From Transactions to Partnerships: What RaaS Is Built For
Recruitment as a Service (RaaS) extends an organization’s HR and talent acquisition function through a dedicated recruitment team and a single point of contact for ongoing technology hiring. It enables reliable pipelines of qualified IT and tech professionals while improving candidate experience and long-term workforce continuity.
In 2026, the Netherlands continues to face persistent shortages across software development, cybersecurity, and data analytics, making strategic and scalable recruitment models increasingly critical.
How RaaS Works: A Structured, End-to-End Hiring Engine
The RaaS process spans discovery and onboarding, strategy and role definition, talent sourcing, screening and assessment, interview coordination, offer management and onboarding, reporting and optimization, and ongoing relationship management, ensuring consistent and scalable hiring outcomes across all stages.
A Subscription Model Designed for Scale
RaaS operates on a fixed monthly subscription, replacing unpredictable success fees with transparent and scalable costs. Clients receive end-to-end recruitment support across sourcing, screening, interviews, and onboarding, with the flexibility to scale hiring intensity as business needs evolve. This aligns with 2026 hiring trends, where 33% of Dutch organizations plan to expand IT teams, particularly in cybersecurity, cloud, and infrastructure. (Robert Half)
Industries covered include software development, cloud computing (AWS, Azure, GCP), data and AI/ML, cybersecurity, ERP and CRM platforms (SAP, Salesforce, ServiceNow), DevOps, automation, and digital transformation roles.
Why Organizations Choose RaaS
- Dedicated single point of contact
- End-to-end recruitment support
- Predictable monthly costs
- Faster hiring with continuous pipelines
- Tech-specific expertise in Dutch markets
- Scalable hiring based on business needs
- GDPR-compliant processes, with visa support
RaaS Performance Framework
In a Recruitment as a Service (RaaS) model, performance is measured continuously to ensure hiring speed, quality, and predictability. The following core metrics sit at the heart of RaaS delivery:
Time-to-First-Shortlist
Measures how quickly the first set of qualified candidates is presented after a role is activated, reflecting pipeline readiness and sourcing efficiency enabled by continuous talent mapping.
Time-to-Hire
Tracks the total duration from role approval to offer acceptance, highlighting the effectiveness of embedded recruiters and streamlined, end-to-end hiring processes.
Time-in-Stage (ATS)
Monitors how long candidates remain in each stage of the hiring funnel, helping identify bottlenecks and drive data-led process optimization.
Additional Metrics Tracked in a RaaS Model:
- Source-of-hire
- Interview-to-offer ratio
- Offer-acceptance rate
- Cost-per-hire
- 30/90-day retention
- Weekly recruitment dashboards
- Monthly strategic performance reports
RaaS Market Fit & Client Value
Market Position
RaaS provides a scalable, subscription-based alternative to traditional recruitment, designed for organizations facing sustained tech talent shortages in the Netherlands.
Client Advantages
- Predictable monthly costs
- Continuous, role-ready talent pipelines
- Faster and more consistent hiring outcomes
- Reduced reliance on success-fee agencies
- Long-term recruiter alignment with business needs
Market Considerations
- Requires upfront capacity planning
- Influenced by visa and regulatory frameworks
- Competitive RPO landscape
Why Stafide: A Smarter Way to Build Tech Teams
Stafide helps organisations turn hiring into a strategic advantage. Our RaaS approach brings structure, speed, and flexibility to tech recruitment—so teams scale with intent, costs stay clear, and talent keeps pace with business priorities. From long-term hires to agile secondment (detachering) support, we enable tech teams that move the business forward.
Ready to transform your tech hiring? Contact us to get started.
