Brief in.
Short list
out.
Six steps, same order every time. Timelines depend on the role, the pay band and the market — we'll give you a realistic estimate at intake rather than a promise up front.
- 01 //
Intake Brief
A working session with the hiring manager. Scope, day-to-day, must-haves versus nice-to-haves, pay band, interview panel and the date you need someone in the seat.
Output: a written brief we both agree on.
- 02 //
Multi-Channel Sourcing
Postings and active search across Indeed, LinkedIn, Hireline, JobsAI, Meta and Monster, plus referrals, career-fair contacts and candidates already on our bench.
Output: a live applicant flow, usually within 48 hours.
- 03 //
Structured Phone Screen
Same questions, same scoring, every candidate. We check the basics, the motivation and the practical stuff — commute, schedule, pay expectation, notice period.
Output: scored screens with recruiter notes.
- 04 //
Interview Day
We run back-to-back in-person or video interviews, often as an open day. Volume is the point: it lets us compare people fairly instead of one at a time.
Output: a ranked interview group.
- 05 //
The Short List
Three to five candidates with a written summary each: what they've done, why they fit this brief, what they want and what might lose them.
Output: your interview schedule, already booked.
- 06 //
Offer & Start
We help shape the offer, keep the candidate warm through notice, confirm the start date and check in through the first weeks.
Output: someone who actually shows up.
Fair comparison
needs
a crowd.
Interviewing one candidate a week means judging each person against whoever came before. Grouping interviews into a day gives the brief a real field — and gives the strong candidates somewhere to stand out.
Notes, not
a resume dump.
- A written brief we work from
- Scored phone screens for every candidate advanced
- Three to five short-listed people with recruiter notes
- Interviews booked into your calendar
- Honest feedback on the offer and the market
