The plan is right. The roles that carry it stay open.
Hiring restarts from zero on every role, shortlists arrive unqualified, and nobody can see where a search actually stands without chasing an inbox.
Discuss Your Business- Roles are open longer than the plan assumed.
- Agency spend rises without the process improving.
- Interviewers disagree because success was never written down.
- Workforce plans exist on paper but never reach a pipeline.
The measurable difference.
- A job title.A written success profile that interviews are scored against.
- CVs forwarded by email.A calibrated shortlist with recorded evidence.
- Recruiting as spend.Hiring as an operating process with visible status.
FGV owns the workforce plan, the role sequencing and the commercial relationship — the decision about which hires actually change the business.
TaaSFlow runs the operational hiring process and the client workspace. FlowPlaced covers single defined placements on a fixed fee. The relationship stays with FGV.
Plan
Sequence the roles against the commercial plan, not against the org chart.
Specify
Turn each role into a written success profile and scoring criteria.
Execute
Run structured sourcing, screening and evidence capture in the platform.
Decide
Calibrated shortlist, structured interviews, and a decision the team can defend.
No client case study is published for this discipline yet. Work is only published with a named client and written approval, so nothing here is illustrative or invented. Ask in a first conversation and we will walk you through comparable work directly.