Service area

Embedded recruitment

A senior TA leader embeds in your team for a defined sprint, installs the process, fills the roles and hands the system back documented.

4–26 wksSprint length
10–20 hrsA week, hourly rate plus a fixed fee per hire
YoursProcess and data on exit
15+ yrsSeniority of the person embedding
Scale-up hiringPost-funding rampTA function buildATS and CRM setupInterviewer training

The problem this solves

You have more hiring than your team can absorb, and not enough of it to justify a permanent recruiter. The usual answers are a contingency agency per role, which is expensive and teaches you nothing, or a junior contractor, who fills seats but leaves no system behind.

An embedded sprint is the third option. Someone senior works inside your team, on your tools, under your brand, for an agreed sprint of 4 to 26 weeks, at 10 to 20 hours a week.

What gets installed

  • An intake process the hiring managers actually follow, because they helped write it
  • Structured scorecards per role family, so interviews compare candidates rather than impressions
  • A working ATS or CRM configuration, with the pipeline stages and reporting your leadership asks for
  • Sourcing channels documented and handed over, including the boolean strings and the talent pools built during the sprint
  • Interviewer training for the managers who will run this after we leave

Commercials

An hourly rate for the time spent inside your team, 10 to 20 hours a week, plus a fixed fee per hire set by the level of the role. The per-hire fee is a fixed amount, never a percentage of salary, so it does not grow with the offer. The fixed fees drop when we work with your own sourcing tools, and every hire carries a one-month replacement guarantee. Current rates are on the pricing page.

Scale hiring without new headcount. The process stays after the sprint ends.

What we ask of you

A named internal owner, access to your systems, and hiring managers who will sit in the intake sessions. Sprints fail when the client treats an embedded recruiter as a vendor rather than a temporary colleague. We will say this on the first call rather than after month two.

Related

If a single leadership seat is the real problem, retained search is cheaper and faster. If the sprint is really about a new site, see Greenfield & High-Volume Build. If your existing team needs capability rather than capacity, look at AI-Native TA Advisory.