3 Top Candidates,
One Exceptional Hire.

I’m dedicated to simplifying and elevating the recruitment process, connecting companies with top-tier talent to drive success and growth.

start hiring

By The Numbers

Experience My Proven Process for One Remarkable Result.

The goal at R3cruit is dedicated to transforming the way companies hire top talent. My mission is to empower organizations of all sizes to access the very best candidates using a proven 3-step recruitment process.

R3search

Through a custom-tailored approach and research, companies are assisted in finding the right hires, not just any available candidate. A precise fit between candidates and organizational goals is ensured.

R3cruiting

Exceptional skills and job satisfaction of passive candidates are identified and capitalized on through my knack for attracting and recruiting them, even if they are not actively seeking job opportunities.

R3presentation

We create an exceptional candidate experience throughout the entire recruitment process by enhancing your employer brand and attracting top talent.

Strategic Talent
Acquisition Solutions

For every industry, vertical, and level within an organization, ensuring quality hires for all.

  • Data Analysis, Data Science, Business Intelligence, Software Development, QA/Testing, Business Analysis, Project Management, Network Engineering, Systems Administration, Helpdesk/Desktop Support, Implementations, Architecture

  • Mechanical, Electrical, Industrial, Manufacturing, Civil, Chemical, Environmental, Aerospace, Marine, Biomedical, Computer, Automotive, Materials, Maintenance, Architectural, Transportation, Energy

  • Accounting, Financial Analysis, Controllers, CPAs, Auditing, Tax, Treasury, Accounts Receivable, Accounts Payable, Bookkeeping

  • HR Generalists, Specialists, Business Partners, Managers, Recruiters, Benefits, Payroll, Onboarding, Organizational Development, DEI, Compensation

  • Digital Marketing, Content, Branding, Strategy, SEM, SEO, Campaign Management, Ecommerce, Media, Communications, Public Relations, Insights/Analytics, Product Research, Qualitative Research, Social Media Solutions

  • Document Review Attorneys, Paralegal, Legal Secretary, Law Clerk, Legal Analyst

  • Administrative Assistant, Receptionist, Office Manager, Facilities Manager, Data Entry

  • Scientists, Biologists, Bioinformatics, Pharmaceuticals, Lab Technicians, Research & Development, Compliance, Environmental, Forensics, Health Technology, Quality Control, Regulatory Affairs

David Hicks, Founder &
Chief Recruiting Officer, R3cruit

Spanning over two decades, David's recruiting expertise extends across industries and verticals, seamlessly sourcing talent for positions at every level, from entry level roles to top-tier C-Suite positions.

Book a call

Questions? I’ve Got Answers.

  • No, staffing companies can vary widely in capabilities and specialties. But at the core, the biggest difference is in the quality of the recruiters. Most companies have slick talking sales people. But they aren’t the ones doing the heavy lifting. The recruiters are the ones finding, contacting, recruiting, and continuously communicating with candidates. That is the primary service being performed, and its quality will determine success or failure.

  • 2 reasons primarily:

    1) Hiring managers usually don’t have the time to sift through hundreds of online applications to find one or two qualified candidates. This is not a good use of their time and resources. Staffing companies give them that time back to work on more important things, and bring them a few of the most qualified candidates for consideration.

    2) Professional recruiters have the tools, training, and experience to find active AND passive candidates. Any company can post a job and hope that someone qualified sees it and applies. But the best candidates are usually passive candidates, ones that are not necessarily looking for a new job and do not have a resume posted online. Those are usually the best candidates, the ones that you want, and the ones that good recruiters can find and engage.

  • This depends on client communication and their ability to complete interviews. Recruiting typically takes 24-72 hours. From there, if the client is able to interview quickly and make a decision, then an offer could be made and accepted within a week or two from the start.

Get started