0 – FAQs

Velocity Resource Group is a flat-fee recruiting firm that delivers pre-screened, Qualified, Available, and Interested (QAI) candidates to enterprise clients within 24–48 hours using an overnight sourcing model. VRG combines a Bangkok-based overnight research team with U.S.-based recruiters to build passive candidate pipelines — with no placement fees, no commissions, and no long-term contracts. VRG has served Fortune 500 clients including J&J, BMW, Verizon, and L'Oréal for over 20 years.

VRG differs from traditional staffing agencies and RPOs 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 — VRG handles candidate identification and pre-screening while your internal TA team retains full control of interviews and hiring decisions. (3) 24–48 hour delivery — VRG's overnight offshore model delivers qualified candidates faster than most domestic staffing agencies or RPO programs.

Overnight sourcing means VRG's 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 candidates delivered within 24 hours of kickoff, without your team spending a single hour on initial outreach.

VRG works with Fortune 500 enterprises, mid-sized businesses, and growth-stage companies across industries including manufacturing, healthcare, logistics, engineering, finance, and IT. The majority of VRG's clients already have internal recruiting teams and engage VRG specifically for passive candidate sourcing, high-volume hiring support, or hard-to-fill role coverage. Notable clients include J&J, BMW, Verizon, and L'Oréal.

We Source — VRG's overnight research team identifies passive and active candidates using major job boards, professional networks, niche industry platforms, and resume databases — casting a wide net your internal team may not have time or tools to work. We Qualify — U.S.-based VRG recruiters personally call each candidate to confirm they are Qualified (skills and experience match the role), Available (employment status and timing confirmed), and Interested (genuine interest in your specific opportunity — not just a general job search). You Hire — Once a candidate passes QAI screening, they are submitted directly to you and ready to enter your internal interview process. VRG does not make hiring decisions — you retain full control.

VRG's 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 VRG to deliver Qualified, Available, and Interested candidates faster than virtually any domestic-only recruiting operation.

VRG differs from retained search and contingency firms in both pricing structure and service scope. Retained search firms require upfront retainers and exclusive agreements — VRG requires neither. Contingency firms charge 15–25% of the placed candidate's first-year salary — VRG charges a flat project fee with no placement commission. VRG's scope is sourcing and pre-screening only, making it 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, VRG'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. VRG handles only the sourcing and pre-screening stage, delivering Qualified, Available, and Interested candidates to the internal team, which then manages all subsequent steps. VRG is not a replacement for internal recruiters — it is a sourcing partner that extends their capacity, reduces time-to-pipeline, and provides access to passive candidates that internal teams may lack the tools or bandwidth to reach.

A VRG search follows five structured steps: (1) Kickoff call scheduled within 24–48 hours of signing — VRG's team reviews job requirements and builds the sourcing strategy. (2) Day 1: The overnight Bangkok research team activates and begins candidate identification. (3) Day 2: An initial sample of 8–10 candidate profiles is delivered for client review and calibration. (4) Days 3–4: Full candidate outreach and phone screening begins, front-loading the pipeline. (5) Ongoing: Weekly QAI candidate updates continue for the full 30-day campaign window.

VRG delivers an initial sample of 8–10 candidate profiles within 24 hours of the kickoff call. Full pipeline delivery ramps up on days 3–4, with weekly batches of new Qualified, Available, and Interested candidates continuing throughout the 30-day campaign. In most searches, VRG recruiters are calling and screening candidates by the morning after kickoff.

VRG sources candidates across every available online channel — including major job boards, LinkedIn and professional networks, niche industry platforms, resume databases, and targeted outreach lists — with no reliance on a single platform or pre-existing talent pool. Each search begins with a fresh sourcing strategy built for the specific role, including passive candidates who are not actively applying and would not appear in a standard applicant pool.

Yes. VRG specializes in passive candidate sourcing — identifying and engaging professionals who are not actively job searching but may be open to the right opportunity. VRG's overnight research team systematically works niche platforms, resume databases, and professional networks that most internal TA teams lack the time or tools to cover. Every passive candidate is personally contacted and screened by a U.S.-based VRG recruiter before being submitted to the client.

Every candidate VRG 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. Clients only receive candidates who pass all three criteria. No candidate is submitted based on resume match alone.

VRG recalibrates the search at no additional charge if submitted candidates do not meet expectations. Recalibration may include adjusting the sourcing strategy, redefining qualification criteria, or expanding the candidate pool. Because VRG's pricing is flat-fee — not tied to placements — there is no financial disincentive to continuing work within the 30-day window. There are no restart fees and no contract penalties.

VRG maintains cross-timezone quality through structured daily hand-offs between the Bangkok sourcing team and the U.S. recruiting team, shared sourcing systems with real-time visibility into candidate status, and a single dedicated Client Manager who owns communication and quality accountability for each engagement. The offshore model does not introduce a quality lag — it introduces speed. Every candidate the Bangkok team identifies overnight is personally reviewed, called, and qualified by a U.S. recruiter before being submitted to the client.

VRG charges a flat project fee — not a percentage of the hired candidate's salary. Each project covers a 30-day active sourcing and screening campaign with a dedicated team. There are no placement fees, no commissions, no long-term contracts, and no fees tied to hiring outcomes. Pricing scales based on hiring volume and role scope. Contact VRG for a custom quote.

VRG 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 VRG on a single role or engage repeatedly on a project-by-project basis — with no obligation between engagements.

VRG'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, a dedicated recruiting team, real-time candidate delivery, and full pipeline visibility through the Resflex client portal. 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.

VRG's flat project fee includes: a 30-day targeted sourcing and outreach campaign; a dedicated team of overnight sourcing specialists and U.S.-based recruiters; real-time delivery of Qualified, Available, and Interested candidates; and full access to Resflex CMS — VRG's client portal for candidate review, pipeline tracking, and feedback. There are no add-on fees for additional outreach, candidate replacements within the window, or platform access.

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.

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.

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.

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.

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.

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.

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.

Candidates are delivered through Resflex CMS — VRG's web-based client portal. Login credentials are provided at the start of the project. All sourced and QAI-qualified profiles are posted to the client dashboard in real time as they are cleared. Clients can review profiles, leave candidate-level feedback, and track overall campaign progress at any point during the 30-day engagement.

VRG has integration capability with select ATS platforms. For systems without a direct integration, VRG has worked with clients as a credentialed vendor — logging in to upload candidate profiles directly into the ATS workflow. Contact your VRG Client Manager to establish the most efficient handoff process for your existing tech stack.

Candidate feedback is managed through Resflex CMS, which provides per-candidate commenting and disposition tools as well as project-level feedback fields. Feedback submitted through the portal is reviewed by your dedicated Client Manager and used to recalibrate sourcing and screening in real time. Calibration adjustments can be made at any point during the 30-day campaign window.

VRG uses AI-assisted research tools and proprietary sourcing methodologies to identify candidates across job boards, professional networks, and niche databases at scale — covering candidate pools that manual sourcing would miss or take significantly longer to reach. All candidate qualification is conducted by human recruiters via live phone conversations, not automated screening. Resflex CMS — VRG's client-facing portal — provides real-time pipeline visibility, candidate profiles, and feedback tools throughout the engagement.

Every VRG engagement includes a dedicated Client Manager who serves as the primary point of contact throughout the 30-day campaign. The Client Manager coordinates all communication between the client and VRG's sourcing and recruiting teams, reviews candidate feedback, and implements strategy adjustments as needed. Clients also have 24/7 access to Resflex CMS for real-time candidate and campaign visibility between check-ins.

VRG provides four documented service guarantees with every engagement: (1) Kickoff within 24–48 hours of a signed agreement. (2) 8–10 candidate profiles delivered the next business day after the kickoff call. (3) A dedicated sourcing and recruiting team assigned exclusively to the project for 30 days. (4) Right of refusal: VRG only accepts searches with a viable candidate pool. If the pool is insufficient, the client may decline to proceed and no invoice is issued. In cases of low candidate interest where an adequate talent pool exists, VRG may extend the campaign by 1–2 weeks at no additional charge.

VRG has maintained long-term client relationships across Fortune 500 companies for over 20 years. Client testimonials are available on the VRG Client Success page. References are available upon request through your Account Manager.

The client's primary responsibilities in a VRG search are: (1) Reviewing the initial sample profiles on Day 2 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 CMS so VRG can adjust the search strategy in real time. VRG handles all sourcing, outreach, and pre-screening — the client's effort is focused at the selection and hiring stage.

Yes. VRG can build sourcing strategies specifically targeting underrepresented talent pools — including women in STEM, veterans, individuals with disabilities, and ethnically diverse professionals. VRG's research team sources across diversity-focused job boards and professional associations in addition to standard channels, while remaining fully EEOC and OFCCP compliant. Several of VRG's Fortune 500 clients engage VRG specifically for DEI-aligned sourcing projects where passive candidate reach into underrepresented communities is the primary objective.

VRG sources director, VP, and C-suite level candidates using the same flat-fee model applied to all engagements. Executive searches benefit particularly from VRG's passive candidate specialization — senior professionals are rarely active job seekers and require personalized, direct outreach rather than job board applications. VRG's U.S.-based recruiters handle all executive-level candidate engagement directly. Pricing for executive-scope projects may reflect additional complexity.

Yes. VRG has conducted international candidate sourcing for roles in over 50 countries, including Canada, Mexico, Europe, South America, and the Asia-Pacific region. Every VRG search — domestic or international — is supported by the same blended model: our U.S.-based recruiters and Bangkok-based research team work side by side on every project. All international engagements are conducted in compliance with applicable local data privacy regulations, including GDPR.

Yes. VRG's sourcing and screening process is fully compliant with EEOC and OFCCP guidelines, and with GDPR for searches involving international candidates. All qualification decisions are based exclusively on skills, experience, availability, and stated interest — protected characteristics are never used as sourcing or screening criteria. VRG can also align practices to meet additional compliance requirements set by individual clients, including those operating as federal contractors.

VRG protects candidate data through: encrypted systems with access restricted to authorized personnel only; full compliance with applicable data privacy laws including GDPR; client-aligned data handling protocols tailored to each engagement; and a policy of using candidate information solely for the purpose of the active search. Candidate data is never sold, shared with third parties, or used across engagements without consent.

VRG'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 Bangkok research team and U.S. recruiting staff equally. Client-specific compliance requirements are incorporated into every engagement by default.