Do you specialize in a specific industry?
VRG does not specialize in a single industry — VRG specializes in the sourcing and qualification methodology, which scales across virtually any industry, role type, or company size. VRG has successfully delivered candidates in manufacturing, healthcare, logistics, engineering, IT, finance, supply chain, and more. The overnight research model and QAI screening process are role-agnostic by design.
Can I use Velocity alongside my internal TA team?
Yes — the majority of VRG's clients have internal recruiting teams. VRG functions as a sourcing extension: handling candidate identification, outreach, and pre-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 VRG alongside an existing TA function.
Is VRG only for companies with no in-house recruiters?
No — most VRG clients have full internal recruiting teams. VRG's model is designed to extend existing TA capacity, not replace it. Companies with no internal recruiters can use VRG to build candidate pipelines from scratch. Companies with established TA teams use VRG to add sourcing bandwidth during surges, cover specialized roles, or reduce time-to-pipeline without hiring additional staff.
Do you work on niche roles or only high-volume positions?
VRG 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, VRG's flat-fee model and on-demand team structure adapts without requiring new contracts or extended ramp time.
When should I consider using Velocity?
VRG is most effective in four scenarios: (1) Hiring surges — when internal TA teams lack the bandwidth to source and screen at the required pace. (2) Hard-to-fill roles — where active applicant pools are thin and passive candidate outreach is essential. (3) Timeline pressure — when open roles are creating operational impact and speed of pipeline matters. (4) Sourcing gaps — when internal teams have strong interview and selection processes but limited sourcing infrastructure or passive candidate access.
What types of roles and industries does VRG recruit for?
VRG 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. VRG is equally effective on niche, hard-to-fill searches and high-volume campaigns. Because VRG's 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.
How do you scale during a hiring surge?
VRG scales by expanding the sourcing and recruiting team assigned to a client's project — adding more overnight research capacity and U.S. recruiter bandwidth without requiring new contracts or extended onboarding. Because the offshore sourcing team and U.S. recruiting staff operate as a standing, trained workforce, VRG can absorb increased volume or add roles to an active campaign with minimal ramp time.