Add ongoing recruiting capacity and a hiring system your team can see.
Several roles need filling continuously, hiring depends on whoever has time, and candidate decisions are made from memory rather than evidence.
Continuous recruiting capacity under a subscription, plus a structured workspace where briefs, evidence, scoring and decisions are visible to your team.
- Several roles are open at once, across teams or locations.
- Sourcing stops whenever the internal owner is busy.
- Candidates are compared from memory rather than evidence.
- Agency fees scale with headcount instead of building capability.
TAASFlow — recruiting subscription and hiring infrastructure
FGV owns the workforce plan and the commercial relationship. TAASFlow runs the operational hiring process, workspace and delivery.
Visit TAASFlow- Structured role intake and scorecards before sourcing starts.
- Continuous sourcing, outreach and screening capacity.
- ATS and client workspace holding evidence, scoring and pipeline.
- Calibrated shortlists and hiring workflows your team can operate.
Added only when the outcome requires it.
- FlowPlaced
One senior hire sits outside the subscription scope.
- NeuronFlow
Onboarding and internal workflows slow new hires down.
- AtlasFlow
The hiring is for a market the business has not operated in.
The measurable difference.
- Continuous sourcing and outreach capacity under a subscription.
- A structured workspace holding briefs, evidence and decisions.
- Calibrated shortlists with comparable scoring.
- Hiring infrastructure your team can run after handover.
What we need from you
- Workforce plan or the roles to be sequenced.
- Compensation ranges and interview availability.
- A named hiring decision-maker per role.
What you receive
- Role briefs and scorecards.
- A live hiring workspace with candidate evidence.
- Shortlists with comparable scoring.
- Documented process handed to your team.
What this is not
- Offer decisions, compensation and employment contracts remain yours.
- FGV does not act as employer of record or provide immigration advice.
- Time-to-hire depends on interview cadence and market supply.
Workforce plan
Sequence the roles against the business plan, not the org chart.
Brief
Structured intake and scorecard per role before sourcing begins.
Run
Continuous sourcing, outreach, screening and shortlist delivery.
Hand over
Leave the process, evidence and workspace with your team.
Start with the constraint, not the scope.
TAASFlow delivers this work. FGV stays accountable for the plan and connects another company only if the outcome requires it.