Step 01 · Free
Free 15-minute call
On the role that matters most.
- Sharpen the brief and the scorecard
- Market reality on pay and availability
- A written search plan, once intake is complete
AI Talent Solutions · Process
How a search works, step by step.
Seven steps with one accountable owner, from the intake call to check-ins after your new hire joins. A written search plan comes before any search begins.
(01) End-to-end process
From intake call to the hire who stays.
Most recruiters stop at the CV. We own the whole journey: seven steps with one accountable team, so nothing falls between the cracks.
01
Kick-off
Intake and job design
We start with the outcome the role must deliver, not a recycled job description. Together we define the scorecard, must-haves, compensation band and selling points.
You get: a role scorecard and outcome-based job description
02
Search
AI-assisted sourcing
AI widens the search across databases, networks and passive talent; recruiters filter for fit, intent and signal. Wider net, sharper eye.
You get: a written search plan, then a live pipeline
03
Vetting
Screening and assessments
Structured screening calls, skills and situational assessments, and reference signals. No unvetted resumes ever reach your inbox.
You get: a shortlist with a written brief on every candidate
04
Process
Interview coordination
We run the calendar, prep candidates and interviewers, and collect structured feedback after every round, so momentum never stalls.
You get: a tight loop with no ghosted candidates
05
Close
Offer and negotiation
Compensation benchmarking, offer framing and negotiation on both sides, to land the yes without overpaying or losing goodwill.
You get: a signed offer, not a counter-offer surprise
06
Start
Onboarding support
Pre-joining engagement, paperwork follow-through and first-week check-ins, so the person who accepted is the person who shows up.
You get: a smooth first day and a confident new hire
07
Retain
Post-hire follow-up
Structured check-ins with the hire and the manager after joining. Small issues get fixed before they become resignations.
You get: early warning, and a hire who stays
(02) Ways to start
Tell us the role. Get a clear plan.
No retainer to start. No CV dumps. A written plan before any search begins, and terms agreed in writing.
Step 02 · Per role
Shortlist sprint
End-to-end search for one critical role.
- All seven steps, one owner
- Vetted shortlist with written briefs
- Success-based for permanent roles
Step 03 · Ongoing
Embedded talent partner
A monthly plan for continuous hiring.
- Dedicated pipeline across roles
- Employer-brand and process upgrades
- Hiring reports, every month
(03) Engagement models
However you hire, we fit.
Pick the model that matches the role. We'll recommend one honestly on the first call. Fees and replacement terms are agreed in writing before we start.
Permanent hiring
Success-based search for roles that shape the business. You pay when a hire is made.
Contract and contract-to-hire
Flexible talent, with the option to convert when it clicks. Scoped and quoted upfront.
Hiring sprints
Several roles at once: a new team, location or GCC. Scoped and quoted upfront.
Outcome-based job design
Define the role by results before anyone is sourced.
Tell us the role. Get a written search plan.
One free 15-minute call, then an intake and a written plan: scorecard, search strategy, screening steps and timeline. No obligation.
One booking link, one founder. A personal reply, usually within one business day.