The Reality of Scaling Without a Recruiting Function

It’s Monday morning and your second coffee hasn't hit yet.

As a business leader, you’re reviewing this week’s priorities when your phone buzzes—three interview cancellations from candidates who accepted other offers.

You look at your calendar: meetings back-to-back, operations issues that need attention, a customer escalation waiting for your response—and after all that, you’re somehow supposed to screen candidates, review resumes, and spend time sourcing for roles you needed filled yesterday.

Meanwhile, here’s your real hiring picture:

• One critical leadership hire—a Controller who can keep the business audit-ready and support growth

• Several essential mid-level/staff roles your teams desperately need: an accountant, a new Business Development Manager, and a manufacturing help.

Every one of these roles is important. Every vacancy slows momentum. And there simply isn’t enough bandwidth for you—or your team—to keep up.

And while you could outsource everything to a contingency search firm, fees of 25–30% per hire add up fast, especially when you’re hiring multiple roles at once. It’s not cost-effective, and it’s not sustainable.

This is the hiring reality for growing mid-market organizations. And it’s costing far more than lost time.

Two Versions of the Same Problem

Scenario 1: You’ve Accidentally Become the Recruiter

You’re the person everyone turns to when something needs to get done—strategy, operations, customer issues, financial oversight… and recruiting.

You’re writing job descriptions, posting jobs, screening resumes late at night, and juggling interviews around your real responsibilities.

You never intended to run the recruiting function, but it’s eating 15–20 hours of your week.

Scenario 2: Your Recruiting Team Is Maxed Out

Maybe you do have an internal recruiter—they’re great, but growth has pushed them beyond capacity.

They’re carrying too many open roles across multiple functions. Candidates are slipping through the cracks. The process feels reactive, rushed, and inconsistent.

Your team is working hard—just spread too thin to deliver the high-touch recruiting your business needs.

Either path leads to the same outcome: critical roles stay open too long, and the business feels it.

Why “Posting Jobs and Hoping” Doesn’t Work

Posting jobs isn’t enough—especially for specialized or high-impact roles.

Not all top talent is actively job hunting, and those who are often feel overlooked—especially when job postings attract 100–300 applicants and never generate a single response. They need a recruiter who will actually connect with them, not one who hopes they’ll stumble across a posting and wait patiently.

Today’s talent market demands speed and professionalism. Passive candidates evaluate how you communicate, follow up, and run your process. A slow or inconsistent experience sends the wrong message.

Different roles require different recruiting expertise. Finance, HR, operations, and manufacturing talent all live in different networks—and require different approaches. Expecting a generalist or a busy leader to handle them all is unrealistic.

The Real Costs of Doing It Yourself

When leaders or overwhelmed internal recruiters take on too much, predictable issues show up:

• High opportunity cost—you lose hours that should go toward growth and strategy

• Slower time-to-fill for roles that directly impact revenue, production, compliance, and morale

• Candidate drop-off because communication can’t keep up

• Team burnout as existing staff absorb the workload from empty seats

• Costly hiring mistakes made under pressure

And again—outsourcing everything to contingency firms isn’t the answer when each placement fee competes directly with operational dollars you need elsewhere.

Where Maverick Search Partners Changes the Equation

When your internal capacity is maxed—or when you don’t have a recruiting function—Maverick Search Partners provides flexible, high-impact interim recruiting support tailored to how mid-market companies actually operate.

Why companies trust Maverick for interim recruiting support:

• Immediate bandwidth to stabilize your hiring pipeline

• Specialized expertise in finance, accounting, operations, HR, and manufacturing

• Direct access to passive talent networks you can’t reach with job postings alone

• Faster, more effective hiring that aligns with your culture and business needs

• A true extension of your team, not a transactional agency

• Predictable, cost-effective support that avoids the sticker shock of contingency fees

The result:

Your leaders get their time back. Your internal recruiter gets breathing room. Your roles get filled—quickly and accurately. Your business keeps moving forward.

Ready to Get Your Hiring Back Under Control?

If you’re juggling too much—or watching key roles stay open far too long—there’s a better way.

Let Maverick Search Partners step in with interim recruiting support that delivers the capacity, expertise, and results your business needs now—without the high cost of contingency search.