6-week delivery
We do not deliver candidates someday. We deliver in clear six-week sprints.
Role briefing, sourcing, screening, shortlist, and decisions on a fixed cadence — with clear ownership and visible progress.
6-week delivery
No guessing. No chasing. No open search without a decision point.
Talentpark works in six-week sprints: role clarity, sourcing, screening, shortlist, interviews, and sprint review are defined upfront.
Every week you see whether the search is working, where the market blocks, and which decision comes next.
At the end there is no activity report — there is a qualified pipeline with a clear decision situation.
Talent delivery and in the same six-week rhythm.
Both disciplines interlock — from a clear sprint outcome to recruiting that scales with your team.
Phase 01
Intake — alignment, not assumptions
Deep dive into role, team, tech context, and market. We set expectations, process, and weekly cadence before sourcing starts.
- Stakeholder alignment on role scope and success criteria
- Culture and environment fit defined upfront
- Search strategy and delivery scope agreed in writing
- Weekly cadence and reporting rhythm locked in
- Job specification and hiring brief finalized
Phase 02
Six-week sprint rhythm
Fixed delivery windows with agreed communication flows and a clear candidate delivery scope — no open-ended searches.
- Six-week sprint commitment with defined milestones
- Agreed touchpoints and decision checkpoints
- Scope and volume expectations set transparently
- Pipeline targets aligned to your hiring urgency
- Adjustments made in sprint reviews, not ad hoc
Phase 03
Sourcing & screening
High-volume conversations early, narrowed to qualified, interview-ready candidates — with skills, drivers, and fit assessed.
- Direct conversations with every shortlisted candidate
- Technical and skills match validated before you see a profile
- Motivation and career drivers assessed explicitly
- Environmental and team fit evaluated against your context
- Only interview-ready candidates enter your pipeline
Phase 04
Interview & pipeline
Weekly alignment calls, shared shortlists, and smooth interview coordination — with feedback loops both ways.
- Shortlist shared and discussed before interviews
- Interview scheduling handled with suitable candidates
- Two-way feedback sessions to keep momentum
- Pipeline visibility updated every week
- Scope adjustments when market or role shifts
Phase 05
Outcome — hire or reset
Every sprint ends with a clear outcome: you hire, refine and launch the next sprint, or reset scope together. No grey areas.
- Offer support, motivation, and negotiation where needed
- Contract and onboarding coordination through placement
- Sprint retrospective if the hire did not land
- Refined search brief for the next sprint when needed
- Always progress and clarity — never endless waiting
Process · Deep dive
Recruiting that runs like a product.
Five levers. One operating rhythm. Built to scale with your team — not beside it.
Process · Excellence
Process Excellence
Alongside the delivery sprint, we optimize workflows, tools, and visibility — so recruiting scales with transparency and measurable outcomes.
Phase 01
Needs analysis & process design
We start with clear goals and build workflows integrated into your existing systems.
- As-is review of tools, roles, and decision paths
- Recruiting goals and KPIs captured in writing
- Workflows aligned with ATS, comms, and team setup
- Ownership and approvals defined per phase
- Implementation plan synced with the delivery sprint
Phase 02
Efficient, repeatable workflows
Clearly defined processes that relieve your team and scale.
- Standardized steps from briefing through offer
- Fewer manual handoffs between hiring and HR
- Templates for profiles, feedback, and decision logs
- Clear SLAs for response times and pipeline movement
- Processes documented — not locked in one person's head
Phase 03
Communication & data management
Structured collaboration and clean, compliant documentation without duplicate work.
- Unified channels for hiring, recruiting, and hiring managers
- Candidate data handled in a compliant, traceable way
- No duplicate upkeep across spreadsheets, email, and tools
- Feedback and interview notes stored in one place
- Handoffs between sprint phases without information loss
Phase 04
Transparent overview & control
Clear dashboards and real-time visibility across open roles.
- Pipeline status per role at a glance
- Bottlenecks and delays visible early
- Reporting in the six-week sprint rhythm
- Decision basis for priorities and scope
- Steering for hiring managers without a black box
Phase 05
Long-term optimization & support
We stay with you and improve continuously.
- Retrospectives after each sprint cycle
- Process tuning based on real pipeline data
- Scaling prepared for new roles or locations
- Enablement for your team — less reliance on externals
- Continuous improvement instead of one-off tool rollouts
The outcome: a recruiting process that keeps pace with your growth — not just individual hires.