Accurate Shortlists in 2 to 3 Days
Your hiring team gets precise, role-aligned shortlists fast, without compromising evaluation quality.
Recruitment Support
Your hiring delivery partner with recruiter depth and AI precision.
Most agencies say they can find people. Your team needs more than finding people. You need accurate shortlisting in 2 to 3 days, role-fit clarity, and a partner that can handle change without slowing down.
Seasoned Recruiters With AI Edge
Your mandates are led by experienced recruiters supported by in-house talent intelligence workflows.
Direct Hiring Manager Collaboration
Your managers and recruiters stay aligned in one process from role briefing to final decision.
Recruitment Is Not CV Collection
Your shortlisting process should start with role outcomes, not keyword filters.
Recruitment at enterprise scale is not CV collection. It is structured intelligence work where every hire is evaluated against what success should look like in your first 30, 60, and 90 days.
- Recruitment at enterprise level is not CV collection. It is intelligence work under delivery pressure.
- Your team does not get keyword matching conversations. You get 30, 60, and 90 day performance-aligned candidate definition.
- Your recruiters use advanced AI tools to define what the right fit should be before shortlisting starts.
First 30 days
Execution entry
What this person should deliver quickly in your operating environment.
First 60 days
Operating ownership
How this person should stabilize and take ownership of core responsibilities.
First 90 days
Business impact
What measurable value this person should create in role-relevant outcomes.
What Separates Effective Recruitment
Your hiring success depends on recruiters who combine market intelligence with precision.
Effective recruitment is a system of recruiting capability, market intelligence, and live understanding of hiring landscape changes. This is where most agency models fail.
Recruiting Capability
Experienced recruiters with a strong understanding of role context, delivery constraints, and candidate quality.
Market Intelligence
Evidence-based visibility into talent availability, scarcity, and realistic compensation expectations.
Live Hiring Landscape Awareness
Continuous tracking of how hiring requirements shift so your shortlisting logic stays current.
Industry-Agnostic AI Depth
Your mandates are supported by domain-agnostic models and LLM-assisted research that reduce single-person knowledge limits.
Your team gets precise shortlists, not activity reports.
This team does not force-fit candidates to close invoices. Shortlists are built for role fit and decision confidence, backed by recruiter judgment and in-house AI.
Operationalising Recruitment Intelligence
Your hiring managers and recruiters collaborate in one live, adaptable process.
Strong recruitment outcomes come from operational discipline. Your managers and recruiters align quickly, run shortlisting in cadence, and adjust fast when conditions shift.
Step 1
Define role outcomes with hiring managers
Your recruiters align role checkpoints and success expectations directly with decision makers.
Step 2
Generate precise shortlist quickly
Your team receives accurate candidate options in 2 to 3 days through structured evaluation workflows.
Step 3
Tune when requirements change
If your brief shifts mid-cycle, algorithms are retuned and the existing pool is re-evaluated without restarting.
Step 4
Keep momentum to closure
Your managers and recruiters stay aligned through transparent evidence, reducing rework and hiring drift.
When your requirements change mid-way, momentum should not collapse.
Advanced tuning means your team does not go back and argue over restarts. A few algorithmic adjustments allow re-evaluation of the active pool and continuation toward fit.
Psychometric Decision Confidence
Your final hiring decision can be validated, explained, and defended without delay.
In-house psychometric intelligence helps your hiring team qualify uncertainty, validate intuition, and move decisions forward with confidence.
- In-house psychometric tools support final decision quality under time pressure.
- Your hiring managers can validate concerns and qualify doubts with structured evidence.
- Your team can defend decisions quickly to leadership without waiting for additional external cycles.
- You can access self-serve decision tools directly, not remain dependent on agency hand-holding.
Your tools are available for self-serve usage.
Your team can use platform tools directly in your own cadence, so you are not blocked by external dependencies between decision meetings.
Where Companies Engage a Recruitment Partner
Your toughest roles need delivery capability plus transparent market intelligence.
Companies engage this model for difficult mandates, specialist hiring, leadership roles, and transformed requirements where speed and clarity matter equally.
Engagement Triggers
- When your role complexity exceeds internal team bandwidth.
- When leadership or specialist hires carry high business risk.
- When your requirements evolve and internal teams need faster recalibration.
- When your organization needs an extension of recruiting capability without building a full internal function.
Typical Engagement Scenarios
This service is not designed for generic volume hiring. It is engaged when role fit and decision quality carry clear business risk.
- Hard-to-fill or specialist roles requiring domain and contextual depth.
- Senior and leadership hiring where judgment and ownership matter more than tenure.
- Confidential or sensitive searches where discretion and controlled process are critical.
- Rapid growth or transformation hiring where mistakes are expensive to unwind.
- Failed or stalled searches where previous approaches produced CV volume but not decision clarity.
Market Intelligence In Action
If you request scarce capability profiles, your team receives clear data to justify trade-offs, align stakeholder expectations, and adjust hiring strategy early.
Scarcity Evidence
If a capability is scarce, your team gets market data to justify trade-offs and reset expectations early.
Location and Compensation Context
Your decisions are informed by real market conditions so offer strategy and timeline stay realistic.
Role Feasibility Guidance
Your hiring leaders get practical guidance on what is achievable, not generic optimism.
Commercial Clarity Matters
Your leadership gets realistic commitments, transparent delivery, and measurable outcomes.
Real recruitment performance is measured in delivery quality, time-to-shortlist, and closure confidence, not exaggerated promises.
Realistic performance commitments
No inflated promises. Average shortlisting in 48 hours and average role closure around 37 days are shared with full operational context.
No force-fit behavior
This team does not push candidates just to close a role and invoice. Shortlists are built for fit, not activity volume.
Flexible engagement and tool access
You can use the service end to end or access the underlying tools for your internal team when needed.
360 degree recruitment partnership
Sourcing, evaluation, psychometric support, manager collaboration, and market advisory are delivered in one model.
Simple, Aligned Commercial Model
- 12.5% success-based fee on annual salary.
- No retainers and no upfront commitments.
- No lock-ins, no exclusivity clauses, and no hidden conditions.
- Designed to work for single critical hires and ongoing recruitment needs.
What your CHRO should walk away with
- These are real recruiters who understand hiring pain, not just sales messaging.
- They combine recruiting judgment with AI precision in a way that is practical and credible.
- They can handle roles across industries while preserving role-specific evaluation depth.
- They operate like an extension of your own recruitment capability.
Your recruitment capability can expand immediately, even without an internal recruiting team.
This is a full 360 degree recruitment service with seasoned recruiters, AI-powered talent intelligence, market advisory, and decision tools your team can use directly.
Trusted by enterprise TA teams and C-suite
