | Long-term | Day-to-day work | Hiring where you have no entity |
| C2H Contract‑to‑Hire | Republic → you | Contract, then permanent | Day-to-day work | Proving fit before committing |
| POD Managed Pods & Project Experts | The Republic | Sprint or program | Outcomes only | Evaluation & data throughput |
Questions
With staff augmentation we source the specialist and they work inside your team while contracts and payments stay with us. With Employer of Record you have already chosen the person; we become their legal employer in their country and handle payroll, taxes and compliance, so you can hire without opening a local entity.
Contingency is ideal for specific, critical roles. When hiring is continuous — many roles, sustained over months — an RPO program is usually more efficient: dedicated sourcing capacity, shared process and reporting, and one accountable partner.
Our talent community spans 83 countries and 35+ languages, coordinated from entities in the United States, United Kingdom, Canada and Mexico. Availability for a specific model — EoR in particular — is confirmed per country during scoping.
Timing is scoped per role and per program rather than promised in the abstract. For reference, we have onboarded 100+ multilingual specialists for an LLM training program within 48 hours, and assembled a computer-vision and geospatial AI team within 72 hours.
From contributors and specialists to Senior, Staff, Principal and research-level profiles — including PhD and domain experts for evaluation and RLHF work.
Replacement and conversion terms are defined in each engagement’s agreement, so they fit the model and the role rather than a one-size-fits-all policy.