OUTSOURCED HR & TALENT ACQUISITION SUPPORT FOR LIFE SCIENCES
HR & TA Operational Support
At Mix, we provide the extra expertise and manpower your HR and talent acquisition team needs when hiring outpaces headcount – from accepted offer through first day and beyond.
The extra HR and TA support you need for the hiring pushes that stretch your team thin
Every accepted offer brings with it additional tasks to complete: routing the offer letter for approval, drafting the NDA, launching the background check, sending the welcome email, chasing signatures, building the employee file. Steady-state hiring absorbs that work. A field build or a clinical-stage expansion doesn’t – it lands on the same people who are also running interviews, benefits, and everything else in the people function.
Mix’s HR & TA Operational Support team is a group of trained TA and HR professionals who work inside your existing team and take on that volume. You keep the decisions – we keep the process moving.
What Mix brings to the table
Built for volume and velocity
Our team was created for the moment a build or expansion strains the process your team already runs well. We support companies from first hires to established organizations.
Ready on day one
Our TA and HR professionals arrive with deep experience in offer-to-onboarding, compliance, and systems work, so ramp time is measured in days, not weeks. They work in your ATS, your HRIS, and your templates.
Flexible by design
Full-time or partial dedicated resources, or à la carte support for a single workstream. Scope scales up and down with your hiring plan.
Our core offerings
Three ways to add capacity without adding permanent headcount.
Offer-to-onboarding
HR support
TA process, systems, and hiring events
When the bottleneck is process or platform, we step in: interview scheduling, ATS updates and reporting, new system implementation, or a hiring event run alongside your team.
What's included
Every engagement is scoped to your team. Here's the full menu.
Offer-to-onboarding
- Requisition management and job postings – Create and manage job requisitions, post to job aggregators and LinkedIn, close requisitions, disposition candidates
- Offer letter coordination – Route offers for approval, draft, send, and monitor for signature
- NDA and proprietary agreements – Draft, send, and monitor for signature
- Background checks – Kick off, monitor, and adjudicate
- Candidate communication – Welcome emails and next-step updates
- Onboarding documents – Send and monitor HR policies and onboarding paperwork for signature
- Employee file management – Create the employee file and upload background check, NDA, offer letter, resume, and onboarding documents
HR support
- Candidate processing – Offer letters, pre-employment screening, onboarding, adverse action, and resume and application record management
- Interview scheduling – Assess your current process, deliver an optimized one with templates and schedules, and coordinate availability across candidates and stakeholders at every interview stage
- New hire orientation – Build the orientation program, onboarding schedules, and LMS/training identification
- Benefits enrollment – Engage with or identify a benefits broker or PEO partner
- Employee relations – Triage issues and escalate to senior leadership when needed
- HR policies – Handbooks, code of conduct, and procedures for adverse action, employee referral programs, PTO, and leave
- Compliance – OFCCP and EEOC compliance across job postings, interviews, and employee files
TA process, systems, and hiring events
- Hiring events – Event logistics, scheduling, on-site support, and travel vendor management
- Reference check operations – Set up and run the collection process, including candidate and reference sites, role-specific questions rooted in your behavioral model or company values, automated reminders and status reports, targeted recruiter follow-up when responses warrant it, and a consolidated reference report for each candidate
How an engagement works
Scoped to what you need, staffed with people who do it every day.
Intake
A conversation about where the strain is – volume, vacancy, systems, or an event on the calendar – and what your internal team wants to keep.
Scope and staff
We match the work to the right resource model: a dedicated full or partial team member, or à la carte support for a defined workstream, such as a hiring event.
Embed and deliver
Our people work in your systems and your templates, report to your leads, and hand back a clean process when the engagement winds down.
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What our clients are saying
Ready to get started?
Whether you're staring down a 40-person build or covering a single vacancy, Mix brings trained people who work the way your team already does.
FAQs about our HR & TA Operational Support services
When does it make sense for a company to bring in Mix Talent's outsourced HR and talent acquisition support?
It makes sense to bring in Mix’s HR & TA Operational Support when hiring volume outpaces the capacity of your internal people team. The most common triggers are a field or franchise build reaching offer stage, an HR or TA vacancy that needs coverage without a permanent hire, a new ATS or onboarding system going live on a deadline, a hiring event that needs end-to-end logistics, or a growing life sciences company that needs its first handbook, orientation program, or compliance review.
What is the difference between Mix’s HR & TA Operational Support and Mix’s RPO?
Our recruitment process outsourcing (RPO) embeds recruiters into your hiring process to source, screen, and deliver candidates. Mix’s HR & TA Operational Support covers the work that starts once a candidate says yes: offer letters, NDAs, background checks, onboarding documents, employee files, and the HR tasks that follow.
Do we have to outsource our entire onboarding or HR process to Mix Talent?
No, most engagements cover a defined piece of the process, such as offer-to-onboarding for a single build, interview scheduling for a hiring event, or HR coverage during a vacancy. Your team keeps the parts it already runs well.
Who does the work on an engagement?
Mix staffs each engagement with trained talent acquisition and HR professionals who work inside your team, in your ATS, HRIS, and templates, and report to your leads. Our engagements are staffed as full-time or partial dedicated resources, or à la carte for a single workstream.
Can Mix’s HR & TA team work in our existing ATS and HRIS?
Yes, our team works in your existing applicant tracking, HRIS, background check, and onboarding platforms. If you are implementing a new system, we can also consult on integration with current systems, facilitate API key exchange, and manage data migration.
Is this solution only for large hiring builds?
No. Builds and expansions are the most common reason life sciences companies engage Mix Talent for operational support, but we also cover HR vacancies, create first-time policies and orientation programs for growing companies, and support individual hiring events.
What HR compliance areas does Mix's HR support cover?
Mix’s HR support covers OFCCP and EEOC compliance across job postings, interviews, and employee files, plus policy and procedure creation for adverse action, PTO and leave, and employee referral programs.