Services

Make every handoff a better experience.

Choose the part of the hiring funnel that keeps consuming attention: sourcing, screening, outreach, pipeline administration, onboarding, retention, or reporting. Each service has a documented scope and a clear decision boundary.

Talk through your scope See the engagement process

A team mapping hiring handoffs and candidate stages on a workshop wall

How to choose

Start where the work is visible and the owner is clear.

Most teams do not need every service at once. They need one queue to stop slipping. That might be a sourcing pool that is rebuilt every month, a screening step that produces inconsistent notes, or an onboarding handoff that depends on one manager remembering everything.

The service index below is a map, not a package. We scope the first engagement around the work your team can review, then add adjacent services when the record and the ownership are stable.

The service map

Eight operating services, each with a written boundary

Every service page explains who it is for, what enters the workflow, what comes out, how quality is checked, and what your team still decides.

Sourcing operations

Sourcing operations for recurring and hard-to-fill roles

Build reviewable candidate pipelines across the channels that actually fit each role, with searches, lists, and outreach records your team can audit.

Translate an approved role brief into search terms, target titles, locations, credentials, and exclusion rules.
Build and refresh candidate lists in the systems your team already uses, with source and contact status recorded.
Run approved initial outreach and follow-up, keeping every message and response in the shared record.

Boundary: We do not make hiring, rejection, compensation, or employment decisions.

Read the sourcing operations scope

Screening support

Screening support with a consistent, reviewable scorecard

Apply your approved screening criteria consistently, document the evidence, and route edge cases to the person who can decide.

Convert the approved role requirements into screening questions, evidence fields, and disqualifiers.
Review applications against the scorecard and document what was verified, what is missing, and what needs clarification.
Run approved initial screens by the channel you authorize, with a consistent introduction and note structure.

Boundary: We do not make selection, rejection, offer, or compensation decisions.

Read the screening support scope

Candidate outreach

Candidate outreach that keeps people informed and the pipeline moving

Run respectful, approved follow-up for active and passive candidates so promising conversations do not stall in an inbox.

Map the candidate touchpoints that need an owner, a template, and a response standard.
Send approved outreach and follow-up through your systems and channels.
Keep candidate status, last contact, next action, and decline reasons current.

Boundary: We do not negotiate pay, benefits, or start dates.

Read the candidate outreach scope

Pipeline administration

Pipeline administration that makes the hiring record trustworthy

Keep stages, notes, reminders, disposition data, and hiring-manager handoffs current in the system your team uses.

Define stages, required fields, and exit criteria with your recruiting owner.
Maintain candidate records, notes, next actions, and handoff status.
Audit duplicate records, stale stages, missing dispositions, and overdue follow-up.

Boundary: We do not make hiring decisions from pipeline data.

Read the pipeline administration scope

Pipeline cleanup

Pipeline cleanup for stalled stages, duplicates, and unclear ownership

Audit the queue, resolve the avoidable mess, and leave your team with a documented standard that prevents the same decay.

Inventory active, stalled, duplicate, and orphaned records.
Define what should be closed, merged, retained, or escalated for review.
Reconcile stages with the latest verified candidate interaction.

Boundary: We do not make retention or legal determinations.

Read the pipeline cleanup scope

Onboarding coordination

Onboarding coordination from accepted offer to a ready first week

Organize the handoffs, reminders, paperwork steps, and first-week logistics that turn a signed offer into a prepared start.

Build a start-date checklist with owners for HR, IT, payroll, facilities, and the manager.
Coordinate preboarding communication and approved document collection.
Track equipment, access, schedule, and training readiness before day one.

Boundary: We do not make employment, pay, classification, or eligibility decisions.

Read the onboarding coordination scope

Retention and continuity loops

Retention and continuity loops for the first 90 days and beyond

Turn early-tenure check-ins, stay conversations, and exit learning into a practical operating rhythm with clear owners and honest limits.

Design an early-tenure check-in cadence with approved questions and owners.
Coordinate 30, 60, and 90 day check-ins and record themes in approved systems.
Support stay conversations with a consistent note structure and follow-up owner.

Boundary: We do not promise retention outcomes or guarantee that a check-in will change a decision.

Read the retention and continuity loops scope

Reporting and weekly readouts

Recruiting reporting and weekly readouts your team can actually use

Define the questions, clean the inputs, and produce a recurring view of queue age, follow-up, feedback delays, and source quality.

Agree the operating questions and the decisions the readout should support.
Audit the input fields, stage definitions, and known data gaps.
Build a recurring view of queue age, candidate movement, follow-up, and feedback delay.

Boundary: We do not invent benchmarks or fill gaps with estimates presented as facts.

Read the reporting and weekly readouts scope

The standard we hold

What makes the support usable

These principles apply across every service. They are also the questions we use to decide whether an engagement is ready to start.

Scope before speed

We define the role, the evidence, the access, and the decision boundary before work expands.

One visible record

Candidate status, owner, and next action live in the system your team reviews.

Human decisions stay human

Screening support is not a rejection engine. Hiring judgment stays with authorized people.

Review what changed

A short weekly readout ties the work to decisions, owners, and due dates.

Service questions

What teams ask before they delegate

If a question is missing here, bring it to the first call. We would rather define a boundary than improvise one.

Can we start with one service?

Yes. One recurring role or one broken handoff is usually the best starting scope. You can add services when the operating standard is working.

Do you work across several locations?

Yes, when the process, access rules, and decision owners are clear. Multi-site work needs one approved standard before local variations are added.

Do you use our ATS and communication tools?

We work in the systems you approve, with least-privilege access. If a system cannot support the required record, we document the gap before launch.

What is not included?

Employment decisions, legal advice, compliance determinations, pay negotiation, discipline, termination, and sensitive document handling outside your approved systems remain with your team.

How quickly can work begin?

It depends on access, role clarity, and review availability. We agree a bounded start plan rather than promise a fixed launch date.

Can you fix a pipeline without changing the process?

Cleanup can remove avoidable mess, but recurring decay usually points to an ownership or stage-definition problem. We address the standard as part of the work.

Scope the first queue

Bring one recurring role or one handoff that keeps failing.

We will map the work, the decision owner, and the smallest useful starting scope.

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