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TAASFlow

Recruiting as a service: your hiring team, under one subscription.The platform holds the evidence, the recruiter holds the judgement, and FGV holds the relationship.

Start with TAASFlowVisit taasflow.com
A recruiter works on a laptop beside a printed candidate shortlist

  • Who it is for

    Companies that hire continuously across several roles or locations, and whose hiring still runs on inboxes and spreadsheets.

  • What it covers

    Structured intake, an applicant tracking system and client workspace, sourcing, outreach, evidence-based candidate review and calibrated shortlists.

  • How it is paid for

    A subscription, not a fee per placement, so recruiting cost does not rise with every role you open.

Brief, source, screen, score, shortlist, decide.

Every role runs through the same six stages, and every stage is visible in your workspace.

  1. 1

    Brief

    Intake becomes a written success profile you approve.

  2. 2

    Source

    Agents search job boards, professional networks, email and paid channels at once.

  3. 3

    Screen

    Every candidate is screened against the same profile.

  4. 4

    Score

    Evidence is recorded and scored against agreed criteria.

  5. 5

    Shortlist

    A calibrated shortlist arrives in the workspace.

  6. 6

    Decide

    Interviews and offers are tracked to a decision.

One subscription.

TAASFlow is priced as ongoing capacity. The entry offer and plan terms are confirmed in writing before work begins.

See TAASFlow plans
Billing
Monthly subscription
Scope
Agreed in writing before work begins

Sourcing that runs on every channel.

TAASFlow's sourcing system is called agents. They work the whole market at once, so no role depends on a single board or a single recruiter's network.

  • Job boards

    Roles are published and monitored across the boards your candidates actually use.

  • Professional networks

    Candidates who are not looking are mapped and approached against the written profile.

  • Email outreach

    Personal, sequenced outreach runs at volume without losing the context of the role.

  • Paid channels

    Paid ads reach candidate pools that organic sourcing does not, measured against applications that pass screening.

Who does what.

  • FGV

    Owns commercial scope, the workforce plan and senior accountability.

  • TAASFlow

    Runs intake, the sourcing workflow, scoring and the client workspace.

  • Your recruiter

    Runs the screening conversations and writes the recommendations you decide on.

Start here when this is true.

For a single permanent role, FlowPlaced is the better fit.

  • You hire continuously

    Several roles, several locations, and every one restarts from nothing.

  • Nobody can see role status

    Intake is a conversation, not a document, and progress lives in inboxes.

  • You want the capability in-house

    You want a hiring system your team can see and keep, not a stream of CVs.

Where TAASFlow connects to the rest of FGV.

TAASFlow is engaged through FGV, so hiring is planned against the rest of the growth plan.

Is hiring the constraint?

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