Role intake
Structured intake — what good looks like, who owns each interview and the deal-breakers.
Solution · Talent & Recruiting
Consistent pipeline without percentage fees.
For teams hiring regularly, percentage-of-salary fees are the wrong economics. We run recruiting on a subscription model — flat cost, shared pipeline, transparent operating rhythm.
Built for teams with recurring hiring demand
Does this sound like your situation?
If two or more are true, this is likely the right first move. A senior operator confirms the fit on the diagnosis call.
- Hiring demand is regular but agency fees compound.
- Multiple roles are open at once with no shared pipeline.
- Hiring managers do not have visibility of the funnel.
- Scoring is inconsistent between roles and interviewers.
- Vendors are managed by whoever picks up the phone.
Engagement model
Subscription recruiting engagement
A senior operator owns the account. Sourcing, scoring and shortlist delivery run against your priority queue, with dashboard visibility and weekly review with hiring leadership.
What we need from you
- Approved priority list of roles with named hiring managers
- Role scorecards or time to co-build them
- Interview panel availability inside published SLAs
- ATS access to log activity and candidate context
- Access to the executive sponsor for a weekly 30-minute review
Access shortens time-to-value. Missing inputs are documented and handled — they do not stop the engagement.
30 · 60 · 90 days. Directional, not guaranteed.
An expectation-setter, not a promise. Results depend on the starting position, decisions made and access provided.
- 30 days
- Priority queue and scorecards agreed
- Sourcing live for top roles
- Dashboard shared with hiring leadership
- 60 days
- Shortlists delivered in cadence
- Feedback loops closing under 48 hours
- First hires progressing
- 90 days
- Stable pipeline across active roles
- Documented cost-per-hire comparison
- Governance and continuation plan
Plan deeply. Build once. Improve continuously.
Delivered by senior operators across subscription recruiting.
The modules inside this engagement.
Sourcing
Multi-channel sourcing across your ATS, our network and targeted outreach.
Scoring
Weighted, evidence-based scoring per role — no vibes-only decisions.
Shortlist delivery
Ranked shortlists with rationale and interview notes.
Dashboard visibility
One view for hiring managers: open roles, pipeline stage, SLA status.
Feedback loops
48-hour feedback discipline both ways, escalated when missed.
Where this engagement shows up.
Technology & SaaS
Engineering, product and go-to-market roles at growth pace.
Professional services
Senior associate, manager and specialist recurring hiring.
Financial services
Analyst-through-VP hiring with compliance workflow.
Healthcare
Clinical- and non-clinical operational hiring at scale.
Delivered with
TAASFlowthe ecosystem's talent-as-a-service platform.
Proof
Subscription recruiting inside the ecosystem.
Internal delivery of subscription recruiting inside the Flow ecosystem itself. We run the model on our own hiring and can walk the operating cadence in person.
Frequently asked
About this engagement.
- Is this cheaper than agencies?
- Usually, when hiring volume is real. We do the honest comparison during scoping — sometimes the answer is no and we say so.
- Can we pause the subscription?
- Yes. Pause and resume rules are written into the contract.
- Who owns the candidate data?
- You do. Everything lives in your ATS with our activity logged transparently.
- How does an engagement start?
- A short diagnosis conversation with a senior operator, followed by a written proposal with named ownership and a scope your team can live with.
- Do you work with our existing team?
- Yes. We are designed to sit alongside internal teams — leading where appropriate, coaching where not. Nothing is done behind the client's back.
Delivered with TaaSFlow
Ready to start a role, or already a client?
Operational hiring lives in TaaSFlow — a Flow Group Ventures company. Strategic conversations stay with an FGV operator.
Talk to an FGV Talent PartnerA working conversation with a senior FGV operator.
Start a Hiring RequestYou’ll continue to the secure TaaSFlow hiring workspace to submit your role.You’ll continue to the secure TaaSFlow hiring workspace to submit your role.
Client LoginYou’ll continue to the secure TaaSFlow client workspace sign-in.
View Open RolesOpen roles are published and managed in TaaSFlow. You’ll continue to the TaaSFlow job board to browse and apply — Flow Group Ventures does not run a separate job board.
Join the Candidate NetworkYou’ll continue to TaaSFlow to join the candidate network. Your profile is held and managed in TaaSFlow.
Platform relationship
Delivered through the Flow ecosystem
Flow Group Ventures owns the engagement. Specialist platforms inside the ecosystem run the execution relevant to this work.
Delivered through TaaSFlow
For managed recruiting, sourcing, scoring and hiring visibility.
- Structured role intake
- Managed sourcing at volume
- Calibrated candidate scoring
- Interview and process workflow
- Hiring visibility for the client team
- Workforce planning support
Relationship to Flow Group Ventures: FGV defines the workforce plan and stays accountable for the outcome; TaaSFlow runs the operational hiring process and client workspace.
FlowPlacedDelivered through FlowPlaced
For fixed-fee direct-hire searches.
- Single-role direct hire
- One fixed fee, no percentage
- Shortlist against a written brief
- Payment only after a successful hire
- Replacement support window
- Healthcare and legal depth
Relationship to Flow Group Ventures: FGV confirms that one hire — not a hiring system — is the right answer; FlowPlaced runs the search on a fixed fee.
Next step
Book a call to
discuss subscription recruiting.
A short working conversation with a senior operator. No pitch deck. A written diagnosis follows within days.