Recruitment

214 applicants. Three were read properly.

You need someone great, and you don't have time to find them. We do the searching, the outreach, and the scheduling. You meet the people worth meeting.

Book a scoping call See what sounds familiar

Open roleWeek 6

  1. 214 applicants. Three were read properly.

    Volume

  2. "We just need someone great." No written outcomes.

    Role

  3. The candidate asks the range. Nobody knows it.

    Pay

  4. Best candidate accepts another offer on Tuesday.

    Speed

Six weeks. No hire. The same role, reopened.

If you're the founder
You're interviewing every candidate yourself because nobody else knows what you're looking for.
If you run operations
Hiring managers each run their own process, and you're the one explaining the delays.
Usually
8–25 people, one to eight hires a year, no in-house recruiter.

Recognition

You may be here because…

Six things that make small-company hiring slow and hard to repeat. Most of them happen before the first interview.

  1. Every interviewer is assessing something different.

    UnderneathNobody agreed what the interviews are for.

    See itHow it works

  2. The job description lists twelve must-haves.

    UnderneathThe role was never defined by what it needs to achieve.

    See itSound familiar

  3. Good candidates drop out while you schedule.

    UnderneathNobody owns the timeline, so every step waits.

    See itSound familiar

  4. The offer is negotiated without a range.

    UnderneathPay wasn't checked against the people already doing the work.

    See itSound familiar

  5. The hiring decision happens in a chat thread.

    UnderneathOpinions get compared, not evidence.

    See itHow it works

  6. The new hire's first week wasn't planned.

    UnderneathRecruiting ends at the signed offer. Onboarding hasn't started.

    See itWhat it looks like

If three of these sound familiar, more candidates won't help. A clearer process will.

214 Applicants
3 Read properly

The real number

211 applicants are the reason this feels impossible to do yourself.

Nobody has time to read all 214 properly, so most get a skim. We read for the role, not the pile, and bring you only the ones worth your actual time.

Sound familiar?

Click one. See what it becomes.

BecomesWe find people, reach out personally, and do the first screens.
BecomesWe figure out exactly who you need, then write a job post people actually want to read.
BecomesWe check the range before the role is ever posted.
BecomesWe schedule every interview, so nothing waits on your calendar.
BecomesWe run all three searches at once, and keep every candidate in the loop.

How it works

We take it. We fix it. We run it.

One call to learn the role and your team. That's the biggest ask of your time.

We write the post and find the people. You give a quick yes or no on who we contact, so we never reach out to someone you know. Then we bring you a short list you'd actually want to meet.

We handle scheduling and follow-up until someone accepts.

What it looks like

See it in action.

A 12-person agency posts a job and gets 200 applicants. A scenario, not a case study, this is the shape of the work.

The founder skims applicants herself, at 10pm, still going.

+195 more, unopened

Friday, 4:12pm

Three people worth meeting. They're on your calendar for Tuesday.

A

Candidate A

Led the same renewal process at a similar-sized shop for three years.

B

Candidate B

Asked the best question in the screen: what does day one actually look like.

C

Candidate C

Walked through handling an upset client, calmly, with a plan.

Where this work usually leads

Sometimes the work shows a different need.

When it does, it's usually one of these. Same team, same context.

Start with the situation

You don't need a perfect job description to start. Bring us the role and what it needs to fix.

We'll tell you what we'd define first, what the range should be checked against and how long it should take.

Book a scoping call How we price