Hiring strategy and process design
Most of our clients are hiring properly for the first time. We help you decide what to build, in what order, and what good looks like at your stage, so that the people you attract are not lost on the way through.
What it is
We start by looking at what you have: how a role gets defined, who interviews, what they ask, how a decision gets made, how long it takes, and where candidates drop out. That picture is usually the first time anyone has drawn it.
Then we design the process you actually need. Not a generic funnel applied to every role, but what the loop should look like for an engineer versus a first federal seller, and who should be in each one.
This includes the part most firms skip: how you present yourself to the people you want. Your careers page, what your team says publicly, what a candidate finds when they look you up. The strongest candidates research you before they reply.
And when it is time to bring recruiting in-house, we help you hire that team: who to hire first, what to pay them, how to train them, and what to hold them to. We are explicitly building toward you needing us less.
What you get out of it
Stop losing people you already won
Most offers are lost inside the process, not to a competing offer. Fixing the process is usually cheaper than another search.
A loop per role, not one for everything
What you ask a staff engineer and what you ask a first federal seller should not be the same interview.
Decisions get faster
Clear scorecards and a clear decision-maker remove the week that disappears after the final interview.
It outlasts us
Written down and handed over, so it still works when the person who learned it leaves.
Who this is for
- You are about to hire your first ten people and have never done this
- You are losing candidates late and do not know why
- Interviews are inconsistent and every hire feels like a coin flip
- You are ready to hire an internal recruiter and want to get that hire right
Questions
How is this priced?
As a defined engagement rather than a percentage, because it is not tied to a placement. It depends on scope and we will quote it once we understand it.
Is this just a document?
No. A document nobody follows is worth nothing. We build it with the people who will run it and stay long enough to see it used.
Do we have to use you for searches as well?
No. This stands alone, and some clients only ever take this.
We are five people. Is it too early?
It is close to the ideal moment. Fixing the shape before you have made twenty hires with it is far cheaper than unpicking it afterwards.
Can you help us hire our first recruiter?
Yes, and it is one of the most useful things we do. We help define the role, find the person, and set what they are held to.
The other things we do
Direct-hire search
We find the person, you hire them directly.
Forward deployed recruiters
A recruiter embedded in your team, not a vendor on a call.
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.