Your hiring team. On demand.
Senior recruiting execution inside a structured hiring workspace — giving companies better candidates, clearer evidence, and complete visibility from role intake to final decision.
Traditional recruiting bottlenecks.
Most hiring does not fail on effort. It fails on structure — the brief, the evidence, and the visibility around the decision.
The brief is never really agreed
Sourcing starts from a job description nobody calibrated. Disagreement surfaces at shortlist stage, and the search restarts.
Volume instead of judgement
Long lists of loosely matched profiles arrive with no reasoning attached, and the hiring manager becomes the screener.
Recommendations without evidence
Candidates are advocated for in a phone call. Nothing written survives to the decision meeting or the next hire.
No shared view of the process
Status lives in someone's inbox. Clients chase updates; recruiters re-report the same information.
Comparison happens from memory
Three good candidates, three separate conversations, no structured way to weigh trade-offs side by side.
Every hire starts from zero
Nothing from the last search is reusable — calibration, screening questions and market learning are lost.
Senior recruiters. Structured evidence. One visible pipeline.
- 01
Senior recruiting execution
An experienced recruiter owns the search end to end — calibration, sourcing judgement, candidate conversations and your decision support. The platform supports that work; it does not replace it.
- 02
Structured role intake
A working intake session converts hiring intent into a structured brief: outcomes, must-haves, disqualifiers, comparable backgrounds and how candidates will be assessed. Alignment happens before sourcing, not after.
- 03
Candidate sourcing and screening
Sourcing across active and passive channels, followed by recruiter-led screening conversations against the agreed brief — not keyword matching.
- 04
Evidence-backed candidate scoring
Each candidate is scored against the criteria set at intake, with the supporting evidence attached to the record so the score can be interrogated.
- 05
Recruiter-written recommendations
Every presented candidate carries a written recommendation in the recruiter's own words: strengths, risks, and what to probe at interview.
- 06
Client visibility and communication
One workspace shows every role, candidate and stage, with messaging and notifications keeping both sides on the same current view.
- 07
Candidate comparison
Shortlisted candidates are presented ranked and side by side, so trade-offs are explicit before interview time is committed.
- 08
Interview and decision coordination
Interview scheduling, structured feedback capture and offer decisions stay attached to the role record — so the next search starts further ahead.
From first conversation to signed offer.
- Step 1
Talk to an FGV Talent Partner
A commercial conversation about the roles, the market and the right delivery model.
- Step 2
Submit the hiring request
Structured employer intake is completed inside the TaaSFlow application.
- Step 3
Calibration
Your recruiter confirms the brief, assessment criteria and comparable profiles.
- Step 4
Sourcing and screening
Recruiter-led sourcing and screening conversations against the agreed brief.
- Step 5
Ranked shortlist
Candidates presented ranked, with written recommendations and evidence.
- Step 6
Interview and decide
Comparison, structured feedback and offer decisions in one shared pipeline.
Steps 2 onward are delivered inside the TaaSFlow application. Timelines are agreed per engagement.
What clients see inside the workspace.
An illustrative outline of the client view. No real candidate, client or role information is shown — this is a labelled demonstration, not live product data.
- ·Structured role briefIntake fields, assessment criteria
- ·Ranked shortlistOrdering with stated reasoning
- ·Candidate evidenceRecruiter notes and supporting material
- ·Side-by-side comparisonTrade-offs made explicit
- ·Live pipelineStage and ownership per candidate
- ·Messaging and decisionsFeedback attached to the record
Calibrated to the market you hire in.
- LegalPartner, associate and support hiring.
- Financial ServicesRegulated and specialist mandates.
- HealthcareClinical and executive hiring.
- Professional ServicesFee-earning and delivery teams.
- Technology & SaaSProduct, engineering and go-to-market.
- Construction & Home ServicesTrades, site and management hiring.
- HospitalityGM, F&B and specialist roles.
- International & Cross-BorderIn-country sourcing, central visibility.
Is TaaSFlow a recruiting agency or a software product?
Both, deliberately. Senior recruiters run the search, and the TaaSFlow application is the structured workspace that search runs inside — intake, evidence, ranking, comparison and pipeline in one place.
Who runs my search?
A named senior recruiter owns the role end to end and is accountable for calibration, candidate quality and the written recommendations you receive.
How are candidates scored?
Against criteria agreed with you at intake. Every score carries recruiter-written reasoning and supporting evidence on the candidate record, so it can be questioned and discussed.
What visibility do we get during the search?
Your team works in the client workspace: every role, every candidate, current stage, recruiter notes and messages — without requesting a status update.
Can you hire across multiple countries?
Yes. Cross-border searches are run with in-market sourcing under one central brief, one workspace and one set of evaluation criteria.
How do we start?
Either talk to an FGV Talent Partner about the commercial model, or go straight to the structured hiring request in the TaaSFlow application if the role is already defined.
Talk it through — or start a role now.
Commercial conversations stay with a senior FGV Talent Partner. Operational actions open the TaaSFlow application directly.