Understanding Recruiting with Reflex
We know that hiring can feel complex, and you may have questions about how our flexible recruiting model works. This page is designed to give you clear, straightforward answers so you can feel confident in your next step, whether you’re hiring talent or looking for your next opportunity. If you don’t see what you’re looking for, reach out to our team and we’ll be happy to help.
What is the difference between a recruiter and a headhunter?
A headhunter usually focuses on one-off placements, often at the executive level, and many only get paid if their candidate gets hired. That “pay to play” setup can push them to rush subpar candidates your way just to close a deal. Reflex Recruiting is different. We build long-term relationships and tailor our approach to your business. Our flexible pricing means we’re invested in finding the right hire — not just any hire.
What is the average time to hire for small and medium businesses?
Most SMBs take 30–60 days to fill a role, and sometimes much longer if the job market is competitive. Every day that position is unfilled costs your business money and puts stress on your existing team. Reflex Recruiting streamlines the process, bringing qualified candidates to you quickly so you can move from “open role” to “new hire” faster.
What is the real cost of employee turnover?
Replacing an employee can cost anywhere from half to twice their annual salary when you factor in lost productivity, recruiting expenses, training, and onboarding. For smaller businesses, that’s a hit you can’t afford to repeat. Our process focuses on finding candidates who stick — saving you from the revolving door of bad hires.
What is the difference between HR and recruiting?
HR teams oversee payroll, compliance, benefits, employee relations, and much more. Recruiting is just one of many responsibilities, and it often gets pushed to the back burner. Reflex Recruiting steps in as a partner — we don’t replace HR, we complement it. We handle the time-intensive recruiting work so HR leaders can focus on supporting the people they already have.
Why would an HR manager or hiring manager partner with Reflex Recruiting?
Because you’re already juggling too much. Reviewing resumes, scheduling interviews, and chasing candidates is a full-time job. Reflex Recruiting takes that off your plate without adding a permanent expense to your budget. We’re a flexible, on-demand solution that makes HR leaders look good by delivering results fast.
How much does it cost to hire a recruiter?
Traditional recruiting agencies can be expensive, especially when they charge a flat fee of 20–30% of the candidate’s salary. Reflex Recruiting is built for small and medium businesses — our pricing is flexible and based on your needs, not a bloated commission. You pay for the support you actually use, keeping recruiting costs under control.
Do recruiters really save businesses money?
Yes. While there’s an upfront cost, working with a recruiter reduces the time your role sits empty and decreases the risk of a bad hire. Both of those save your business money in the long run. Reflex Recruiting is especially cost-effective because you’re not locked into high retainer fees — you can scale our involvement up or down as needed.
How does the recruiting process work with Reflex Recruiting?
We start by understanding your business, the role, and the type of person who will succeed in it. Then we source candidates through multiple channels — not just job boards. We vet and screen applicants, so you only see the best fits. We coordinate interviews and provide support through offer and acceptance. Our process is designed to save you time and give you confidence in every hire.
How do recruiters get paid — by the employer or the candidate?
Reputable recruiters, including Reflex Recruiting, are always paid by the employer, not the candidate. We work for you, not the job seeker, and our loyalty is to your business’s hiring needs.
Do recruiters handle background checks and reference calls?
Yes. Reflex Recruiting manages the vetting process, including reference checks and background screenings when needed. This ensures you’re not wasting time on candidates who look good on paper but don’t hold up in practice.
Can recruiters help with remote or hybrid positions?
Absolutely. The workforce has shifted, and many roles are now remote or hybrid. Reflex Recruiting sources talent across the country to find candidates who can thrive in your work model, whether that’s fully remote, hybrid, or in-office.
Do recruiters only work with large companies?
No. In fact, Reflex Recruiting was built with small and medium businesses in mind. Big corporations often have internal recruiting departments. SMBs don’t — and that’s where we come in. We provide the same level of recruiting expertise without the overhead of a full-time hire.
Can I work with a recruiter if I only need to hire one person?
Yes. You don’t need a dozen open roles to benefit from a recruiter. Many of our clients hire us for just one key role that will have a big impact on their business. Our services are flexible, so you can use us when you need us, and pause when you don’t.
What tasks do recruiters handle that HR doesn’t have time for?
Recruiting takes hours of outreach, screening, and candidate management. HR managers already have their hands full with day-to-day operations. Reflex Recruiting handles the heavy lifting — writing job descriptions, sourcing candidates, screening resumes, scheduling interviews — so your HR team can stay focused where they’re most needed.
Do recruiters only pull from job boards like Indeed or LinkedIn?
No. Job boards are just one tool. At Reflex Recruiting, we also tap into passive candidates — talented people who aren’t actively job-hunting but are open to the right opportunity. These hidden candidates are often the best long-term hires.