Who we recruit
The process is consistent for every role, with additional steps for leadership positions.
Executives
The roles where a wrong hire is felt for years. The right hire benefits everyone. These searches get additional steps: deeper structured interviews, assessment read against what strong performers in that seat actually look like, and more of your leadership team involved in the evaluation.
Technology specialists
Engineering, data, and technical roles where the shortlist is thin and the strong applicants are mixed with hundreds of bots and fakes. Sourcing and outreach do most of the work here. A good hire doesn't sacrifice company culture and role fit for the right tech skills.
Knowledge workers
The professional roles that keep a company running: finance, operations, marketing, project delivery. A consistent process saves your managers the most time here.
Frontline and coordination
Call center sales and service, coordinators, and the roles you fill continuously rather than occasionally. Many people can do this work, or be trained to do it. The ones who are wired for it stay longer and give the business more, and that is what the assessment step is there to find.
If the role you are hiring for is not obviously on this list, it is worth a conversation anyway. The question we are answering on the first call is whether an embedded partnership fits your hiring volume, not whether we have filled your exact job title before.
Tell us what you are hiring for
Bring the roles you expect to fill this year and where the process is getting stuck.