The relationship
FGV
- Commercial relationship and scope
- Workforce plan and role sequencing
- Senior accountability for outcomes
Your hiring team.On demand.
The hiring operating system inside Flow Group Ventures: senior recruiting execution run through a structured client workspace.
The platform holds the evidence. The recruiter holds the judgement.
The hiring constraint
Where hiring actually breaks.
- 01
Hiring restarts from zero on every role, with no shared definition of success.
- 02
Shortlists arrive unqualified because intake was a conversation, not a specification.
- 03
Nobody can see where a role actually stands without chasing an inbox.
- 04
Recruiting cost scales with headcount instead of with process quality.
- 05
Workforce plans exist on paper but never reach an operational pipeline.
The hiring flow
Brief · Source · Screen · Score · Shortlist · Decide.
- 01
Brief
Structured intake turns a job title into a written success profile.
- 02
Source
Market mapping and direct approach against the agreed target profile.
- 03
Screen
The same structured screen for every candidate on the role.
- 04
Score
Evidence recorded against the criteria set at intake.
- 05
Shortlist
A calibrated shortlist delivered into the workspace.
- 06
Decide
Interviews, feedback and offer stage tracked to a decision.
Inside the product
The screens that run the role.
Structured intake
Organisation, hiring contact and hiring geography captured as a record, not a call.
Product demonstration — sample data.
Scoring criteria
Must-haves, nice-to-haves and requirements become the criteria candidates are scored against.
Product demonstration — sample data.
Process and timeline
Interview stages, decision makers and timing agreed before sourcing starts.
Product demonstration — sample data.
The written brief
The full specification reviewed and confirmed before the role opens.
Product demonstration — sample data.
Client workspace
The signed-in workspace where roles, candidates and shortlists stay visible to the hiring team.
Product demonstration — sample data.
Who does what
The platform holds the evidence. The recruiter holds the judgement.
The technology
TaaSFlow
- Structured intake
- Sourcing workflow and evidence
- Scoring, shortlist and client workspace
The judgement
Recruiter
- Screening conversations
- Written assessment and reservations
- Recommendation and decision support
Best fit
- Companies hiring continuously, in volume, or across multiple markets.
- Teams that need a repeatable hiring process rather than a single placement.
- Organisations replacing fragmented agency spend with a managed operation.
Industries
- Hospitality & Hotels
- Technology & SaaS
- Healthcare & Life Sciences
- Logistics & Supply Chain
- Financial Services
- Manufacturing & Industrial
Start a role now, or talk it through first.
Scope boundaries
TAASFlow is an ongoing recruiting subscription, client workspace and hiring infrastructure — not a per-placement search.
What TAASFlow owns
- Ongoing recruiting capacity on a subscription
- The ATS and structured client workspace
- Sourcing, outreach and calibrated shortlists
- Interview scoring, evidence and hiring records
- The hiring infrastructure your team keeps using
What TAASFlow does not own
- One-off fixed-fee placements — that is FlowPlaced
- Employment, payroll or employer-of-record status
- Demand generation or marketing systems
- The hiring decision itself, which stays with the client
Ideal starting situations
Start here when this is true.
- 01You are hiring continuously across several roles or locations.
- 02Hiring runs on inboxes and spreadsheets instead of a visible process.
- 03You want in-house hiring capability, not a single placement.
Related companies
Flow Group Ventures connects another company only when the outcome genuinely depends on it. One relationship, one plan, one point of accountability.
Next step
Start a Hiring Request
Commercial discovery stays with FGV; delivery runs in TAASFlow.
Website and application
The operational hiring workspace runs in TAASFlow.