The Job Launch
Most recruiters post a job and wait. Or they send you whoever's in their database. You end up doing half the work yourself and the candidates aren't right anyway.
When we take on a role, we launch a structured search that maps your market, contacts the right people across every channel, and gives you a real picture of who's out there — in 10 days.
How a search gets built
Discovery + Job Brief
We start by learning your role, your company, and what good actually looks like for you. Not a generic intake form — a real conversation. This becomes the job brief: the criteria that everything downstream gets measured against.
Candidate Research
We boil the role down to its most searchable parts and build a list of everyone in your market who could be a fit. Not dozens — hundreds. We're mapping the full landscape of available talent, not picking from whoever happened to apply.
AI Evaluation
We score that full list against your job brief — qualitative evaluation of how each person's background maps to what you actually need. This cuts the list down to the candidates worth reaching. Not a keyword match. A judgment call, at scale.
Enrichment
The candidates who make the cut get enriched with premium contact data — personal email, work email, cell phone, social profiles. This is expensive data. We invest in it because you can't run real multi-channel outreach without it.
Outreach + Job Ad
Everything launches at once. Each candidate gets three cold calls, two emails, and one direct message. At the same time, the job ad goes live to catch candidates who are actively looking. All of it happens within the first 10 calendar days from launch.
The goal: a complete snapshot of your market as it exists right now. Not a trickle of candidates over two months. A concentrated push that shows you who's out there and who's interested.
“More candidates for supervisors than we've received for any post in 10 years. I don't know how you do it.”
Crystal S. · HR Director, Manufacturing
“I appreciate the flow. All the pre-work that gets done to make this happen — it's been seriously so refreshing.”
Alexis G. · HR Manager
The Screening Call
Now you've got candidates who responded. This is where most recruiters check a few boxes and send resumes. We don't.
Career Gap
The first thing we talk about is what's missing in their current situation. Where are they trying to go? What would have to be true for them to actually make a move? If we can't identify a career gap that your role bridges, they don't move forward — regardless of how good they look on paper.
Qualification + Booking
If the gap aligns, we tell them about the role and ask: does this feel like the kind of opportunity that solves your problem? If yes, we run the qualifying questions from your job brief and book them directly on the hiring manager's calendar.
By the time a candidate reaches you, they're not just qualified — they've already told us why they want this specific job.
Offer acceptance rate
That's what happens when you qualify on motivation, not just qualifications.
“When I talk to them, it's typically someone we do want to move forward. That saves a lot of time.”
Melissa B. · HR Manager, Security Integration
“Wonderful filtering of candidates — you're getting the fluff out.”
Stacey H. · VP of Operations, Security Integration
See how it works on your hardest role.
30 minutes with Alex. No pitch. Just an honest look at whether this makes sense for you.
Free. No obligation.