Hiring a TA.
Hire the function.
One function that owns every role and lands the person the job actually needs.
Where the plan slips
Every hire looked right. The plan still slipped.
The bad hires are easy, you catch them in a month. The ones that cost you are the good-enough hires: they clear the bar, they sign, and a quarter later the plan is behind with no single moment you can point to. One a year sets a roadmap a full cycle back, and because nothing obviously broke, the same profile clears the bar again next time.
The offer
Your hiring, built to compound.
We run your whole hiring as one function, screened to the standard your team actually holds. It gets sharper the longer it runs.
What you get
We don't fill a seat. We build your function.
Proof
The numbers behind the function.
Real engagements, real hires who joined. Read any one in full.
“We were sold on the first profile.”
“You have helped us hire great people, they are doing so well.”
“Your candidates get hired and we look good.”
Companies we've delivered for
The right people
People who won't invest never reach you.
The ones who do, don't leave.
Before anyone reaches your shortlist, we pressure-test that they are serious about the move, ready to make it, and able to clear your bar.
What matters is who joins, not who accepts. About six in ten accepted offers show up across the market. Because we screen for commitment before the offer, nine in ten of ours do.
There is now one dropout for every three offers made compared with a typical dropout rate of one in five offers.Source ↗
Understanding the role
We don't work on JDs. We work on the role.
A JD is a wishlist of keywords. We replace it with the real bar a hire has to clear, the part your team knows but never writes down.
We lock this target with your team before sourcing starts, so your pipeline fills with real fits, not keyword matches.
How we screen
AI does the reading. A recruiter does the deciding.
We process hundreds of profiles from every source at speed, and score each against the real bar on six signals. Everyone else lets AI pick from there. We don't. A person, never an algorithm, makes the call.
Scored on six signals
Of every 100 profiles we review, about 2% reach your shortlist; the industry norm is 8 to 12%. A recruiter signs off every name, so the filtering never lands on your calendar and a ChatGPT-written screen never makes it through.
If you have 100 applicants, shortlisting 8 to 12 of them is a feasible goal.Source ↗
Built for ongoing hiring
The more you hire, the sharper we get.
Every reject or select decision tightens how we screen the next batch.
What compounds for you
On a year-long engagement, the share of our shortlist the client chose to interview more than doubled, from 20% to 49%, as every decision taught the function their real bar.
On one long engagement the share of the shortlist the client chose to interview rose from 20% to 49% over a year.
The upgrade
Every step of the hire, a level up.
Because we define the real bar for the role, not the JD's keywords, every step that follows lands measurably better than the way you hire now.
3× sharper role intake is where it starts, and every number below follows from it.
Our figures: tracked engagements since Jan 2025. Market figures: Xpheno, Metaview, persol and 4 Corner benchmarks.
Commercials
Plans that scale with your hiring.
Each plan is a monthly retainer covering a set of roles by seniority. Start mid-only, add senior capacity as you grow. No commission per hire.
Mid only. Cancel anytime.
Cancel anytime.
Cancel anytime.
Need a different mix? Hiring freshers, junior, or in bulk? Different options exist, let's talk.
Cost of hiring
What a year of hiring actually costs.
An agency takes 8 to 10% of CTC on every hire, more on senior roles. We charge one flat fee. Across a year, the gap compounds.
The bigger return doesn't fit in a table. It's the energy your team stops pouring into hiring, and the growth the right people unlock.
Let's start
Start with two roles.
Hand us the two roles you're hiring for now, on the Starter plan. See how it works before you scale up. Monthly, cancel anytime.
How to decide: interview the recruiter who will run your hiring, exactly as you would a TA hire. Start if you like them.
Momentum is a choice.