A SeekBuild company
We become your recruiting department. We learn the business, the people, the projects, and where you are going, then we run hiring the way an internal team would.
A job post pulls 100 to 200 applicants in two days. Most are bots or nowhere near the role. Somebody has to read them all.
Your leaders are running phone screens they wish someone else owned, in the hours they were meant to be running the business.
Hiring never runs the same way twice. There is no set process to follow, and what counts as a good candidate changes depending on who is sitting in the interview.
An embedded partnership on a monthly retainer. A set number of hires is included each year, and additional searches are scoped when they begin.
We are not trying to push out as many hires as possible. We get to know the business properly, once, and carry that into every search after it. Consistent for every role, with additional steps for leadership positions. Flexible where you need it.
Evaluation is evidence-based: structured interviews plus assessment data, benchmarked against what top performers in that role actually look like. The point is hiring on purpose instead of on accident.
Contingency recruiting has its place.
Put your own hiring volume and salaries against it on the pricing page.
A contingency placement leaves you with a hire. A partnership leaves you with a hiring function that works whether or not we are still in the building.
Bring the roles you expect to fill this year, your hiring volume, and where the process is getting stuck. The first conversation is about whether an embedded relationship fits at all.