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  1. 1. Provide a clear description of your needs and your expectations of an expert, consultant or job candidate and Zintro will match it with the most relevant professionals in our platform.
  2. 2. Within a day or two typically 6 - 12 Experts, who have opted-in, will contact you with a brief explanation of their qualifications and how they can help.
  3. 3. You can communicate back and forth, qualify each other, connect and pay fees to Experts through Zintro.
  4. Zintro is free, anonymous and without obligation.

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Recent Recruiter Inquiries

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Recruiting Agency

We are a venture-backed u.S. Based startup that is seeking to better understand the talent recruitment market. We are particularly interested in talking with executives at firms that place top-tier software engineering talent, but are open to other specialties too. We would like to conduct up to 5 phone consults with experts in this space. Some of the discussion points will include: - fee structures - comp plans - competitive landscape thanks!

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    Rushi |Managing Director

    I'm qualified and interested. ...

    2.7 Hours Later
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    Hannah |Managing Director

    Hello, I run an *****itality headhunting and HR consultancy business with presence in t...

    5 Hours Later
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    Thameesudeen |Zintro Expert

    Hi, I am an Executive Search consultant specialising in Hospitality.Looking forward to speak....

    7.2 Hours Later
+30 Other Responses
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Uk Headhunting

Headhunting looking for independent headhunters based in london, uk who are open to long term contracts. We will need at least two experts, in multiple fields. Thanks

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    Ian |Business Development Director

    Please send further details....

    25 Minutes Later
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    Chris |Principal Consultant - Team Lead

    Interested in reciecing further details....

    1.4 Hours Later
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    Dean |President-Founder

    Hello, Depending on what kind of recruiter you are looking for, I may have some referrals for you b...

    2.2 Hours Later
+5 Other Responses
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Hr Staffing & Recruiting Industry

We are looking for experts in hr staffing and recruiting agencies who could provide us the following data: 1. Contingent placement fee % 2. Retained placement fee % geographical scope - 1. Austria 2. Belgium 3. Canada 4. Croatia 5. Czech republic 6. Denmark 7. France 8. Germany 9. Italy 10. Netherlands 11. Norway 12. Poland 13. Slovakia 14. Slovenia 15. Spain 16. Sweden 17. Switzerland 18. United kingdom additionally we would also like to know - 1. Key recruitment/ staffing agencies for biotech companies (by region, or country) 2. Negotiation opportunities (by region, or country)

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    Jonathan |Business Manager

    I can provide ***** Canada on both contingent and retained services as I have been in the ...

    7.5 Hours Later
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    Simona |Business Consultant/Financial/HR Manager

    Hi, I can work on this project. Regards,...

    8 Hours Later
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    Andrés |Manager of Industry and Supply Chain

    I am in the recruitment business since the last 9 years covering all Spain...

    8.2 Hours Later
+11 Other Responses
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Hiring Criteria For Front-end Web Developer

We are looking to speak, at a high-level, with experts involved in the decision-making process for hiring front-end web development professionals. We want to know the different hiring considerations (qualifications and skill sets) for front-end web development professionals. We would prefer to talk to experts that are based in any of the five-state areas of minnesota, wisconsin, north dakota, south dakota and/or iowa. This would be for a 30-minute paid phone consult. Please respond with a few short statements to the points below: 1. Are you or your team involved in the decision-making process for the selection of your company's front-end web developer employees? Please comment on the extent of your involvement on the hiring process for this role. 2. How frequent does your company hire front-end web developers? Please share your company's current fte's.

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    Steve |Co-Founder

    Quote for call...

    1.8 Days Later
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    Larry |

    I am happy to assist you in understanding the hiring process and requirement s ...

    3.1 Days Later
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    Mario |Owner

    Hi, I have been (1.) the decision maker (CEO/COO/Board Director/Advisor) and/or vital influencer for...

    3.7 Days Later
+66 Other Responses
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Linkedin Recruiter

Looking for a linkedin expert. Someone us based (can work remotely) that has worked w/ linkedin platform, specifically for recruiting (understanding of linkedin recruiter) as well as other add on products/features (lifestyle pages, highlight jobs, etc). + 5 years experience. Excellent w/ data and reporting. Understanding of how to use from a recruiter perspective as well as lead gen tool.

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    Chuck |Chief Connections Officer

    10 plus years as a LinkedIn expert (trainer, speaker) with more than 16k direct connections. I tea...

    1.9 Hours Later
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    Steven |Lean Six Sigma Master Black Belt Consult

    Sure, I can help you out, and can likely answer most of your questions in less than 1 hour. We can a...

    4.7 Hours Later
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    Daniel |Technological RainMaker Consultant

    Hi there, I will be able to help you, send me the details. Thanks, Daniel...

    6.2 Hours Later
+17 Other Responses
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I'd like to perhaps have a brief conversation with 1-2 (or maybe more) hiring managers that satisfy all of the following (4) criteria: currently use retained search/contingency search firms to fill full-time positions use these firms to hire mid/senior level candidates make at least 10 hires/year through such firms work for us based companies (tech, financial services, retail would be ideal, but industry doesn't really matter) some of the '€˜types'€™ of topics i'm trying to understand are: at what point does the decision to use an outsourced provider make sense? Is it all about cost? If so, if industry fees were lower, would that accelerate the decision point? Or do you use these firms mostly for the '€˜really-hard-to-fill'€™ positions?€™ or for convenience/volume of candidates? Or is it about (lack of) internal capacity? At what point does it make sense to start building an internal recruiting team? Is it all about the quality and speed of candidate delivery? Or do you work with particular recruiters for particular reasons? Overall, i'm trying to get a better sense of 1) how much, and at what points, cost matters 2) discrepancies between the value proposition (of recruiting firms) from the reality (i.E. Most recruiting firms pretty much seem to have the same basic value proposition) that hiring managers deal with. I am an entrepreneur tangentially connected to the industry, and i'm considering a product/service geared towards the recruitment/placement industry.

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    Claudia |Sr. Consultant

    Hi Busii65d77, What great questions! I'd be an excellent resource for you because my expertise in...

    1.8 Days Later
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    julie |Executive Coach

    Hi, As a professional with 30 years of Retained and Fee for Service and Inhouse Search Experience, ...

    19.7 Days Later
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    Carol |Founder

    I have worked in the staffing business for 20 years and am happy to speak with you and share the pri...

    42.6 Days Later
+3 Other Responses
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Health Care Recruiting

Health care recruiter- consultant we are looking for a health care recruiter- consultant to assist on a marketing/recruiting recommendation for our client. You should have experience in recruiting primary care physicians and physicians assistants for a large hospital like facility. Looking for recommendations and insight in utilizing various channels (digital, traditional,etc.) for new and innovative ways to recruit. Project is immediate, short term and can be done remotely.

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    Gustavo |Consultant

    I can assist you on recruiting primary care physicians and physician assistants for medium and large...

    53 Minutes Later
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    Mauro |VP Europe

    I am experienced in recruiting, since I have been Country Manager for two Companies and Hired some t...

    1 Hour Later
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    Carlito |I.T Recruiter

    Hello, I will be interested in this project and im available asap....

    16.9 Hours Later
+9 Other Responses
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Talent Acquistion Strategy

On behalf of my f500 pharma company, i would like to understand the specific sub-categories under the broader category of talent acquisition to create a category strategy that would help them procure these services. They want to understand these markets to make informed decisions about the strategy, understand the top suppliers and their capabilities as well as the total cost of ownership along with the best practices when it comes to the below mentioned sub-categories: a. Rpos b. Contingent recruiting agencies (not contingent labor) c. Recruiting engines (those like linkedin) the deliverables would include the market overview, best practices and supplier analysis for the highlighted sub-categories.

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    Khiem |Country HR Director

    I am HR Manager at SAMSUNG. I am in charge of recruitment now. I am sure I can help on this interest...

    1.6 Hours Later
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    Karen |Zintro Expert

    Hi, thankyou for your inquiry. This is something I can help with as I have almost 18 years Hiring e...

    1.6 Hours Later
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    Michael |Senior Partner

    Hello, I would be happy to provide a free phone ***** discussion the different avenues of...

    1.7 Hours Later
+16 Other Responses
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Consultant And Contractor Hiring

Hi. We are interested in talking with people who have worked in hr and/or recruiting for global 1,000 companies. We are not interested the temp market but instead are focused on consultants with deep subject matter expertise and/or contractors with high value skills (like software engineers, etc.). Specifically, we would like to better understand: 1. Is the hiring of these consultants and/or contractors typically centralized or decentralized? 2. Who are the decision makers who would consider adding a platform like zintro to their sourcing tools? 3. What services do the hirers current use to fulfill this need? I have a modest budget for this research effort. Thanks in advance. --stuart

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    Sam |Artist and Creative

    I have provided recruiting services as a contingency and retained executive search consultant to lar...

    1.2 Hours Later
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    Bobby |Principal

    We do contingency recruiting for the parameters given below with a very specific and niche market se...

    1.2 Hours Later
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    Nicole |CEO/Founder

    1. We hire our HR consultants centrally 2. The decision make is the owner 3. We use an in-house tr...

    1.4 Hours Later
+34 Other Responses
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Recruiting Services

I work in direct sales for a jewelry company. In order for me to advance i need to recruit and have my own team. I do events and shows which are good for sales but don't have luck recruiting. I have even put ads all over the us canada mexico and a couple of other countries, but no luck. I really need help in recruiting.

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    Debra |CEO

    I have consulted with the US Census Bureau for15 years, ensuring they meet their enormous (over 1 mi...

    11 Minutes Later
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    Don |Healthcare Services Director

    Please let me know what I can do to help! Have been in the business for over 15 years and have recru...

    15 Minutes Later
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    Carol |CEO & Founder

    I have been in Executive Search for 22 years. I do retained search and provide one on one consulting...

    1.4 Hours Later
+7 Other Responses
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Medical Device Ceo And Board Members

Mdb is an authorized zintro partner. Mdb is looking for a ceo and three board members for one of its new start-ups called electroblate, inc. Can you help us fill these positions? If your referral for the ceo position is hired you will earn a reward of $20,000. If your referral for a board position is appointed you will earn $10,000. Note: you are welcome to apply for the positions, but are not eligible for a referral fee for referring yourself. Here is how it works: 1. Submit the candidates (or apply) via the following links: - ceo position: http://bit.Ly/1rxtd43 - board position(s): http://bit.Ly/1wrhraj 2. Within one week you will receive feedback and you will be kept up to date with the progress. Here is a brief description of electroblate and you can learn more by clicking on the links provided above. Electroblate, inc. Is a clinical-stage, medical device company developing a unique platform to induce programmed cell death (apoptosis) in soft tissue non-thermally. By inducing apoptosis the body doesn't recognize injury and repairs the treated tissue with normal tissue in the treated area. The applicable worldwide market, exceeds $15 billion, and targets multiple therapeutic applications, such as tumor/cyst/unwanted tissue ablation, and multiple cosmetic applications. The company is a technology “roll-up” being created by mdb to acquire the operations and ip of three companies and two universities, enabling electroblate a dominant ip position in this technology area. In addition, the principal scientists and inventors are equity holders and will be working with the company to help further the technology platform. Thanks again for your help in our mission of maximizing the probability of success of these disruptive technology companies! best regards, chris

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    Alan |VP Technical Operations (Manufacturing a

    I am interested in learning more about serving as a board member for Electroblate. I bring more tha...

    1 Minute Later
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    Hatim |International Marketing and Sales

    Chris, I wanted to touch base to discuss possible synergies. I am managing partner in a biomedical v...

    1 Minute Later
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    Mark |Executive CEO/ GM/ Interim Executive

    I am very interested, please feel free to ***** me directly regarding both the CEO and bo...

    1 Minute Later
+151 Other Responses
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Talent Acquisition Services

I am writing on behalf of a consulting firm that conducts expert interviews in support of industry-wide studies for many of the world's fortune 1000 companies. We help businesses answer questions by engaging with the world’s most relevant experts. So far we have delivered over 750 studies with input from more than 15,000 individuals. We are an authorized zintro partner. For a current study, we are trying to understand the global market for talent acquisition services (including recruiting, assessment, onboarding, contingent/on-demand resources, technology). We are interested in speaking with experts with strong knowledge of the following: 1. Market overview perspective - landscape, what segments are growing quickly, innovation, and technologies of interest 2. Start-up community in talent acquisition services 3. Fortune 500 buyers (former/current director/vp) of talent acquisition services 4. Market trends (e.G. Robotics, ai, automation, etc.) please note that we are only interested in your personal point of view and expert insight and are not seeking any confidential information. We are scheduling 45-60 minute discussions with experts this and next week and are happy to offer a negotiable usd 250 compensation for each interview. Please note that we are handling the standard zintro fee separately, hence the expert is not involved in paying this. We would welcome any referrals to other relevant experts as well. Best regards, kruti

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    Shyam |CFO Advisor

    Hi Kruti, I can discuss talent acquistion within life sciences and impact of AI among others in thi...

    1.1 Hours Later
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    Dean |President-Founder

    Hello Kruti, My name is Dean Swett, President of the Paramour Group in the states. I have over 3 dec...

    1.4 Hours Later
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    Pablo |Director

    Hello, I could be interested, but I need more *****se deliver additional information t...

    1.6 Hours Later
+25 Other Responses
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