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Hiring
Build the team
- Role intake and calibration
- Multi-channel sourcing
- Recruiter screening
- Interview process design
- Offer construction and close
- Candidate experience
- Hiring manager partnership
Approach
We don't do out-of-the-box.
Every company's people function should fit the company it is trying to become. So we start by learning what you already have, where the gaps are, and what you want HR and recruiting to look like. Then we build the solution that fits, and either run it or hand it to your team.
How we work
We learn what you have, then build what fits.
How we work
1
Discovery
Learn the current state: systems, compliance, the team, and where the business is headed.
2
Gap analysis
A clear read on what is working, what is missing, and what to prioritize.
3
Custom build
Solutions designed for your company, not a template.
4
Run or hand off
We operate it for you, or set your team up to own it.
One continuous loop
We run hiring and HR as one continuous loop.
No handoffs between sourcing, onboarding, and ongoing support. No gaps where people fall through. One team owns the full lifecycle and the infrastructure underneath it.
Hover a phase to see what it covers.
One function
Hire
Hiring
- Role intake and calibration
- Multi-channel sourcing
- Recruiter screening
- Interview process design
- Offer construction and close
- Candidate experience
- Hiring manager partnership
The lifecycle
Owned end to end.
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Onboarding
Set them up to succeed
- Pre-day-1 logistics
- Equipment and system access
- Day-1 orientation
- 30 / 60 / 90 day plans
- New hire paperwork and onboarding
- Manager prep and comms
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Ongoing support
Keep the engine running
- Day-to-day employee Q&A
- Records and documentation
- Time-off and leave admin
- Performance review cycles
- Manager coaching and employee relations
- Policy and handbook upkeep
- Internal events and offsites
- Offboarding when needed
The foundation
The infrastructure underneath it.
Infrastructure
- HRIS configuration
- ATS configuration and workflows
- Document and records architecture
- Needs assessment and recommendations (systems, compliance, regulatory)
Total Rewards
- Comp philosophy and leveling
- Benefits design (US and global)
- Equity and token grant ops
- Pay and benefits compliance
Global Ops
- Global employment support (EOR vs. entity)
- Distributed-team operating model
- Country-specific compliance
Bring on a partner, not a vendor.
Tell us where the team is today and where it's headed, and we'll map the scope to it.
Book a call