1. Discovery and current-state map
We document recurring roles, approved requirements, candidate sources, systems, decision owners, and queues that regularly stall.
Process
A clear operating rhythm for recurring hiring
Start with the current workflow, make ownership explicit, and improve from evidence gathered in the real funnel.
2. Intake and scorecards
Hiring managers define must-haves, evidence, disqualifiers, and the cases that need human judgment so screening stays consistent.
3. Pipeline build-out
We configure the agreed sourcing searches, outreach sequences, status definitions, reminders, and ATS handoffs.
4. Sourcing and outreach
We maintain active and passive candidate queues across approved channels and record outreach in your system.
5. Screen and qualify
Applicants are reviewed against the approved scorecard; evidence and exceptions are documented rather than hidden.
6. Hiring-manager handoff
Your decision makers receive organized candidate context, open questions, and a visible next action.
7. Offer and onboarding coordination
We support the agreed communication, paperwork handoffs, reminders, and first-week readiness while your team owns employment decisions.
8. Review and retention loop
Weekly evidence on queue age, conversion, feedback delays, source quality, and early-tenure signals informs the next process adjustment.
What kickoff establishes
The initial scope identifies who approves role requirements, who makes hiring decisions, which systems hold the record, what information can be handled, and how often results and constraints are reviewed. Timing depends on access, role complexity, feedback speed, and the agreed scope.