Permanent recruitment means finding someone who joins your payroll and stays. That makes the cost of a wrong hire high and the cost of a slow process higher, because the strongest candidates are usually gone within two weeks. Whitecarrot runs the whole search on one platform, from role brief through structured interviews to signed offer.
Most permanent searches fail for one of three reasons: the brief was vague, the shortlist took too long, or the interview process produced opinions instead of evidence. The process below is built to close all three.
We capture the must-have skills separately from the nice-to-haves, the realistic salary band for the market, and who the decision makers actually are. A brief that lists twelve requirements attracts nobody; a brief that lists four attracts the right people.
Candidates are ranked against the brief, with the reasoning visible so your hiring manager can challenge it rather than accept a black box. This is where most of the time saving comes from.
Scorecards defined before the first interview, so five interviewers produce comparable evidence rather than five impressions. This is the single biggest lever on quality of hire and the easiest one to skip.
Package modelled against local benchmarks before it goes out, not renegotiated after it is declined.
If you are hiring continuously, look at Rent a Recruiter instead. If the role is a leadership appointment, Executive Search is usually the better fit.
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Permanent recruitment is engaged per role. RPO embeds recruiters into your team on a monthly model and covers whatever volume you have. If you are hiring a handful of roles a year, permanent search fits. If you are hiring continuously, RPO is usually cheaper per hire.
Replacement terms are agreed in the engagement letter and vary by seniority and market.
UAE, Saudi Arabia, Singapore, Hong Kong, India and the USA, with dedicated pages for each major hiring city.
Yes. Whitecarrot can run as your ATS or sit alongside one you already use.