Direct Placement
Hire full-time talent using structured scorecards and curated pipelines-optionally validated through prior contract or pilot work.
Why Direct Placement
- Hire ready-to-run operators with proven signals from similar stacks
- Structured scorecards reduce bias and miss-hires
- Faster time-to-accept with curated, briefed candidates
- Optional work trials or references from pilot/contract history
Typical Roles
- CX Leads/Managers, Workforce/QA Analysts
- Ops Managers, Program/Project Coordinators
- Financial Ops (AR/AP, Billing, Disputes), KYC/KYB Analysts
- Content/Catalog Ops Leads, Localization Program Assist
- Data/Reporting Associates, Process Excellence Analysts
Hiring Process
- Role intake: competencies, outcomes, coverage grid, compensation bands
- Sourcing from active bench + networks; briefed and expectation-set
- Structured interviews with rubrics; optional case/working session
- Scorecard summaries & reference checks; shortlists with notes
- Offer support: calibration to comp bands, start planning, onboarding checklist
Commercial Terms
- Contingent fee with decreasing tiers by level/seniority
- Replacement guarantee window with clear triggers
- Diversity slate commitment where requested
- Confidential searches supported
We can run confidential searches with NDAs and redacted profiles until late stage.
Tips for Faster, Better Hires
- Share exemplar outcomes and dashboards to speed alignment
- Decide interview loop up front to avoid candidate drift
- Use the same rubric for every interviewer
- Keep turnaround tight: 24-48h between stages
Pathways
Many clients use Temp-to-Hire to validate fit, then convert and keep a Staff Aug pod for peaks. Others move to Managed Services for outcome SLAs.
Ready to see a shortlist?
Share your scorecard and comp bands. Well curate and schedule.
