Get your supercharged
TA function.
Built to understand what you really want in a hire, then go and get it.
Skip hiring a TA. Gateway is a complete talent acquisition function.
Teams hiring for what's hardest to hire for
01 · Who it's for
Founders, hiring managers, HR heads.
You build the company, not the hiring process.
Your roadmap is gated by roles that stay open. The function runs without your attention and shows you everything when you want it.
You meet the right 3, not 25 maybes.
Every candidate arrives scored on signal with the why attached, and your feedback changes the very next shortlist.
You get capacity that compounds.
A system holds the process end to end, so nothing depends on one person. The function plugs in under you, and the wins stay yours.
02 · The function
One unit: the system, the process, the operators.
The function turns every role into observable signals, scores every candidate against them, and holds the pipeline to decisions. Your hiring managers work in the portal. The operators run it. You watch it happen.
Capabilities over credentials
Candidates are judged on demonstrated skill and stage-specific experience, scored against the signals that actually predict success in the role. Resume keywords and pedigree don't decide it.
Outcomes over skills
Every role is calibrated with your hiring managers before sourcing starts, then matched to people who have already delivered those outcomes at your scale. Calibration that should take a quarter happens up front.
Success over seat-filling
Every hire is mapped to the outcomes you own, not a requisition to close. A weekly decision cadence keeps the pipeline moving instead of drifting, and you see all of it without managing any of it.
03 · How it works
The right fit passes. The rest doesn't.
Beyond resume matching
The role defines the shape of a successful hire. Generic profiles bounce off it. Only candidates who fit the signals that actually predict success pass through.
They hit the ground running
Hires matched on outcomes they've already delivered ramp to full productivity in weeks, not quarters. Your team stops absorbing the cost of a slow start.
04 · Proof
Keep scrolling. This is what the function does to your interview load: shortlist-to-hire from 1:25 to 1:3 across product-company clients.
You get the result when the function runs end to end.
"We were sold on the first profile."
"Your candidates get hired and we look good."
"You have helped us hire great people, they are doing so well."
05 · Gateway vs a TA hire
One function, next to one hire.
A TA hire gives you fixed capacity. Gateway gives you the whole function: the same work, running at full scale, consistently, and visible from end to end.
A good TA team does all of this. Gateway runs the same playbook as a function, so it also scales with you, stays consistent across every role, and keeps the whole pipeline visible.
06 · Go live
Switch on your TA function.
Sign up and your TA function goes live in a day. It runs every open role end to end, from sourcing to scheduling, while you stay in the portal and make the final calls.
Every role, calibrated
Each brief becomes a success profile before sourcing starts. The calibration that usually takes a quarter, done up front.
Every candidate, scored
Screened on 40+ signals, called and verified, each one arriving with the why attached. Not a pile of forwarded resumes.
Every decision, with evidence
AI scores, recruiter notes, call recordings, and a clear recommendation. You decide on evidence, not gut feel.