Our Process (end‑to‑end)
1) Discovery & Role Blueprint (Days 0–3)
Align on success criteria, outcomes, competencies, and compensation.
Create a calibrated Role Blueprint: must‑haves, nice‑to‑haves, interview plan, and decision RACI.
Confirm engagement model, fee, guarantee, and timeline.
2) Sourcing & Market Mapping (Days 2–10)
Build target company lists and talent pools.
Direct outreach, referrals, and passive‑candidate engagement.
Weekly market feedback (talent availability, comp trends, funnel metrics).
3) Screening & Assessment (Days 5–14)
Structured behavioral and competency interviews.
Role‑specific screens (e.g., portfolio/code/product cases); optional psychometrics.
“Top‑grading” for leadership roles (scope, results, team size, budget).
4) Shortlist & Interview Coordination (Days 7–21)
Present 3–5 vetted candidates with scorecards and risk flags.
Coordinate interviews; prep candidates and hiring team.
Iterate quickly based on feedback.
5) Offer, Close, & Onboarding (Days 14–30)
Compensation guidance and competitive intelligence.
Offer strategy, references, and (if requested) background checks.
Resignation risk mitigation and start‑date alignment.
30/60/90‑day check‑ins to ensure ramp success.
Typical first slate: within 7–10 business days for most roles once the Role Blueprint is approved (complex/executive roles may take longer).