Twenty open roles. One recruiter.

A services company called us this month with twenty open roles. They already had their own recruiting team, their own sourcing platforms and their own hiring methodology.

They weren't short on recruiters. They were short on lanes.

Here's what nobody puts on an org chart. One recruiter runs two or three real searches at a time. Real means sourcing, screening, scheduling, chasing hiring-manager feedback and keeping candidates warm for weeks.

Open a fourth role and it doesn't get worked. It gets queued.

Nobody bills you for the queue, which is why it stays invisible. The seat sits empty, the work lands on whoever's closest to it, and the quarter slips.

Your in-house person is good at hiring the roles you hire often, in the markets you've already hired from. Ask for a search in a country you've never hired from and it slows down for reasons that have nothing to do with effort.

We've spent four years narrowing this to four regions, and the right answer changes by role. South Africa for sales and customer-facing seats, where English is strong and the hours line up with EST. Latin America for marketing, media buying and creative. Eastern Europe for operations, project management and executive support. And the US when the seat has to be local, onsite, or hybrid. 

Most hiring plans skip that question, so the map defaults to wherever the last hire came from.

Back to the company with twenty openings. 

Their team wasn't underperforming. The roles outran the capacity assigned to them, and the roles that mattered most sat longest.

That's the moment most founders misread. They question the recruiter when they should be counting lanes.

Fair. Here's what changed.

Gartner's latest data has 48% of candidates accepting their most recent job offer, down from 85% two years earlier. To land five hires, someone has to run closer to ten searches all the way to the finish line.

One person can't do that in parallel. That's arithmetic, not a performance review.

We can run searches side by side, in more than one region at once. The same role worked in two regions in the same week, with real candidates and real salary numbers from each, so you can see the trade before you commit.

Three to five vetted candidates per role within seven to ten working days. 

Seventeen to twenty-one working days from onboarding to a placed hire. One flat fee per role, no monthly markup, and the person is hired by you directly.

Most of our clients still go one at a time: fill a role, live with it a few months, come back for the next. 

Reply with the roles you have open and when you need them filled. I'll tell you which ones I'd run in parallel and which region I'd source each from, whether or not you use us.

Or just book a call below.

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Until next time,
The Go Carpathian Team