Four ways to hire
with Pivett
Whether you need someone for three months, a permanent employee, extra hands in your team or a senior leader, we find and screen the candidates for you.
Contract Staffing
People for a project, a busy season or a short-term gap
Bring in screened people for a fixed period without adding permanent headcount. They work for you day to day, while we handle their contract and payroll.
- Screened candidates for technology and business roles
- We handle the contract, payroll and statutory paperwork
- Monthly terms that you can extend or end with notice
- If someone isn’t working out, we replace them
Project deadlines, seasonal peaks, covering leave, or trying out a new skill in your team.
Permanent Hiring
Full-time employees who join your company
We find, screen and shortlist candidates who join your company directly as your own employees. You only pay when someone accepts and joins.
- No fee unless you hire
- Candidates approached directly, including people not actively job hunting
- Free replacement if the hire leaves or is let go within 90 days
- Salary guidance so your offer lands
Building your core team, hiring team leads, and long-term roles.
Staff Augmentation
People who work inside your existing team
Add one person or a small team who join your meetings, use your tools and follow your processes, while staying on our payroll.
- People who work in your tools, schedule and time zone
- One person or a small team, scaled up or down as needed
- Confidentiality agreements signed before work starts
- We handle payroll and replace people if needed
Adding capacity to an existing team quickly, without long internal hiring cycles.
Leadership Search
Senior roles that need a discreet, careful search
A confidential search for leaders such as heads of engineering, sales or operations, where the right person is rarely applying for jobs.
- A senior recruiter runs your search from start to finish
- Discreet approaches to people in similar roles
- Detailed reference checks before you meet anyone
- Salary and package guidance for the offer
Growing companies hiring their first senior leaders, or replacing a key leader.
Compare the four options
How each one works, how you pay, and what happens if a hire doesn't work out.
Swipe to compare
| Contract | Permanent | Augmentation | Leadership | |
|---|---|---|---|---|
| First shortlist | Within 48 hours | Within 48 hours | Within 48 hours | Agreed at the brief |
| How you pay | Monthly, per person | One-time fee when the hire joins | Monthly, per person | One-time fee when the hire joins |
| Who employs them | Pivett | Your company | Pivett | Your company |
| If it doesn’t work out | We replace the person | Free replacement within 90 days | We replace the person | Free replacement within 90 days |
| Screening | Skills check and interview | Skills check, interview and references | Skills check and interview | In-depth interviews and references |
Five steps before you see a profile
The same care for a developer, a sales executive or a support team lead.
CV and experience
We read every CV against your job description, not just for keywords.
First conversation
We speak to each candidate about their experience, interest and expectations.
Skills check
A practical task or technical discussion for tech roles; a role-play or assessment for business roles.
Details confirmed
Salary, notice period and location confirmed, and references checked where possible.
Your shortlist
2–3 profiles who fit the brief, each with our notes, ready for you to interview.
Not sure which option fits?
Tell us about the role and we'll recommend the right approach. There's no charge for the conversation.
Tell us who you need