A SeekBuild company
Your recruiting department, on retainer.
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.
Hiring is eating your week
The flood
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.
The lost days
Your leaders are running phone screens they wish someone else owned, in the hours they were meant to be running the business.
Nothing repeatable
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.
How it works
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.
What we run, and what stays yours
We operate
- Role intake and scorecard development
- Sourcing strategy and outreach
- Resume review and structured phone screens
- Assessment coordination
- Candidate communication and scheduling
- ATS pipeline setup and administration
- Interview kits and evaluation rubrics
- Offer administration support
- Regular hiring-team reporting
You keep
- Technical validation
- Final and in-person interviews
- The hiring decision
- Compensation decisions
- Employment, legal, and onboarding responsibility
Retained, compared to contingency
Contingency recruiting has its place. It is a different transaction from this one, and the difference shows up in four places.
The fee
Contingency runs 20 to 25 percent of first-year salary, charged on every hire. On a $120,000 role that is $24,000 for one person. A retainer is a monthly fee that covers the function, with a set number of hires included each year.
The work
Contingency sends you resumes. We run the vetting, the culture read, and the structured screens, and we work inside your own ATS. That is work your hiring manager or an internal recruiter would otherwise be doing.
The incentive
A contingency recruiter is paid when someone starts, so speed wins and volume is the strategy. We are paid to run your recruiting function, so getting it right wins. Nobody here is racing to get a name onto your calendar.
The responsibility
If someone we place leaves within six months, we replace them at no fee, for as long as we are working together.
You keep the system afterward
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.
- Role scorecards
- Interview guides and evaluation rubrics
- Assessment benchmarks
- ATS stages and reporting
- Sourcing playbooks
- Clear recruiter and hiring-manager ownership
Let's talk about what you are hiring for
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.