How it works
Six steps, and you make the hiring decision at step four.
The sequence below is what actually happens. Where a step depends on you rather than on us, it says so, because those are the steps that decide the outcome.
One: the scoping conversation
What the role is, how many hours of describable work it contains, and whether it divides cleanly. If it does not, we say so. This is the conversation that prevents most failures and it costs us engagements regularly.
Two: the written role
You describe the work in enough detail that a competent stranger could do it. We help with the format. A role that cannot be written down is not ready to be recruited for.
Three: recruitment
We source, screen and test against the written role, and present a shortlist with the test results attached.
Four: your interviews
You interview the shortlist and you decline anybody you want to decline. If nobody is right, we go again. You are not allocated a person.
Five: handover
Before the start date, not after. Written procedures for the recurring work, accounts and access prepared, and a named person on your side who answers questions in the first fortnight.
Six: the first two weeks
Daily contact, small tasks with fast feedback, and a review at the end of the second week. The journal entry on onboarding is about why this period decides most of the outcome.