Write the standard down
A process that lives in one person's memory is not an operating system. Stage definitions, scorecards, access rules, and escalation paths belong in a document the team can review.
About
Recruiting operations for companies with persistent hiring demand
StopHighTurnover helps teams organize the repeatable work between an open role and a confident hiring decision. We are a subsidiary of StealthAgents, a remote staffing company.
Why this model exists
The work between the job post and the first day is real work.
Recurring hiring creates recurring operational work. Sourcing queues need attention. Applicants need consistent review. Candidates need follow-up. Hiring managers need clean handoffs. New employees need a first week that matches what they were promised.
None of that work is glamorous, and most of it does not require a new department. It requires ownership, a documented standard, and enough capacity to keep the record current.
We provide that operating layer rather than acting as a staffing agency. Your organization keeps control of the process and every hiring decision. Our job is to make the work visible, repeatable, and easier to review.
Operating principles
Five rules we use to decide whether the work is ready
These principles shape how we scope, document, and review an engagement. They are also reasons we may decline a scope that is not ready.
Separate evidence from judgment
Screening notes describe what a candidate said or showed. Hiring judgment belongs to the authorized decision maker. Mixing the two creates false confidence and unfair outcomes.
Keep one visible record
Candidate status, owner, and next action should be obvious without asking three people. Shadow spreadsheets are a warning sign, not a workaround.
Measure the bottleneck, not the busyness
Activity totals rarely explain why a role is stuck. Queue age, feedback delay, and handoff ownership are more useful questions.
Leave the client able to run it
The engagement should produce a standard your team can maintain. Dependence on undocumented assistant knowledge is a design failure.
Accountability
Who owns what
A clear boundary is not a disclaimer. It is what makes delegation safe and useful.
- Your hiring managers
- Approve the role, interview, assess fit, and make the hiring decision.
- Your HR and legal owners
- Own policy, accommodations, classification, compliance, pay, and employment decisions.
- Your named process owner
- Approves scope changes, resolves escalations, and reviews the weekly readout.
- StopHighTurnover
- Runs the documented operational work, keeps the record current, prepares handoffs, and surfaces exceptions.
- StealthAgents
- Recruits, vets, and supports the remote professionals who deliver the work, and provides the parent operating infrastructure.
Parent company
Powered by StealthAgents
StealthAgents recruits, vets, and supports remote professionals across a range of industries. That experience informs how we set access, train for quality, and review work. StopHighTurnover focuses that capability on the recruiting and early-tenure workflow.
StealthAgents is the parent brand. StopHighTurnover remains the operating brand you work with for recruiting support.
Visit StealthAgents
Shared records. Clear responsibilities.
Fit
We are probably not the right call if you need a temp agency.
We do not send pre-employed temporary workers, mark up labor, own the hires, or make employment decisions. The people your team chooses become your employees or contractors under your arrangements. If you need a firm that supplies workers, this model is not the right fit.
The model is a better fit when you have recurring hiring demand, a named internal owner, and a willingness to document the process. If that sounds like your team, the first call is a working conversation, not a sales presentation.