How is pricing structured for sourcing services?

We offer both project-based pricing for single-role sourcing and monthly retainers for startups with ongoing hiring needs. Final pricing depends on role seniority, niche requirements, and urgency, and is scoped after an initial discovery call.

Do you help with administrative or back-office hiring too?

Yes. Alongside technical sourcing, we offer dedicated administrative support staffing for startups that need operations, coordination, or virtual assistant roles filled without the overhead of a full-time internal hire.

Does Digifinity handle marketing hires or marketing support as well?

Sourcing is our core focus, but startups working with us for hiring often also lean on Digifinity as a best digital marketing agency option for SEO, paid media, and growth support once their team is staffed and ready to execute.

Can Digifinity help with the sales pipeline, not just hiring?

Yes. For startups that need outbound sales support alongside their hiring, we also work as a b2b lead generation company, covering LinkedIn outreach, cold email, and appointment setting.

Can sourcing work alongside our existing internal hiring team?

Yes. Many startups use us to extend an internal hiring manager's capacity rather than replace it. We handle the sourcing and pre-screening workload, and the internal team stays focused on interviews and final decisions.

Do you support ecommerce brands specifically?

We do. Startups selling online can pair candidate sourcing with our ecommerce solutions, which cover store development, marketplace management, and ecommerce-specific SEO and PPC.

What happens to sourced candidates who aren't right for the current role?

We keep them in an active pipeline for future openings where relevant. This is one of the biggest advantages of ongoing sourcing engagements: later hires benefit from the groundwork laid during earlier searches, which shortens time-to-fill over time.

Why doesn't LinkedIn outreach work for most SaaS companies?

Most campaigns target by job title alone and lead with a pitch instead of a relevant trigger, which is why reply rates stay low even at high send volume. Signal-based targeting and context-first messaging change that. Our B2B lead generation agency work is built around fixing exactly this.

How long before a LinkedIn lead generation campaign starts producing booked calls?

Most SaaS campaigns take 2–4 weeks to show meaningful reply and booking data, since ICP mapping and sequence testing need a real sample size before patterns are reliable. Working with a best digital marketing agency that treats LinkedIn as one channel in a coordinated system, rather than an isolated tactic, tends to shorten that ramp-up. Expecting results in the first week usually leads to abandoning a targeting approach before it's had a fair test.

How many LinkedIn touchpoints does it take to book a SaaS demo?

Most working sequences run 4–6 touches across connection and message follow-ups. Fewer touches tend to underperform; more than 6–7 usually shows diminishing returns and higher opt-out rates.

Do we need a large LinkedIn following for this to work?

No. Outreach-driven lead generation doesn't depend on follower count; it depends on targeting precision and message relevance. A web development services company partnership can help if your landing pages aren't converting the traffic this generates, but the LinkedIn engine itself runs independently of organic reach.

Can this work alongside an existing SDR team, or does it replace them?

It's built to plug into an existing SDR motion, not replace it. Qualified conversations get handed off so your team spends time closing rather than prospecting cold. Where useful, it also connects to our B2B data research work to keep target lists accurate as accounts change.

Is LinkedIn better than cold email for B2B SaaS?

Neither wins outright; they work best combined. LinkedIn builds recognition and context; email often closes the loop. Our SaaS marketing strategy work typically runs both channels together rather than picking one.

Why is SEO important for small businesses in Chicago?

Chicago is one of the most competitive local markets in the US, so ranking on page one is often the difference between a steady flow of leads and an empty pipeline. Local SEO puts you in front of people already searching "near me" with buying intent. Many early-stage founders work with a startup marketing agency to build that organic foundation first, because unlike paid ads, SEO traffic keeps compounding after the budget stops.

How much does SEO cost for a small business in Chicago?

Most Chicago small businesses spend between $800 and $3,500 per month, depending on competition and how many locations they serve. One-time audits usually run $500 to $2,500. If your budget is tight, hiring an independent marketing consultant instead of a full-service firm can cut costs significantly while still giving you a clear roadmap, keyword strategy, and monthly reporting.

How long does it take to see SEO results?

Expect 3 to 6 months for meaningful movement and 6 to 12 months for competitive keywords in a dense market like Chicago. Local map pack rankings often improve faster, sometimes within 60 days, if your Google Business Profile is properly optimized. Software companies usually see slower timelines, which is why a saas marketing agency typically pairs SEO with content and product-led growth to fill the gap.

Is SEO better than paid ads for small businesses?

They solve different problems. Ads deliver traffic immediately but stop the moment you pause spending, while SEO builds durable visibility that lowers your cost per lead over time. The strongest approach is running both: ads for quick validation, SEO for long-term growth. Companies selling to other businesses often layer in b2b lead generation services so that organic traffic actually converts into booked calls.

Does local SEO really help service businesses in Chicago?

Yes, and it's often the highest-ROI channel available. Searches like "plumber in Lincoln Park" or "staffing agencies chicago" carry extremely high intent, and the businesses appearing in the top three map results capture the majority of clicks. Optimizing your Google Business Profile, collecting consistent reviews, and building neighborhood-specific landing pages is usually enough to outrank larger competitors locally.

Can SEO help my online store get more sales?

Absolutely. Product and category pages that rank organically bring in shoppers who are already comparing options, which typically converts better than cold traffic from social media. Improving site speed, fixing duplicate content, and writing genuinely useful product descriptions all move the needle. Many stores also invest in ecommerce solutions that improve checkout flow, since ranking well only pays off if the buying experience holds up.

What screening process do staffing agencies use for candidates?

Staffing agencies typically review a candidate’s resume, work experience, education, skills, and qualifications. They may also conduct phone or video interviews, skills assessments, reference checks, and background checks before recommending a candidate to an employer.

Do staffing agencies conduct interviews before submitting candidates?

Yes. Most staffing agencies conduct an initial interview to evaluate a candidate’s communication skills, experience, career goals, and suitability for the position. For specialized roles, agencies may also assess technical or industry-specific skills. This process is especially important when recruiting talent for digital marketing services and other specialized positions.

Do staffing agencies perform background checks on candidates?

Many staffing agencies perform background checks before placing candidates, particularly for positions that require access to sensitive information, finances, customers, or company property. Depending on the employer and role, checks may include employment verification, criminal history, education verification, and professional references.

How do staffing agencies match candidates with employers?

Staffing agencies compare a candidate’s skills, experience, qualifications, availability, salary expectations, and career goals with the employer’s job requirements. For specialized hiring, agencies may also evaluate candidates based on their ability to support B2B lead generation services, sales, technology, or other business functions.

How long does it take for a staffing agency to screen a candidate?

The screening process can take anywhere from a few days to several weeks, depending on the position, number of applicants, employer requirements, interviews, skills assessments, and background checks. Highly specialized or senior-level positions may require additional screening.

What should candidates expect after being screened by a staffing agency?

After screening, qualified candidates may be presented to one or more employers for consideration. The staffing agency may coordinate interviews, provide feedback, and assist with the hiring process. Candidates with specialized technical skills, such as experience relevant to web development companies, may also undergo additional technical assessments before being submitted.

Is cold email outreach legal in the US?

Yes, provided campaigns comply with the CAN-SPAM Act accurate sender information, a working unsubscribe mechanism and no misleading subject lines. We build every campaign around these requirements from the outset.

Do you offer outreach beyond email, or just cold email campaigns?

Cold email is usually the starting point, but many clients combine it with our broader outbound lead generation programme, which layers in additional channels once the email engine is proven.

How is this different from a general digital marketing agency?

A general agency typically spreads attention across SEO, paid ads, social and email. We focus specifically on B2B outbound for professional services, which means deeper research, sharper messaging and infrastructure built for deliverability at scale.

Do you work with ecommerce businesses too, or only professional services firms?

Our core focus for this service is B2B professional services, but we also support online retail brands through our separate ecommerce solutions offering, which is built around a different set of channels and buyer behaviour.

Are you a specialist outreach team or a general marketing agency?

We're a specialist team for outbound, but we sit within a wider best digital marketing agency that also covers SEO, paid media and content so firms that need more than outbound can scale into additional services without switching providers.

How long before we see qualified meetings booked?

Most clients see the first qualified replies within two to three weeks of launch, once domain warm-up and initial testing are complete.

How much does PPC management cost for e-commerce brands in the US?

Most US agencies charge either a flat monthly retainer between $1,500 and $8,000, or 10–20% of ad spend, depending on the number of campaigns and platforms managed. Smaller stores spending under $10K/month usually do better on a flat fee, since percentage models get expensive as budgets scale. If you're an early-stage brand, a startup marketing agency will often bundle PPC with creative and landing page work at a lower entry price, which keeps your cost per acquisition manageable while you're still testing product-market fit.

What does a PPC management agency actually do day to day?

Beyond launching ads, the work is continuous: keyword and search term audits, negative keyword pruning, bid strategy testing, shopping feed optimization, creative rotation, landing page CRO, and weekly performance reporting. A good agency also handles conversion tracking setup and server-side tagging so your data stays accurate after iOS and cookie changes. Many brands additionally bring in a marketing consultant to audit the account quarterly and make sure the agency's strategy still lines up with margin targets rather than just chasing ROAS.

Google Ads or Meta Ads which works better for e-commerce?

Google captures existing demand, Meta creates it. Google Shopping and Performance Max typically deliver a higher ROAS on branded and bottom-funnel searches, while Meta is stronger for discovery, new customer acquisition, and visual products like apparel or home goods. Most profitable stores run both, with roughly 60/40 budget splits that shift seasonally. The right mix also depends on your ecommerce solutions stack Shopify, BigCommerce, or WooCommerce all feed product data differently, and feed quality directly affects Shopping performance.

How long before PPC campaigns become profitable?

Expect 30 to 90 days. The first two to four weeks are data collection and learning phase exits, weeks four through eight are when bid strategies stabilize and wasted spend drops, and by month three you should see a consistent, predictable ROAS. Accounts with low conversion volume take longer because algorithms need roughly 30–50 conversions per campaign to optimize. This timeline holds across industries a saas marketing agency running lead-gen campaigns sees a similar curve, though their conversion cycles are usually longer than a retail purchase.

Should I hire an in-house PPC specialist or outsource to an agency?

An experienced in-house PPC manager in the US costs $75,000–$110,000 annually plus benefits, tools, and ramp-up time, and you're dependent on one person's skill ceiling. An agency gives you a team strategist, media buyer, creative, analyst usually for less than a single salary. If you do go in-house, recruiting takes time; brands in the Midwest often work through staffing agencies chicago based to source paid media talent, but you'll still need someone senior to manage and evaluate that hire.

Does PPC work for e-commerce brands that also sell wholesale or B2B?

Yes, but the campaign structure changes completely. Instead of optimizing for immediate checkout, you're bidding on bulk-order, wholesale, and supplier-intent keywords, then routing traffic to quote request forms or account registration pages rather than product pages. Longer sales cycles mean you measure pipeline value, not day-one ROAS. Many hybrid brands pair their retail campaigns with dedicated b2b lead generation services so wholesale inquiries get nurtured through email and sales follow-up instead of being judged by ecommerce metrics they'll never hit.

What is candidate sourcing, and how is it different from recruiting?

Candidate sourcing is the research and outreach stage of hiring, finding and engaging qualified people, including those not actively job-hunting. Recruiting covers the full funnel, from posting a role through to offer and onboarding. Sourcing feeds the top of that funnel with better candidates. Some clients pair this with our work as a best digital marketing agency pick for their broader growth needs, though the two are run as separate engagements.

How much does candidate sourcing cost for a small business?

Cost depends on role seniority, how niche the required skills are, and whether you need a single search or an ongoing pipeline. Technical and specialised roles typically cost more to source than generalist positions. We provide a role-specific quote upfront, with no charge for unqualified candidates.

What should I look for in a sourcing company if I'm a small business owner?

Look for transparent, role-specific pricing rather than a vague retainer, a screening process that goes beyond keyword matching, and evidence they understand small business constraints, limited internal HR time and low tolerance for a mis-hire. Ask how they measure success; it should be hires that last, not CVs delivered. It's also worth asking whether they offer administrative support once someone's hired, since keeping onboarding under the same partner tends to cut down on handover gaps.

Do you only source candidates, or do you screen them as well?

Both. Every candidate we surface goes through our candidate screening services experience verification, role-fit assessment and availability checks before they reach your shortlist. You're reviewing pre-qualified candidates, not a raw applicant list.

Can candidate sourcing services help with IT hiring specifically?

Yes. Technical roles are usually the hardest for small businesses to fill through job boards alone, since strong developers and engineers are rarely actively applying. Our sourcing approach for these roles leans heavily on targeted outreach and technical screening rather than inbound applications. A number of clients hiring technical teams also work with us as a b2b lead generation company for their sales pipeline, though again, that's a separate service.

How long does candidate sourcing usually take?

Most single-role engagements produce an initial shortlist within one to two weeks, depending on how niche the role is. Highly specialised technical positions can take longer, since the pool of genuinely qualified people is smaller and outreach has to be more precise.

What does a b2b digital marketing agency actually do for appointment setting?

manages the entire outbound process identifying your ideal buyers using a verified b2b data provider, running targeted outreach across email, LinkedIn, and phone, qualifying replies, and booking verified meetings directly onto your sales calendar. It's one of the core services offered by any best digital marketing agency built for B2B pipeline growth.

How much do appointment setting services cost?

Most agencies price on a monthly retainer, a per-meeting fee, or a hybrid of the two. The right model depends on your target market size and how complex your typical deal cycle is.

Is outsourcing appointment setting worth it for an early-stage startup?

For most founders, yes it's usually cheaper than a full-time SDR hire in the first year, avoids the three-to-six-month ramp period, and frees the founder to focus on closing rather than prospecting.

What's the difference between lead generation and appointment setting?

Outbound lead generation produces a list of potential contacts. Appointment setting goes further: it qualifies those contacts and books them directly into a sales conversation, which is the step that actually moves revenue.

How do you qualify a lead before booking a meeting?

Every reply is reviewed manually against criteria you define upfront typically budget, authority, need, and timeline (BANT), or a custom framework specific to your product.

How quickly can we expect meetings to start showing up on the calendar?

Most campaigns take two to three weeks to build the target list and launch outreach, with the first qualified meetings typically appearing in weeks three to four. This applies across sectors the same process works for SaaS, service-based, and ecommerce solutions businesses selling into other companies.

How much should a startup spend on Meta ads per month?

Most US startups begin with $1,500 to $5,000 per month in ad spend, then scale once they find a winning audience and creative. Early-stage SaaS companies often work with a SaaS marketing agency to set a realistic testing budget and avoid wasting money on broad, unproven campaigns. A good rule is to spend enough to gather at least 50 conversions per ad set each week so Meta's algorithm can optimize properly.

Do Meta ads work for B2B startups?

Yes. While LinkedIn is often seen as the default B2B channel, Meta's detailed targeting, lookalike audiences, and retargeting can deliver leads at a lower cost per lead. Many founders use B2B lead generation services to combine Meta ads with lead forms, gated content, and email nurturing. Retargeting website visitors and video viewers tends to produce the strongest B2B results.

Candidate Sourcing Services That Fill the Top of Your Pipeline

When req load climbs, search is the first thing your recruiters drop.

When req load climbs, search is the first thing recruiters drop and the last thing anyone notices. Our candidate sourcing services keep it running, active and passive search, job board coverage, pre-screening, and executive headhunting, delivered into your ATS on your criteria. You keep the interviews and the offers. We make sure there’s someone qualified to interview.

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clients

+50 Clients

multitudes of brands have already trusted us

This section showcases some of the trusted brands we've collaborated with, reflecting our commitment to quality, innovation, and strong partnerships.

A sleek, interconnected design symbolizing unity, network strength, and seamless collaboration.

A bold and modern identity for a tech-forward brand, focusing on simplicity and versatility in digital platforms.

A dynamic and professional visual representing stability, growth, and reliable solutions in the corporate space.

This section showcases some of the trusted brands we've collaborated with, reflecting our commitment to quality, innovation, and strong partnerships.

A sleek, interconnected design symbolizing unity, network strength, and seamless collaboration.

A bold and modern identity for a tech-forward brand, focusing on simplicity and versatility in digital platforms.

A dynamic and professional visual representing stability, growth, and reliable solutions in the corporate space.

services included

Four sourcing capabilities that can be used individually or combined based on your hiring needs. The right scope depends on where your recruiting team needs additional capacity. If sourcing is not the primary bottleneck, we’ll help identify where additional support could have the greatest impact.

Active & Passive Search Job Board Search Pre-Screening Executive Search & Headhunting

Active & Passive Search

We combine active and passive candidate search across LinkedIn Recruiter, GitHub, professional associations and your existing candidate database, along with direct outreach to qualified professionals who may not be actively looking for a new opportunity.

For difficult-to-fill roles, this approach expands the search beyond active applicants and gives your recruiting team access to a broader pool of potential candidates.

get a quote

Job Board Search

We conduct targeted searches across major job boards and the industry-specific platforms that matter for your roles, including Indeed, Monster, Dice, CareerBuilder and relevant healthcare, engineering and sector-specific talent networks.

Instead of relying solely on job postings and inbound applications, our team actively searches available candidate databases and identifies profiles that match your requirements.

get a quote

Pre-Screening

Every sourced candidate is contacted, qualified against your criteria, and confirmed on availability, compensation expectation, work authorization and location before it reaches you. This is what separates a sourced pipeline from a list of names. It also removes the single largest time cost in recruiting, calls with people who were never viable.

get a quote

Executive Search & Headhunting

For leadership and scarce-skill roles, a mapped search rather than a keyword pull. We build the target company list, identify people by function within it, and approach discreetly. Timelines are longer and the process is deliberately slower, because senior searches fail on approach quality far more often than on candidate availability.

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// Tools & Technologies Section

Team presentation with data charts in a glass-walled meeting room overlooking the city

Professional reviewing strategy notes and charts on office wall with city skyline view

Business meeting with two professionals discussing over laptop in modern office

// how do we operate?

Embedded

Our sources work only your requisitions, inside your ATS, under your credentials. Records and audit trail stay in your environment, no parallel database, no export handover when an engagement ends.

Consistent

Coverage doesn't dip when your team hits a surge. The search runs at the same rate in the week your recruiters are buried in interviews as in the week they aren't.

Honest

Weekly numbers on sourced, contacted, responded and qualified, including the weeks a search is going badly. A provider who only reports good news is a provider you can't plan around.

work

Every search runs the same five steps, so you always know which stage a role is sitting at.

process

Intake and Search Brief

We define must-haves, deal-breakers, target companies and compensation range before searching. Vague briefs produce volume, not fit.

Talent Mapping

We build the target company and function map, then search against it. This is the step most teams skip and later blame on candidate scarcity.

Search and Outreach

Boolean, x-ray and database search, followed by personalized direct outreach. Response rates are tracked and messaging adjusted within the first week.

Pre-Screening

Qualification calls covering availability, compensation, authorization and motivation. Only confirmed candidates progress.

Delivery and Reporting

Profiles delivered into your ATS with qualification summaries, plus weekly reporting on sourced, contacted, responded and qualified counts.

View Delivery process

Search Capacity That Doesn’t Depend on Your Team’s Week

Sourcing is the first activity cut when a team gets busy and the last one anyone measures. Nothing visibly breaks, the pipeline simply narrows to whoever happened to apply that week.

Dedicated
Sourcers

Named people on your requisitions only, not a shared pool splitting attention across a dozen accounts each week.

Sector
Screening

A sourcer who qualifies DevOps engineers cannot qualify travel nurses. We staff by sector, not by general recruiting skill.

US Overlap

Shifted schedules covering US business hours, with the overlap window agreed before the engagement starts rather than negotiated later.

Flexible
Pricing

Fixed monthly, per-placement, or hybrid. We run the math with you and recommend the model that costs you less.

Pilot
First

Most engagements start with one hard-to-fill role, not a signed retainer. You see search quality before committing to monthly fees.

// testimonials

4.9 / 5.0 clients review

What Our Clients Say

Bhargav Nanda

Founder - Prana Accounting

“

Exceptional Service & Dedication

Absolutely delighted with the website designing services from Digifinity! Their work exceeded my expectations, and their support throughout the process was exceptional. They truly understand client needs and deliver with utmost professionalism. Highly recommended!

Kamlesh Chandwani

Founder - Bhagwandas Toys

“

Exceptional service and dedication.

Exceptional web design and social media content creation services provided by Digifinity! Their unwavering support throughout the process. Their expertise and professionalism shine through, making them a top choice for anyone seeking stellar digital marketing solutions. Highly recommend!

Jomon Christian

Co- Founder - C2C Media

“

INNOVATIVE THINKING AND EXCEPTIONAL DESIGN!

We are extremely satisfied with the consulting and services provided by Digifinity for our social media and digital marketing initiatives across the Middle East and the US. Abhay Mirchandani consistently demonstrated impressive depth of knowledge and strong strategic planning capabilities, proving invaluable across our diverse industry needs. If you are considering partnering with Digifinity, we highly recommend their expertise.

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One Role. One Shortlist.

Then Decide!

Most engagements start with a single hard-to-fill requisition rather than a signed retainer. You see the search quality against a real brief before anyone talks about monthly fees.

FAQs

What's the difference between sourcing and recruiting?

Sourcing is finding and qualifying candidates. Recruiting is everything after that, interviewing, assessing, negotiating and closing. Sourcing is the part most teams are structurally short on, because it's invisible work that produces no output on the days it's skipped. Buying sourcing alone keeps your recruiters in control of every hiring decision while removing the search burden. Teams that want the interview coordination and offer management handled too move to sourcing and screening services instead.

How is candidate sourcing priced?

Three ways: a fixed monthly fee for a dedicated sourcer, a commission per placement, or a hybrid of a reduced base plus a smaller per-hire fee. With steady volume the dedicated model is usually cheapest per hire. With two or three roles a year, placement fees are. Rates also vary by sector, healthcare and legal qualification costs more than administrative because the verification burden is higher. We quote against a scoped role profile rather than a headcount number.

Should I just use an AI sourcing tool instead?

Sometimes, and we'll tell you when. If you have recruiters with time who are simply searching too slowly, a platform is cheaper and faster than any service. If the constraint is hours rather than search speed, a tool doesn't solve it, someone still has to run the searches, send the outreach, and make the qualification calls. The honest test is whether your recruiters would use the tool daily if you bought it. Most teams already own one they don't open.

How many candidates should I expect per role?

For a standard role, eight to fifteen qualified profiles is a realistic first shortlist, meaning contacted, confirmed interested, and checked on compensation and authorization. Executive searches produce far fewer, often three to six, and take longer. Any provider promising fifty candidates a week is sending you database exports, not sourced candidates, and you'll spend the saved time disqualifying them.

Do you source into our ATS, or send lists?

Into your ATS, under your credentials and your process. Candidate records, notes and audit trail stay in your environment, which matters for compliance and matters more when an engagement ends. There's no parallel database and no export handover. If your ATS hygiene is the actual problem, that sits with our recruitment back office support team rather than the sourcing team.

Can you build the target account list before we start sourcing?

Yes, and for executive and niche searches we'd insist on it. A mapped search needs a defined universe of target companies before anyone opens LinkedIn, otherwise you're searching by keyword and calling it strategy. Where the list doesn't exist, we build it through structured B2B data research, covering company profile, hiring signals and functional org mapping.

What if we need the whole hiring process handled, not just sourcing?

Then sourcing alone is the wrong purchase. Teams without an internal recruiter usually find that buying search capacity leaves the bottleneck exactly where it was — at coordination, offers and onboarding. Full Cycle recruitment services covers requisition through first payroll run, and we'd rather scope you into it than sell you a service that fixes one quarter of your problem. All three scopes sit under our wider recruitment process outsourcing services, so moving between them doesn't mean restarting.

Digital Marketing

Web Design & Dev

Ecommerce Solutions

B2B Lead Generation

Staffing Solutions

Candidate Sourcing Services That Fill the Top of Your Pipeline

When req load climbs, search is the first thing your recruiters drop.

clients

+50 Clients

services included

Active & Passive Search

Job Board Search

Pre-Screening

Executive Search & Headhunting

// Tools & Technologies Section

// how do we operate?

Embedded

Consistent

Honest

work

process

Intake and Search Brief

Talent Mapping

Search and Outreach

Pre-Screening

Delivery and Reporting

Search Capacity That Doesn’t Depend on Your Team’s Week

Dedicated Sourcers

Sector Screening

US Overlap

Flexible Pricing

Pilot First

// testimonials

4.9 / 5.0 clients review

What Our Clients Say

Bhargav Nanda

Exceptional Service & Dedication

Kamlesh Chandwani

Exceptional service and dedication.

Jomon Christian

INNOVATIVE THINKING AND EXCEPTIONAL DESIGN!

One Role. One Shortlist.

Then Decide!

FAQs

What's the difference between sourcing and recruiting?

How is candidate sourcing priced?

Should I just use an AI sourcing tool instead?

How many candidates should I expect per role?

Do you source into our ATS, or send lists?

Can you build the target account list before we start sourcing?

What if we need the whole hiring process handled, not just sourcing?

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US Address

+1 (872) - 366 - 7894

info@digifinity.us

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Sourcers

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Screening

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Pricing

Pilot
First