Frequently Asked Questions (FAQs)
We specialise in Industrial, Commercial, and Technology business sectors, with a proven track record in placing top-tier talent in both executive and technical specialist roles.
Services:
- Executive placements
- IT & Digital recruitment
- Science and Engineering
- Commercial, which includes marketing, finance, legal, and admin roles
- Offshore and remote staffing
Our difference lies in our in-depth candidate assessment, deep industry knowledge, and our focus on long-term cultural and leadership alignment – not just a quick placement.
We use a multi-channel approach: proactive headhunting, our proprietary database, targeted advertising, referrals, and professional networks to ensure access to both active and passive talent.
No. Legitimate recruitment agencies like RAEORA do not charge candidates for placement.
We invite job seekers to register and submit their CVs online on our proprietary database: candidates/submit-cv where they are securely stored for recruitment purposes with the candidates consent.
Applications are logged. The recruiter screens all applications and shortlists suitable CVs. If you are shortlisted, a recruiter will contact you to discuss the role and, with your consent to submit your CV to the client.
One can browse all current vacancies via our portal: candidates/vacancies
A professional CV, contact details, employment history, qualifications, and a clear description of the desired role.
A background check is used to verify a job applicant’s qualifications and employment history. It usually includes an identity and criminal record check, verifying professional certifications, and confirming qualifications.
Company’s use background checks to verify that candidates meet their job and industry compliance requirements. Background checks also better ensure the quality and integrity of a company’s workforce.
Yes, ahead of a background check, in accordance with legal requirements, candidates are required to sign consent.
Talent management and HR are closely related however they have different focuses. HR focuses on broader administrative functions and employee relations. Whereas talent management is a strategic approach that seeks to better ensure long term viability of a company through development and retaining talent.
Yes. Employers can submit vacancies directly through our website submit-vacancy form.
Yes we publish the POPIA (Protection of Personal Information Act) and PAIA (Access to Information) manuals on our website for transparency: PAIA-Manual and POPIA-Manual.
Yes, our ISO certificates are publicly available on our website: iso-certifications
We use a combination of behavioural and personal motivation alignment interviews, coupled with values-based assessments to evaluate compatibility with an organisational culture.
Our client fees are typically structured as a percentage of the candidate’s gross annual income package, with some flexibility depending on the complexity of the assignment.
Yes, we offer a replacement guarantee within a defined period (typically 4–6 months) if the candidate leaves or is not a fit.
On average, 4–8 weeks for mid-to-senior roles. Executive roles may take slightly longer, depending on complexity and availability of niche skill sets.
We handle candidate communication with professionalism, discretion, and promptness – we seek to protect the goodwill of both your Company and our own and treat every candidate as a brand ambassador for both of us. We pre-screen candidates for skills, experience, cultural fit, and motivations through in-depth interviews and reference checks. We present only the top 2-3 most qualified candidates and carry out an extensive and detailed background check as part of a pre-appointment process.
Top talent enhances productivity, stimulates innovation and improves company culture. Accordingly, hiring the best directly contributes to a company’s ability to be competitive and sustain success.
There are numerous benefits to having a long-standing company workforce. For example, the benefits of employee retention are reduced overheads, increased return on investments, improved profitability and better customer relationships. It also enhances a company’s brand and creates a healthier workplace environment.
Yes, our networks, research capability, and headhunting methods allow us to access and engage high-performing passive talent not actively seeking roles.
Yes, we have experience in cross-border placements and can support international hiring needs, including compliance and relocation advice.
Employer of Record (EOR) services provide companies with opportunities to employ local staff without a legal entity in a foreign country and with compliant hiring in the UK. There are many advantages to having an EOR service partner. By employing staff through an EOR service company, your business can ensure compliance with local tax and law. Setting up the business premises is quicker and less complicated because it is done by the EOR. As is the procurement, hiring and onboarding of skilled personnel. A good EOR service has expert recruitment skills and can oversee various aspects of staff management for their client. Practically, the daily operations of these staff are overseen by the client, while officially the staff are EOR employees. Notable is that RAEORA’s EOR services guarantee that talent employed for a company is exclusively deployed to them.
We offer both, but we recommend exclusivity for key appointments – it enables deeper commitment, better candidate experience, and faster delivery.
We begin with a deep briefing, create a detailed candidate profile from the information provided, source and assess candidates, present a shortlist, support interviews, and manage offer negotiation and onboarding.
We’re an ISO27001 certified service provider and handle all client and candidate information with strict confidentiality, and discreet outreach to protect candidates, a client’s brand and business.
Absolutely – we often collaborate with clients to refine role profiles and success criteria based on market insights and business objectives.
We use structured interviews, psychometric testing (if required), and thorough reference checks.
We manage candidate engagement closely to reduce dropouts, this includes advising on package negotiation. If an offer is declined, we either renegotiate or present the next-best candidate swiftly.
Yes, we proactively source from diverse talent pools and can support you in building inclusive hiring practices.
Our success rate reflects over 80% placement retention at 12 months.
A permanent contract is applicable for ongoing employment situations which have no expiry date. Whereas a fixed term contract has a start and deemed end date.
A detailed briefing, organisational context, decision-maker alignment, and clarity on timelines, salary ranges, and role expectations.
We act as a trusted intermediary to ensure a fair, market-aligned offer that meets the needs of both parties and reduces negotiation friction.
We provide bi-weekly updates (or more often if needed), including candidate status, market feedback, and any adjustments to the search strategy.
We refine the brief and continue the search at no additional cost until we deliver candidates who meet your expectations.
Yes, we can assist with onboarding planning and stay engaged during the first few months to ensure a smooth transition.
Yes, we’re happy to provide references and share feedback from long-standing clients upon request.
