Roughly where embedded beats paying per hire.
Talent acquisition · For hiring teams
A recruiter who sits with your team
Agency search fills a role. This builds the hiring machine — and you keep the process when we leave.
- 5+
- Roles a quarter to justify it
- 60 days
- Handover before we exit
When you need this instead of agency search
Contingent search is priced per hire, which makes it excellent for one urgent role and expensive for fifteen. Past roughly five hires a quarter, or when you are opening a function you have never hired for, the bottleneck stops being candidate supply and becomes your own process — who writes the scorecard, who runs the loop, who decides.
That is not something an external recruiter fixes from outside. It needs someone in your applicant tracking system, in the hiring manager’s calendar and in the debriefs, with the standing to say that a loop of seven interviews is why you keep losing candidates in week three.
Most teams we audit are running six or seven.
Deliberate wind-down, with an internal owner trained.
What an engagement covers
Scoped to what you are missing. Teams with a strong process and no capacity take the first two; teams hiring a new function usually need all five.
Full or part-time, in your ATS, your Slack and your standups, using your employer brand rather than ours. Candidates deal with your company, not an agency.
What each interview is actually testing, who tests it, and what a pass looks like written down before the first candidate. Removes the round that exists only because it always has.
Structured interviewing, evidence-based note taking, and the legal boundaries — what cannot be asked about family status, health, age or protected characteristics, and what to do when a candidate volunteers it.
Postings written to attract rather than to list, and honest about band and location policy. A vague ad is a filter that keeps the wrong people in.
Weekly conversion by stage — application to screen, screen to onsite, onsite to offer, offer to accept. Where you leak is rarely where the team believes it is.
Four phases
This runs on a quarter-scale clock rather than a per-role one, and the last phase is the one clients most often try to skip.
1Weeks 1–2
DiscoveryWe audit what happens today: ATS data, time in each stage, drop-off points, and interviews with the last four candidates who declined. That final conversation is usually the most informative hour of the engagement.
2Weeks 3–4
DesignScorecards, loop structure, ad templates and an offer approval path, all agreed with the people who will use them. Nothing is adopted that a hiring manager has not signed off.
3Months 2–6
RunThe embedded recruiter works your reqs to the new process, and we report weekly. Adjustments happen against evidence, not against opinion in a retro.
4Final 60 days
HandoverDocumentation, a trained internal owner, and a deliberate wind-down where we step back while the process holds. If it only works while we are in the room, it was not built.
Engagement models
Priced on capacity rather than per hire, which is what makes it cheaper than contingent search above about five hires a quarter.
A fixed monthly rate per recruiter, full or part-time, minimum three months. No per-hire fee on top, so a good quarter does not cost you more.
Six to eight weeks, no ongoing recruiting. Discovery, scorecards, loop design and interviewer training, delivered to your internal team to run.
Process design plus a part-time recruiter for the first two quarters. The common shape for a team hiring a function it has not hired before.
We do not become your HR function. Compensation philosophy, performance management and employee relations stay with you — we only touch them where they block hiring.
Frequently asked questions
Questions we get about talent acquisition. Anything else, just ask.
How is this different from your recruitment service?
Recruitment is priced per hire and works your open roles from outside. This is priced on capacity, sits inside your team, and changes how you hire rather than filling one seat. If you have one urgent role, you want the other page.
Do candidates know they are talking to an agency?
They are talking to your company — your ATS, your email domain, your brand. The recruiter identifies themselves accurately if asked, because misleading a candidate about who employs their recruiter is both dishonest and a bad start to a relationship.
What if we already have a good process?
Then take the embedded capacity and skip the design phase. Discovery is still worth two weeks, though — the audit frequently finds that the documented process and the one actually running have diverged.
Can you hire for a function we have never hired for?
That is the most common reason clients start here. Expect the market read to reset expectations first: the band, the title and the seniority in the original plan are usually somewhat off, and finding that out before the first posting is the point.
What happens when the engagement ends?
You keep the scorecards, the loop design, the ad templates and the reporting, and an internal owner has been trained on all of it. The last 60 days exist so we can watch it run without us and fix what wobbles.
The rest of what we do
Most engagements touch more than one of these — a placement usually needs verification, and contract staff need payroll.
Job placementHelping professionals land meaningful full-time roles that turn jobs into long-term careers.
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Recruitment & staffingConnecting businesses with skilled professionals who actually fit the role and the team.
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Background verificationComprehensive checks that ensure trust, compliance, and reliability.
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Accounting & taxesSeamless payroll processing with full tax and regulatory compliance.
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IT trainingTraining that prepares candidates for real-world tech careers.
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Start with the audit
Two weeks, your own ATS data, and a straight read on where your pipeline leaks. It is useful even if the engagement stops there.