The A-Zs of Hiring Glossary

Direct Hire

What is Direct Hire?

Direct Hire is a term used in human resources to refer to the process of hiring an employee directly into a company, without the involvement of a staffing agency or third-party recruiter. This means that the company is responsible for the entire recruitment process, from sourcing candidates to conducting interviews and making a job offer.

Direct Hire is typically used for permanent, full-time positions, as opposed to temporary or contract roles. It can save companies time and money in the long run, as they do not have to pay a staffing agency or recruiter fees for finding and placing a candidate.

However, the Direct Hire process can also be more time-consuming and require more resources from the company, as they must handle all aspects of the recruitment process themselves. Additionally, it can be more difficult to find the right candidate through Direct Hire, as the company may have a more limited pool of applicants compared to working with a staffing agency.

Why should I consider direct hire for my company?

Direct hire can be a great option for companies looking to fill permanent positions with qualified candidates. It allows you to hire someone who is committed to the company long-term and can bring their skills and experience to the role. Additionally, direct hire can save time and resources compared to temporary or contract hiring.

What are the benefits of direct hire for job seekers?

Job seekers can benefit from direct hire because it offers the opportunity for a long-term, stable position with a company. It also often includes benefits such as health insurance, paid time off, and retirement plans. Additionally, direct hire positions may offer more opportunities for career growth and advancement within the company.

Dos And Donts for Direct Hire


  • Clearly define the job requirements and expectations.
  • Conduct thorough background and reference checks.
  • Provide a competitive salary and benefits package.
  • Ensure a smooth onboarding process for new hires.
  • Create a positive company culture that promotes employee retention.


  • Don’t rush the hiring process and settle for a candidate who is not the right fit.
  • Don’t ignore red flags during the interview or reference check process.
  • Don’t make promises you can’t keep regarding salary or job responsibilities.
  • Don’t neglect the importance of onboarding and training new hires.
  • Don’t create a negative work environment that can lead to high turnover rates.
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