High-Velocity Hiring
Stop the “hire and hope” cycle.
Big Tech hiring speed combined with a 3-month success bridge, so your new hire doesn’t just start, they succeed.
The situation
Hiring by gut feeling costs twice: once when you hire, again when they leave.
A role stays open for months, then a candidate gets hired because the calendar hurts more than the doubts.
- No written scorecard, so every interviewer measures something different.
- Slow, unstructured processes lose the strongest candidates to faster companies.
- Offers are improvised, which makes negotiations unpredictable and unfair.
- After the signature, nobody owns the first 90 days; the fit is left to luck.
The engine
A hiring process built for speed, and a bridge built for retention.
We run the search the way strong tech companies do: a clear scorecard, a lean interview loop, fast decisions and a candidate experience that sells your company.
- Role scorecard and success criteria agreed with the hiring manager before sourcing starts.
- Structured interviews with defined questions, so decisions are comparable and quick.
- Offers based on your pay bands, explained clearly, closed without drama.
- The 90-Day Success Bridge for every hire: coaching for the new hire and the manager.
Scope
What’s included
From the first briefing to the mid-probation review.
- 01
Role scorecard
What the role must achieve in the first year, which skills are essential and which are nice to have, agreed in writing with the hiring manager.
- 02
Sourcing & outreach
Active search and personal outreach in EN, DE or BG, plus a job description candidates actually want to read.
- 03
Structured interview loop
A lean sequence of interviews with defined questions, scoring and a fast feedback rule for every interviewer.
- 04
Candidate experience
Clear communication, fast answers and honest timelines; the strongest candidates remember how they were treated.
- 05
Reference checks
Structured calls with former managers, with the questions agreed beforehand, so the result is evidence and not a formality.
- 06
Offer & negotiation
An offer built on your pay logic, presented and negotiated so both sides start with trust.
- 07
Hiring manager coaching
Interview training and decision support for the manager, so the process runs well again after we leave.
- 08
90-Day Success Bridge
Day 1 expectations, check-ins on day 30 and 60 and a mid-probation review on day 90, coaching both sides.
The process
How a search runs
Days and weeks, not quarters. The exact timeline depends on the role and the market, and we tell you upfront what is realistic.
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Kick-off
Scorecard & plan
We define the role, the must-haves, the interview loop and the decision rule with the hiring manager in one working session.
-
Sourcing
Find & engage
Active search, personal outreach and a first shortlist reviewed together, with honest feedback on the market.
-
Interviews
Structured loop
A lean interview sequence with defined questions and same-day feedback, so no candidate waits in silence.
-
Offer
Decide & close
A clear decision, an offer built on your pay bands and a negotiation that ends with both sides looking forward to day one.
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Day 1-90
Success Bridge
We stay on board: expectations on day 1, feedback loops on day 30 and 60, a mid-probation review on day 90.
Fit check
Is this for you?
This is for you if…
- You are hiring for roles where a wrong decision hurts: engineers, leads, first sales or operations hires.
- You want a structured process, not a stack of CVs forwarded by an agency.
- You can commit to fast feedback and decision-making from your side.
- You want the person to succeed after day one, not only to sign.
Not for you if…
- You need high-volume hiring for dozens of identical roles in a short time.
- You are looking for the cheapest possible placement fee and nothing after the signature.
- Nobody in your company has time for interviews and decisions; a process cannot replace a hiring manager.
Deliverables
What you walk away with
A hire who succeeds, and a process you keep.
- A written role scorecard and success criteria
- A job description and outreach messages in your working languages
- A structured interview kit with questions and scoring
- A reviewed shortlist with candidate summaries and recommendations
- An offer logic and negotiation plan based on your pay bands
- A 90-day plan with check-ins on day 1, 30, 60 and 90
- A hiring manager who can run the next search with less help
FAQ
Questions about hiring with us
How fast is “high velocity”?
Fast enough that strong candidates do not lose interest: a lean interview loop, feedback within a day and decisions within days. The full timeline depends on the role and the market, and we tell you upfront what is realistic instead of promising a number.
Do you replace our recruiter or agency?
We can, or we can work alongside them. The difference is ownership: we build the scorecard, run the process, coach the hiring manager and stay for the first 90 days.
Which roles do you hire for?
Mostly tech, product, operations and leadership roles in startups and SMEs across Europe, in English, German and Bulgarian. If a role is outside what we can do well, we say so in the free call.
Is the 90-Day Success Bridge really included?
Yes, for every hire we run. It is also available as a standalone service for people you hired yourself.
How do you charge?
Per search or as part of a fractional HR retainer. The model and the scope are agreed before we start, with no hidden fees.
What happens if the hire does not work out?
The bridge exists so that this is noticed by day 30 or 60, not after probation. If the fit is not confirmed on day 90, you get a clear recommendation and a plan for the next step, prepared with your legal counsel where needed.
Let’s talk
Fill the role, and keep it filled.
Tell us about the position in a free 30-minute call. You get an honest read on the market and a plan for the search.