You may hate
recruiters. Let us
change your mind.
Every hire should make the company better. Two recruiters work every search, so you see a shortlist you would actually hire from, not fifty résumés and a hope. Thirty years in the Southeast, 20 to 400 employees.
- Two recruiters on every search, from the intake call to the offer letter.
- Radically transparent. Fees published on this page, and straight talk about the role, the salary and the market before you spend a dollar.
- Part-time and full-time roles. On your payroll or ours, retained or contingent.
- HR, finance, admin and operations roles. Directors and Managers to Bookkeepers and Executive Assistants.
“Innovative Outsourcing found us two dynamic professionals, a Controller and an Executive Assistant. We were most pleased with the quality of the candidates compared to other firms we have used in the past. Their vetting process has been a real success.”
The applicant pool is broken. We know where the good people are.
We invest in understanding your company before we call a single candidate, which is why clients and the people we place both rate us 5/5. Three numbers from outside our walls, and what we do about each one.
of small business owners trying to hire say they are getting few or no qualified applicants.
NFIB Jobs Report, September 2026
What we do. We do not wait for applicants. 80,000+ candidates already in our database, matched by field, plus Trisha’s outreach to the people who are not looking.
of employers say they have hired the wrong person. The average loss they reported: $14,900 per bad hire.
CareerBuilder and Harris Poll, 2,257 hiring managers
What we do. The top reasons they gave were rushing to fill the seat and hiring on skills over attitude. Two recruiters, a big funnel and no skipped steps, so you never have to settle.
of first-year salary. The minimum cost of a bad hire, and the conservative end.
U.S. Department of Labor
What we do. Direct placement with us is 18–21% of first-year salary, one time, with a replacement search at no charge if it does not work out.
A different type of recruiter. Experience the difference.
Radically transparent. Consultative, not a résumé pusher. Exceptional communication. Flip the switch and hear the difference.
“Our fees depend on the engagement. Let’s set up a call to walk you through our model.”“18 to 21 percent of first-year salary, pro-rated for part-time. It’s on our website, and so is the hourly rate.”
Price, role and salary, all on the table before we start.
“Attached are twelve résumés. Let me know which ones you’d like to meet.”“Before we send anyone: that title will scare off the people you want, and the range is light for Atlanta. Here’s what I’d change.”
We learn the role and your culture first, then narrow hard, so you meet three or four, not twelve.
“Just checking in! Still working on it. Will circle back when there’s an update.”“Friday update: here’s where the funnel stands, who’s in process, who you’re meeting next week, and what we need from you.”
A written update every week of the search. Candidates hear back from us too, which is why they rate us 5/5.
Two ways to pay. Both on this page.
Most firms make you call to find out what a search costs. Ours is here: bring your hire onto your payroll for a one-time fee, or keep part-time and long-term hires on ours for a simple hourly bill rate. No surprises at the offer stage.
- Full-time and part-time placements
- Candidate joins your payroll on day one
- Part-time roles pro-rated by expected hours per week
- Retained or contingent searches available
- Replacement search in the guarantee window, no charge
For long-term, part-time hires. We find the person and they work for you as a W-2 employee on our payroll, so there is no employer burden on your side.
Example: a $30/hour pay rate bills at $45/hour. After 1,000 hours, take them onto your payroll or keep them on ours at 1.3×.
The 1.5 covers employer taxes, workers' comp, general and professional liability, employment practices, crime and auto insurance, and our finder's fee.
Ask Cindi which fitsA little extra time up front makes a much better hire.
Getting to know the role, your culture and why someone would want to work for you comes first. Then we build a big funnel and narrow it hard, so you only ever meet the very best. Most searches run four to eight weeks.
- 80,000+ candidates in our databasematched by field
- Our MPC list“Most Placeable Candidates” we already know
- Job boards and sourcingLinkedIn, Indeed and more, plus Trisha’s outreach to people who haven’t applied
- Résumé screeningevery applicant reviewed
- Video interviewswith every qualified applicant
- Top-candidate comparisonfinalists side by side, so you see only the very best
- Everyone we send is vettedwith our tools, our experience and our gut
- Interview right awayline up your whole interview team so great candidates don’t slip away
- Decide quicklywaiting even three days makes candidates hesitant
- Reference checksabout 30 minutes with each of 2–3 past employers, only once you’ve chosen
- On our payrollwe run the background check
- Direct placementsprivacy laws stop us sharing results, so you run your own background check
Recruiters who have sat in the seat.
Experienced recruiters like Christi and Natalie run your search from the intake call to the offer letter. Trisha, our recruiting technologist, sources the candidates a job post never reaches. The same people the whole way through.
You don’t have a recruiting technologist. We do.
The best candidate for your role is usually not looking. Trisha finds them anyway. She uses targeted sourcing tools to reach the “hard to find” people a job post never will, which gives your recruiting team a larger, more qualified pool to screen from, quickly.
- Targeted outreach to passive candidates, not just applicants
- A bigger, better-qualified pool in the first two weeks
- Every search, every role, included in the fee
Part-time is where we started. Clients asked us to do more.
Placing part-time professionals taught us to screen for fit, not just a résumé. Clients asked us to bring the same rigor to full-time HR, finance and operations roles, so we did. Same process, same people.
- HR Director
- HR Manager
- HR Generalist
- Controller
- Bookkeeper
- Staff Accountant
- Executive Assistant
- Office Coordinator
- Admin Assistant
- Director of Operations
- Operations Manager
- Sales, Marketing and Paralegal roles
Straight answers before you commit to anything.
What roles do you recruit for beyond HR?
Accounting and operations/admin roles: Controllers, Bookkeepers, Staff Accountants, Directors of Operations, Executive Assistants and Office Coordinators.
How do you evaluate finance and operations candidates?
Beyond the résumé: how they think, how they explain their work to non-finance people, how they handle pressure, and whether their working style fits yours. A technically brilliant Controller who cannot explain a balance sheet to an owner is the wrong Controller for most of our clients.
How long does a search take?
Most take four to eight weeks from kickoff to accepted offer. We give you a realistic estimate for your role and market before we start.
Is there a placement guarantee?
Yes. If a placed candidate does not work out within the guarantee window, we run a replacement search at no additional charge. We cover the specifics before you commit.
What size companies do you work with?
Generally 20 to 400 employees: businesses where every hire has real impact and the owner wants a search partner, not a volume firm.
Have a role to fill? Talk to Cindi, our CEO.
Cindi Filer has hired for small businesses and Fortune 500 companies for 30 years. Thirty minutes on the role, the team and what has not worked. Leave with a plan, not a pitch.
Pick a time on Cindi's calendar. No commitment. If we are not the right fit for the role, we will say so and point you to who is.
Pick a timeLooking for a job instead? See open positions or register as a candidate.