Hiring that stops eating your calendar
We source, screen, schedule and chase. Your hiring managers only spend time on people who are already worth their hour.
- Target time from brief to shortlist
- ≤ 21 days
- Target shortlist-to-offer efficiency
- 5:1
- Candidate response time on any channel
- < 4 hrs
What the team actually does
Role briefing and scorecards
A written scorecard before sourcing starts — must-haves, nice-to-haves, signals and disqualifiers — so screening is consistent across recruiters.
Multi-channel sourcing
Job boards, LinkedIn, referral mining, community channels and passive outreach, tracked so you can see which channel actually produced hires.
Structured screening
Competency-based screening calls with written notes against the scorecard, plus availability, compensation and notice period captured up front.
Interview operations
Scheduling across time zones, panel coordination, reminders, rescheduling and feedback chasing so loops close in days, not weeks.
Offer and onboarding
Offer preparation, negotiation support, background verification coordination and the pre-joining follow-up that prevents drop-offs.
HR operations
Employee records, attendance, leave, policy administration and the documentation trail that a growing team needs before it needs an HRIS.
What is included
- Role scorecards and screening rubric
- Sourced and screened candidate pipeline
- Interview scheduling and panel coordination
- Candidate communications and follow-up
- Offer management and BGV coordination
- Weekly funnel reporting by source
Channels
- ATS
- Phone
Tools we work in
- Greenhouse
- Lever
- Workable
- Zoho Recruit
- Naukri
- LinkedIn Recruiter
Your instance, your data, named accounts. If your stack is not listed, we learn it — the tool is rarely the hard part.
Service-level targets
| Metric | Target |
|---|---|
| Brief to first shortlist | ≤ 21 days |
| Screen-to-interview conversion | ≥ 50% |
| Candidate response time | < 4 hours |
| Offer acceptance rate | ≥ 80% |
| 90-day retention of placed hires | ≥ 90% |
Targets, not guarantees. Your current performance is measured in week one and the agreed target is written into your contract.
Questions about this service
If yours is not here, email us. A person answers, usually the same day.
Retained monthly for volume hiring, because a dedicated recruiter who knows your product outperforms an agency working twelve clients. Per-hire pricing is available for one-off senior roles.
Let's talk about recruitment process outsourcing
Half an hour to walk through the job, then a written scope with volumes, targets and a price. Yours whether or not we work together.