微旺爱海
Aihire
Volume hiring through local branches in 100+ locations and 200+ cities: headcount planning, high-reach sourcing, batch interviews and onboarding management — a whole cohort delivered at once.
Blue-collar hiring is not won on submission speed, it is won on show-up rate: getting people to interview is easy, getting them to start on time and stay past the first month is the hard part. We source locally through nearby branches, batch interviews so candidates are not left waiting, follow up after the start date, and connect dispatch and flexible staffing to solve who employs them and how they are paid.
Line operators, quality inspection, equipment maintenance and team leaders, including seasonal peaks.
Pickers, packers, stock handlers, forklift operators, delivery and courier station staff.
Store staff, sales assistants, cashiers and assistant managers, hired within commuting distance of each site.
Voice and chat agents, team leads, QA and trainers, at scale.
Kitchen, front-of-house and service staff, delivered district by district.
Electricians, welders, mechanics and other certificated roles, where credentials and hands-on experience are verified separately.
The blue-collar funnel is short, but every stage leaks. These are the stages we intervene in.
| Model | Fits when | What to watch |
|---|---|---|
| Flexible staffing | Short peaks with volatile headcount — sales events, seasonal production | Settlement is flexible by day, week or month, and headcount follows demand |
| Labour dispatch | The roles are long-term but headcount is capped | Permitted role scope and dispatch ratios follow current regulations and local rules |
| Direct hire | Core, stable roles you want to retain | The client signs directly; we handle recruitment delivery and onboarding follow-up |
Hiring is only the start. Onboarding and offboarding paperwork, contracts, social insurance and housing fund, payroll and employee records can go to the same team — no finger-pointing between a recruitment vendor and an HR vendor. See HR dispatch and flexible staffing.
Volume delivery is routine for us; the realistic scale depends on the target city, role type and available talent. Once the requirement is confirmed we set out a delivery schedule and staffing allocation.
Yes. Branches in 100+ locations and 200+ cities are the base capability, so multi-city hiring does not mean finding a new vendor per city. Salary levels and channel effectiveness still have to be confirmed market by market.
Short peaks are best handled with flexible staffing, billed on actual headcount and settlement cycle. Alternatively we can run recruitment only and you employ them directly. Both models are available.
We do not commit to numbers we cannot control. Instead we state the drivers up front — salary competitiveness, commute distance, shift pattern — follow up after onboarding, and backfill quickly.
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Send us the role, headcount, language requirements and target start date. Our consultants respond around the clock and come back with a hiring plan you can act on.
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