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The hiring grind, systemized: sourcing, screening and scheduling — with a pipeline you can open.
A hire is a project with deadlines, and the project is mostly unglamorous work: the posting, the sourcing, the first screen, the scheduling, the offer paper, the onboarding. Left to the hiring manager, it competes with the actual job — and the role drifts open for months. We run the recruiting operation so the role fills on the plan: sourcing, screening and scheduling handled by a team, with the pipeline visible to you at every stage.
The problem
Every open role has a hidden cost: the work that gets redistributed, the service that quietly drops, the plan that slips. And the recruiting process that should fill it is run by the person who needs filling — who sources between client calls, screens on evenings, and schedules interviews around everything else. It is not a hiring problem; it is a capacity problem wearing a hiring mask.
A recruiting process is an operation: the posting, the sourcing, the screening, the scheduling, the offer, the onboarding — each with steps, owners and timing. When it is run as an operation instead of a favor, the role fills on the plan and the hiring manager is where they should be: in the final conversations, not in the first ones.
Sound familiar?
What we actually do
From the brief to the start date:
The pipeline, filled with people.
The calendar, solved.
The last mile, closed.
The board, always current.
The machine
The recruiting loop with an owner and a timeline at every stage.
The role written and posted where your candidates actually are — the brief, the channels and the tracking set up before the first applicant lands.
Active sourcing against your criteria: the outreach, the database, the pipeline filled with people, not just applications.
The pre-screen run against the written criteria — the conversation, the score and the shortlist, ready for your team to work.
The interviews coordinated end to end: the panels, the slots, the reminders — so the calendar stops being the bottleneck.
The offer documented and the onboarding coordinated — the last mile that decides whether the hire actually starts.
The pipeline is a view you can open any time: every role, every stage, every candidate and the timing. You are hiring with your eyes on the board, not your memory.
How it works
The role brief, the criteria and the timeline are written down, the pipeline is set up in your ATS (or ours), and the posting plan is agreed.
The role goes live and active sourcing begins. The pipeline starts filling with sourced candidates, not just inbound applications.
The pre-screen runs against the criteria; the scored shortlist reaches your team with the context for the interviews.
The interviews are coordinated, the feedback collected, and the offer documented and communicated — the final rounds are yours, the machinery is ours.
The onboarding is coordinated and the role is closed. The pipeline report — time-to-hire, the source that worked, the plan for the next — lands with you.
Go deeper
Scope of engagement
Proof
FAQ
An agency sells you a candidate; we run your hiring process. We work for your roles, on your criteria, in your pipeline — sourcing, screening, scheduling and onboarding the people you hire, with the final conversations and the offer decision staying with your team. You get an operating function, not a marketplace, and the pipeline belongs to you and stays in your ATS.
We run the pre-screen — the conversation that checks the criteria before your team spends its time. The shortlist and the interview rounds are yours: we coordinate the panels, the scheduling and the feedback, and you make the hire. That division is deliberate: the operational work is ours, the judgment call is yours.
Yours first — we operate the pipeline in the applicant tracking system you already run, so the data and the history stay in your account. If you do not have one yet, we set up a clean pipeline (or recommend the right tool for the volume) and build it as a view you can open any time. Either way, the pipeline is yours, not ours.
Yes — that is where the operation earns its place. The sourcing plan, the screening process and the pipeline setup scale across roles, so five open positions do not become five times the chaos. The sourcing teams and the pipeline board are shared infrastructure; the criteria and the final calls stay specific to each role and each hiring manager.
Connected by design
List the roles, the criteria and the timeline you are holding. We will map the sourcing plan, the screening process and the pipeline setup — and the speed we can get you to a hire.
Still comparing options? Ask Alia, our growth assistant — bottom-right corner. She’ll point you to the right service or blueprint, and hand you to a human when she doesn’t know.
