Permanent Recruitment Division
Chipright’s Permanent Recruitment division provides expert-led staffing solutions across all seniority levels, from graduate placements to elite technical specialists and executive leaders. Parallel to our contract operations, we handle the end-to-end sourcing, thorough screening, and secure placement of engineering talent for the global digital and analogue integrated circuits industry.
We move beyond traditional, transactional recruitment by refusing to treat hiring as a simple CV-matching exercise. Every engineer undergoes a rigorous evaluation process that validates technical capability, financial expectations, personal motivation, and long-term career goals. This ensures we only introduce candidates who represent a sustainable, high-retention fit for your organisation.
Strategic Partnerships & Flexible Models
By utilising our internal care methodology, we bridge the gap between complex technical requirements and the specific business challenges faced by our clients. We prioritise high-value partnership agreements, collaborating closely with organisations that view talent acquisition as a strategic investment rather than a one-off transaction.
To support this long-term vision, we deliver our services through a structured framework of five distinct recruitment models, each tailored to the unique operational, cultural, and budgetary needs of your business.
Recruitment Models
Our five permanent recruitment models are:
Traditional Permanent Recruitment (TPR)
A reliable, contingency-based approach for periodic or sporadic hiring needs.
Operates on a standard percentage find-and-place fee, payable only once the selected engineer commences employment.
- Client Perspective: Contingent, transactional access to specialist semiconductor talent.
- Typical Triggers: Single isolated vacancy · Using multiple agencies simultaneously · No accelerated sourcing needed · Avoid upfront financial obligations.
- Key Benefits: Direct access to Chipright’s niche IC network, comprehensive technical screening, flexible payment terms, protective 10-week rebate structure.
Exclusive Permanent Recruitment (EPR)
Dedicated resource focus and enhanced cost-efficiency for multi-hire campaigns.
Time-bound partnership where client commits to work solely with Chipright for a defined period in exchange for prioritised service and discounted fees.
- Client Perspective: Focused, high-priority delivery in exchange for exclusive commitment.
- Typical Triggers: 2–3 strategic hires within same team/window · Frustrated by multi-agency cross-over · Require faster progress and single accountability · Willing to commit to structured interview timelines.
- Key Benefits: Maximum recruiter focus, proactive talent pipeline, discounted placement fees, higher-quality candidate introductions.
Temp-to-Perm (TTP)
An agile, sliding-scale framework designed to evaluate real-world engineering capability.
Allows clients to utilise a temporary worker until they convert to permanent or a permanent match is secured. Operating on a sliding discount scale that can reduce the final fee to zero.
- Client Perspective: De-risking permanent headcount through real-world operational evaluation.
- Typical Triggers: Risk-sensitive regarding permanent team fit · Want to evaluate in live environment · Cautiously building new teams · Strict corporate approval constraints on permanent headcount.
- Key Benefits: Assess real-world capability before conversion, eliminated mis-hiring risk, clear pre-agreed conversion costs, transparent sliding scale.
Recruitment Process Outsourcing (RPO)
An embedded, scalable recruitment partnership delivering enterprise governance and visibility.
Chipright operates as a seamless extension of the client’s internal HR and engineering departments, with a dedicated senior resource managing the entire talent pipeline.
- Client Perspective: Embedded talent acquisition managed via rigorous corporate governance.
- Typical Triggers: Ongoing/high-volume hiring across multiple quarters · Treat talent acquisition as a predictable operational workstream · Need deep operational visibility and process discipline · Maintain quality across multiple engineering teams.
- Key Benefits: Dedicated senior recruitment owner, standardised communication and QA touchpoints, accurate hiring pipeline forecasting, clear accountability.
Recruitment as a Service (RaaS)
A strategic, fixed-fee expansion model optimised for rapid and compliant market entry.
Designed for companies planning 6–10+ hires over a 6–12 month window. Fixed-price recruitment fee with a dedicated senior professional. Structured to offer a “soft landing” for international companies expanding into Ireland.
- Client Perspective: Upfront strategic investment securing priority market access and hiring certainty.
- Typical Triggers: Scaling international presence or IDA Ireland-supported market entry · Securing scarce/business-critical semiconductor engineers · Need deep active market search · Value executive-level oversight and predictable budgeting.
- Key Benefits: Near-embedded senior recruiter support, upfront role definition with market mapping, predictable fixed-cost budgeting, minimised admin footprint, retainer credits applied against future placements.
Our Quality Promise
Chipright delivers thoroughly screened engineers with the highest technical fit, enabling better long-term retention, stronger team stability, and reduced delivery risk for our clients. Permanent recruitment at Chipright is never treated as a commodity.
We protect engineering quality by:
- Validating long-term alignment: We evaluate candidates on technical capability, financial expectations, and career goals to ensure a sustainable fit.
- Prioritising delivery certainty: We refuse to treat recruitment as a CV-matching exercise, introducing only elite talent capable of solving critical challenges.
- Reducing organisational friction: We provide structured, compliant recruitment frameworks that guarantee seamless, low-risk integration into your teams.
Quality and delivery certainty matter; that is where Chipright consistently outperforms. As your strategic talent partner, we move beyond transactional sourcing to deliver enduring organisational capability.
