Forward deployed recruiters
One of our recruiters works inside your company: your email address, your ATS, your stand-ups, your hiring process. They are part of the team for as long as you need them, and they leave you better than they found you.
What it is
A forward deployed recruiter is not an agency contact who joins a weekly sync. They get a company email address, a seat in your tools, and they show up to your meetings. Candidates hear from your company, not from a recruiting firm.
They will set up the machinery if you do not have it: your applicant tracking system, your interview loops, your scorecards, your offer process. Most of our clients have never had any of this, and the absence is usually what is actually slowing them down.
This is also how we run recruiting process outsourcing. If you need the whole hiring function operated rather than one role filled, this is the shape it takes.
The measure of success is that you need them less over time, not more. A client who builds their own team and stops needing us has got what they paid for.
What you get out of it
Volume without a headcount
Hiring capacity when you need to move on many roles at once, without committing to a full-time recruiter before you can justify one.
Candidates meet your company
Outreach comes from your domain and your brand, which converts better than an agency approach and builds your name rather than ours.
The machinery gets built
ATS, interview loops, scorecards and offer process, set up properly and documented, so it survives after the engagement ends.
Deep context, fast
Someone inside your company all week learns your product and your bar in a way no external search can match.
Who this is for
- You have several roles open at once and no internal recruiter
- You are about to scale headcount quickly after a raise
- You have an internal recruiter who is drowning and needs capacity beside them
- You want the hiring function built properly rather than a single role filled
When it is not the right fit. If you have one role to fill, this is more than you need. Take a direct-hire search instead.
Questions
How is this priced?
Differently from a contingency search, because it is a different shape of work. It depends on how many days a week and how long. We will quote it after understanding what you need.
How long is a typical engagement?
Long enough to build something that lasts. Weeks is usually too short to be worth either side’s time.
Do they work only on our roles?
That is the arrangement we prefer and the one that works. Talk to us about the commitment you need.
What happens when the engagement ends?
You keep everything: the tooling, the processes, the documentation, the pipeline. That is the point.
Is this the same as RPO?
It covers the same ground. We call it forward deployed because the recruiter is genuinely embedded rather than running your process from the outside.
The other things we do
Direct-hire search
We find the person, you hire them directly.
Hiring strategy and process design
Build the hiring function, not just make the hire.
Talent and market intelligence
Where the people are, what they cost, who else wants them.
Fractional and advisory talent
Senior people part-time, for the roles you cannot justify full-time yet.
Start a conversation
Tell us what you are trying to do
A few sentences is enough. If this is not the right service for your problem, we will say so and point you at the one that is.