Everything you need to know.
How Velocity works, what we deliver, what it costs, and how we’re different from staffing agencies, RPOs, and retained search.
How Velocity works, what we deliver, what it costs, and how we’re different from staffing agencies, RPOs, and retained search.
Velocity Resource Group is a flat-fee recruiting firm that delivers screened Qualified, Available, and Interested (QAI) candidates to enterprise clients within 24–48 hours — using an owner-operated offshore sourcing team and U.S.-based recruiters. Clients pay a fixed project fee per 30-day campaign, with no placement commissions, no retainers, and no long-term contracts. Velocity has served Fortune 500 clients for over 25 years.
Velocity differs in three measurable ways:
(1) Flat-fee pricing — clients pay a fixed project fee, not a percentage of the hired candidate’s salary, eliminating placement commissions entirely.
(2) Sourcing-only scope — Velocity handles candidate identification and screening while your internal TA team retains full control of interviews and hiring decisions.
(3) 24–48 hour delivery — our overnight offshore model delivers qualified candidates faster than most domestic staffing agencies or RPO programs.
Overnight sourcing means our Bangkok-based research team begins identifying candidates the same night a role is activated — while your U.S. office is closed. By the next morning, U.S.-based recruiters have already screened and personally engaged those candidates by phone, verifying their qualifications, availability, and interest. The result: a list of Qualified, Available, and Interested (QAI) candidates delivered within 24 hours of kickoff, without your team spending a single hour on initial outreach.
Our blended offshore model uses two coordinated teams working across time zones: a Bangkok-based overnight research team that identifies and compiles candidate lists while U.S. offices are closed, and a U.S.-based recruiting team that personally screens and engages those candidates the following business day. Daily hand-offs and shared systems keep both teams aligned. This around-the-clock structure is what enables Velocity to deliver Qualified, Available, and Interested (QAI) faster than virtually any domestic-only recruiting operation.
Retained search firms require upfront retainers and exclusive agreements — Velocity requires neither. Contingency firms charge 15–25% of the placed candidate’s first-year salary — Velocity charges a flat project fee with no placement commission. Our scope is sourcing and screening only, making us a complement to internal TA teams rather than a full-service search replacement. For clients who want sourcing speed and cost predictability without ceding control of the hiring process, Velocity’s model offers a structural advantage over both alternatives.
An in-house recruiting team manages the full hiring lifecycle — sourcing, screening, interviewing, offer management, and onboarding. Velocity handles only the sourcing and screening stage, delivering Qualified, Available, and Interested (QAI) to the internal team, which then manages all subsequent steps. Velocity is not a replacement for internal recruiters — it’s a sourcing partner that extends their capacity, reduces time-to-pipeline, and provides access to passive candidates internal teams may lack the tools or bandwidth to reach.
A Velocity search follows five structured steps:
(1) Kickoff call within 24 to 48 hours of signing, where our team aligns on job requirements and builds the sourcing strategy.
(2) That same night, our Bangkok research team activates and begins candidate identification.
(3) By the morning of Day 1, an initial batch of QAI candidates is delivered for client review and calibration.
(4) Days 2 to 30, ongoing sourcing, screening, and weekly reporting keep the pipeline moving and strategy sharp.
(5) At close, a full market report with candidate intelligence and project summary is delivered.
Every candidate Velocity submits must pass a three-part QAI screen conducted by a U.S.-based recruiter via live phone conversation:
(1) Qualified — skills, experience, and background are verified against the role requirements.
(2) Available — current employment status, notice period, and start timeline are confirmed.
(3) Interested — the candidate has expressed genuine interest in the specific opportunity, not a general openness to job searching.
Candidates who pass all three QAI criteria move on in your portal, plus you still gain insight on market response and those not interested.
Velocity’s flat-fee model eliminates the placement commissions — typically 15–25% of first-year salary — charged by traditional contingency and retained search firms. For a fixed project fee, clients receive a full 30-day sourcing campaign which includes: a dedicated Client Manager, sourcing and recruiting team, as well as real-time candidate delivery and market insights through our Resflex™ candidate intelligence platform. There are no fees tied to hiring outcomes, no surprise charges, and no cost escalation with higher-salaried roles. For organizations with recurring or volume hiring needs, the savings over contingency search can be substantial.
Yes — the majority of our clients have internal recruiting teams. Velocity functions as a sourcing extension: handling candidate identification, outreach, and screening while the internal team manages interviews, culture assessment, and hiring decisions. There is no overlap in roles, no displacement of internal staff, and no long-term commitment required to engage Velocity alongside an existing TA function.
Velocity is equally effective on specialized niche roles and high-volume hiring campaigns. The overnight sourcing model — which systematically works passive candidate channels at scale — is particularly well-suited to hard-to-fill positions where traditional active sourcing yields thin pipelines. Whether the need is one specialized engineer or 50 customer service representatives, Velocity’s flat-fee model and on-demand team structure adapts without requiring new contracts or extended ramp time. Velocity Resource Group does have three service lines to match specific talent needs: RapidQAI (New Candidates), QAI Executive (Senior & C-Suite Talent), and ReActivate (ATS Re-Engagement).
Communicating candidate feedback is simple. Each Velocity project includes a dedicated Client Manager who serves as your primary point of contact and conducts weekly check-in calls to discuss candidate feedback, campaign progress, and any needed adjustments.
Additionally, candidate feedback is managed through Resflex™, which provides per-candidate commenting and disposition tools. Whether feedback is shared during your weekly check-ins or submitted directly through the portal, it is reviewed by your Client Manager and used to recalibrate sourcing and screening in real time. Adjustments can be made at any point during the 30-day campaign window, ensuring we continually refine the search based on your evolving needs.
Velocity is AI-enabled, human-driven. Proprietary AI tools, built on 25 years of Velocity data, support our team’s efficiency across sourcing, screening support, and pipeline management, helping recruiters move faster and reach further. That same technology powers ResFlex™, our client-facing portal, making it easier for clients to track pipeline activity, review candidates, and share feedback in real time. But AI is a support tool, not a decision maker: all candidate qualification is still conducted by human recruiters through live phone conversations, never automated screening.
Velocity has maintained long-term client relationships across Fortune 500 companies for over 25 years. Client testimonials are available on our Experience page. References are available upon request through your Account Manager. https://velocity.mywp.work/experience/
The client’s primary responsibilities in a Velocity search are:
(1) Reviewing the initial sample profiles to confirm sourcing is calibrated correctly.
(2) Responding to submitted QAI candidates within 24–48 hours to maintain pipeline momentum — interested candidates who are not contacted quickly may accept other opportunities.
(3) Providing ongoing feedback through Resflex™ so Velocity can adjust the search strategy in real time.
Velocity handles all sourcing, outreach, and screening — the client’s effort is focused at the selection and hiring stage.
Velocity sources director, VP, and C-suite level candidates through QAI Executive™ — our flat-fee executive search solution. QAI Executive™ uses our most experienced recruiters, adds in-depth phone interviews, executive-level candidate summaries, and market intelligence. Executive searches benefit particularly from our passive candidate specialization — senior professionals are rarely active job seekers and require personalized, direct outreach rather than job board applications
Velocity’s primary sourcing scope is U.S.-based talent for U.S. roles. For multinational clients with Asia-Pacific hiring needs, our Bangkok-based research team has direct regional sourcing experience. We also can and have supported international engagements in other regions on a project-by-project basis. All international searches are conducted in compliance with applicable local data privacy regulations, including GDPR for EU-adjacent candidates.
Velocity’s sourcing practices adhere to industry-standard ethical guidelines: all candidates are identified, approached, and engaged with transparency about the opportunity and the recruiting process; privacy is respected throughout outreach; and no deceptive or high-pressure tactics are used. These standards apply across the owner-operated offshore sourcing team and U.S. recruiting staff equally. Client-specific compliance requirements are incorporated into every engagement by default.
Velocity Resource Group is a flat-fee recruiting firm that delivers screened Qualified, Available, and Interested (QAI) candidates to enterprise clients within 24–48 hours — using an owner-operated offshore sourcing team and U.S.-based recruiters. Clients pay a fixed project fee per 30-day campaign, with no placement commissions, no retainers, and no long-term contracts. Velocity has served Fortune 500 clients for over 25 years.
Velocity differs in three measurable ways:
(1) Flat-fee pricing — clients pay a fixed project fee, not a percentage of the hired candidate’s salary, eliminating placement commissions entirely.
(2) Sourcing-only scope — Velocity handles candidate identification and screening while your internal TA team retains full control of interviews and hiring decisions.
(3) 24–48 hour delivery — our overnight offshore model delivers qualified candidates faster than most domestic staffing agencies or RPO programs.
Overnight sourcing means our Bangkok-based research team begins identifying candidates the same night a role is activated — while your U.S. office is closed. By the next morning, U.S.-based recruiters have already screened and personally engaged those candidates by phone, verifying their qualifications, availability, and interest. The result: a list of Qualified, Available, and Interested (QAI) candidates delivered within 24 hours of kickoff, without your team spending a single hour on initial outreach.
Our blended offshore model uses two coordinated teams working across time zones: a Bangkok-based overnight research team that identifies and compiles candidate lists while U.S. offices are closed, and a U.S.-based recruiting team that personally screens and engages those candidates the following business day. Daily hand-offs and shared systems keep both teams aligned. This around-the-clock structure is what enables Velocity to deliver Qualified, Available, and Interested (QAI) faster than virtually any domestic-only recruiting operation.
Retained search firms require upfront retainers and exclusive agreements — Velocity requires neither. Contingency firms charge 15–25% of the placed candidate’s first-year salary — Velocity charges a flat project fee with no placement commission. Our scope is sourcing and screening only, making us a complement to internal TA teams rather than a full-service search replacement. For clients who want sourcing speed and cost predictability without ceding control of the hiring process, Velocity’s model offers a structural advantage over both alternatives.
An in-house recruiting team manages the full hiring lifecycle — sourcing, screening, interviewing, offer management, and onboarding. Velocity handles only the sourcing and screening stage, delivering Qualified, Available, and Interested (QAI) to the internal team, which then manages all subsequent steps. Velocity is not a replacement for internal recruiters — it’s a sourcing partner that extends their capacity, reduces time-to-pipeline, and provides access to passive candidates internal teams may lack the tools or bandwidth to reach.
A Velocity search follows five structured steps:
(1) Kickoff call within 24 to 48 hours of signing, where our team aligns on job requirements and builds the sourcing strategy.
(2) That same night, our Bangkok research team activates and begins candidate identification.
(3) By the morning of Day 1, an initial batch of QAI candidates is delivered for client review and calibration.
(4) Days 2 to 30, ongoing sourcing, screening, and weekly reporting keep the pipeline moving and strategy sharp.
(5) At close, a full market report with candidate intelligence and project summary is delivered.
Every candidate Velocity submits must pass a three-part QAI screen conducted by a U.S.-based recruiter via live phone conversation:
(1) Qualified — skills, experience, and background are verified against the role requirements.
(2) Available — current employment status, notice period, and start timeline are confirmed.
(3) Interested — the candidate has expressed genuine interest in the specific opportunity, not a general openness to job searching.
Candidates who pass all three QAI criteria move on in your portal, plus you still gain insight on market response and those not interested.
Velocity requires no long-term contracts, no minimum volume commitments, and no cancellation penalties. Each engagement is a standalone 30-day sourcing project that can be started, paused, or stopped based on hiring needs. Clients may work with Velocity on a single role or engage repeatedly on a project-by-project basis — with no obligation between engagements.
Yes — the majority of our clients have internal recruiting teams. Velocity functions as a sourcing extension: handling candidate identification, outreach, and screening while the internal team manages interviews, culture assessment, and hiring decisions. There is no overlap in roles, no displacement of internal staff, and no long-term commitment required to engage Velocity alongside an existing TA function.
Velocity supports roles across corporate, technical, and skilled positions — from hourly manufacturing and logistics roles to professional-level positions in engineering, IT, finance, supply chain, and healthcare. We’re equally effective on niche, hard-to-fill searches and high-volume campaigns. Because our specialization is in the sourcing and qualification methodology rather than a single vertical, the team ramps quickly across new industries and role types without a learning curve penalty.
Communicating candidate feedback is simple. Each Velocity project includes a dedicated Client Manager who serves as your primary point of contact and conducts weekly check-in calls to discuss candidate feedback, campaign progress, and any needed adjustments.
Additionally, candidate feedback is managed through Resflex™, which provides per-candidate commenting and disposition tools. Whether feedback is shared during your weekly check-ins or submitted directly through the portal, it is reviewed by your Client Manager and used to recalibrate sourcing and screening in real time. Adjustments can be made at any point during the 30-day campaign window, ensuring we continually refine the search based on your evolving needs.
Velocity is AI-enabled, human-driven. Proprietary AI tools, built on 25 years of Velocity data, support our team’s efficiency across sourcing, screening support, and pipeline management, helping recruiters move faster and reach further. That same technology powers ResFlex™, our client-facing portal, making it easier for clients to track pipeline activity, review candidates, and share feedback in real time. But AI is a support tool, not a decision maker: all candidate qualification is still conducted by human recruiters through live phone conversations, never automated screening.
Velocity has maintained long-term client relationships across Fortune 500 companies for over 25 years. Client testimonials are available on our Experience page. References are available upon request through your Account Manager. https://velocity.mywp.work/experience/
The client’s primary responsibilities in a Velocity search are:
(1) Reviewing the initial sample profiles to confirm sourcing is calibrated correctly.
(2) Responding to submitted QAI candidates within 24–48 hours to maintain pipeline momentum — interested candidates who are not contacted quickly may accept other opportunities.
(3) Providing ongoing feedback through Resflex™ so Velocity can adjust the search strategy in real time.
Velocity handles all sourcing, outreach, and screening — the client’s effort is focused at the selection and hiring stage.
Velocity sources director, VP, and C-suite level candidates through QAI Executive™ — our flat-fee executive search solution. QAI Executive™ uses our most experienced recruiters, adds in-depth phone interviews, executive-level candidate summaries, and market intelligence. Executive searches benefit particularly from our passive candidate specialization — senior professionals are rarely active job seekers and require personalized, direct outreach rather than job board applications.
Velocity’s primary sourcing scope is U.S.-based talent for U.S. roles. For multinational clients with Asia-Pacific hiring needs, our Bangkok-based research team has direct regional sourcing experience. We also can and have supported international engagements in other regions on a project-by-project basis. All international searches are conducted in compliance with applicable local data privacy regulations, including GDPR for EU-adjacent candidates.
Velocity’s sourcing practices adhere to industry-standard ethical guidelines: all candidates are identified, approached, and engaged with transparency about the opportunity and the recruiting process; privacy is respected throughout outreach; and no deceptive or high-pressure tactics are used. These standards apply across the owner-operated offshore sourcing team and U.S. recruiting staff equally. Client-specific compliance requirements are incorporated into every engagement by default.
