An unfilled HR role can lead to missed filing deadlines, unanswered benefits questions, payroll pressure and quietly growing compliance exposure. The work is deadline-driven in ways outsiders miss: open enrollment has a window, payroll has a fixed schedule and employment eligibility requirements carry defined deadlines.
Equiliem screens for credential status, multi-state experience and demonstrated ownership of a full cycle to help employers identify HR professionals who have done the work, not simply learned the terminology. HR professionals screen people for a living, and they notice when we extend them the same care. Employers rely on HR continuity to maintain compliance, employee experience and payroll accuracy. Equiliem supports people leaders with scalable staffing, recruiting and workforce solutions that cover both an interim desk and the permanent team.
Whether covering a benefits desk through open enrollment, a payroll seat through a leave or a plant's onboarding push, Equiliem provides contract professionals who start within a week. Our HR staffing is aligned to the timing and demands of the role.
For long-term hiring needs, we help employers identify generalists, coordinators, payroll specialists and HRIS analysts whose experience aligns with your headcount, systems and culture. A specialized HR recruiter evaluates proven experience rather than keywords and reviews the certifications a resume claims.
Experienced HR directors and VPs of people are already leading established HR teams and rarely answer postings. HR headhunters know that experienced people leaders are often selective about where they take their expertise next. Our team has built long-term relationships across the profession, helping us discreetly engage HR leaders whose experience, leadership approach and understanding of the workforce align with the organization they would support.
People who screen candidates for a living notice when their own file is thin, so we are exacting in our due diligence. Our screening is tailored to the role and assignment: we screen for relevant HR and payroll experience and role-specific qualifications, review available documentation, and coordinate applicable client-specific requirements. Depending on the role, that may include SHRM-CP and SHRM-SCP certifications, PHR and SPHR, CPP payroll certification, degrees and employment history, background screening and employment eligibility verification. Where appropriate, and based on the role, client requirements and applicable law, screening may include an FCRA-compliant credit check for payroll and benefits roles with access to employee data and funds.
We couldn’t have said it better ourselves.
Open enrollment was bearing down on us and my benefits person had just left, which is the HR version of a five-alarm fire. Equiliem's contract administrator was here in nine days and honestly ran the cleanest enrollment we've had. I've stopped pretending I have a backup plan that isn't them.
I check credentials all day, so believe me that I checked theirs. The payroll specialist arrived with her CPP documented and her references in the file, before I asked. It's a small thing that tells you everything about how a firm operates.
Our HR team sits inside a plant, not a headquarters, and plenty of polished candidates wilt out there. The generalist Equiliem placed spends half her day on the floor and the supervisors actually seek her out. That's the difference between an HR presence and an HR office.
A coordinator, a recruiter, and an HRIS analyst over two years, and all three placements stuck. My hiring managers have stopped asking to see other agencies' candidates, which is the quietest endorsement I can offer.
Partner with Equiliem
For more than 30 years, Equiliem has operated as a family-owned company supporting the workforce behind North America’s infrastructure, where HR means hard-hat orientations and union calendars as often as handbooks. We place people who can bridge the gap between corporate HR and the field, and we stay engaged after the start because HR hires are judged over quarters rather than weeks.
A 600-person utility contractor had outgrown its founding office manager's version of HR, and turnover in the field crews was the bill coming due. We placed an SPHR-certified director in 33 days. Within a year field turnover was down by a third, and the company passed its first DOL audit without findings.
Open enrollment was six weeks out when a health system's benefits administrator resigned. We had a contract administrator with three enrollments behind her on site in nine days. Enrollment closed on schedule with a fraction of the usual error tickets, and she stayed on to document the process for her more permanent successor.
A logistics company running payroll in eleven states had accumulated a drawer of state tax notices nobody could interpret. We recruited a CPP-certified specialist in three weeks. The notices were resolved within the quarter, and the penalties stopped arriving.
A manufacturer adding a second shift needed 60 hires in a quarter with one in-house recruiter. We placed a contract talent acquisition specialist within two weeks who built the pipeline and ran the screens. The shift launched fully staffed, two weeks ahead of the original plan.
For Employers
Coordinators and payroll specialists, often one to two weeks. Generalists and managers, two to three. A director or VP search is three to five weeks done honestly, and we say so up front.
We screen for relevant HR and payroll experience and role-specific qualifications, and review the certification documentation a role calls for — SHRM, HRCI and PayrollOrg credentials among them.
Yes. Contract recruiters and talent acquisition specialists who plug into your systems for exactly the length of the ramp.
Contract and interim coverage, contract-to-hire, direct placement, and executive search for HR leadership.
Direct-hire engagements may include a replacement guarantee based on the terms of the specific engagement, and contract professionals can be replaced within days if the fit is off.
For Job Seekers
Coordinators through CHROs: generalists, benefits, payroll, HRIS, talent acquisition, and HR leadership.
Both, plus contract-to-hire. Enrollment-season and ramp-season contracts are steady work if you like variety.
They open doors and we review yours up front, but we place plenty of strong generalists without letters. Experience running the actual processes counts most.
We learn which parts of HR you actually enjoy, match you to roles that use them, and stay in touch through the offer and your first quarter.
No. Job seekers are never charged for Equiliem placement services.
Partner with Equiliem
