Role Search Brief
Approved role logic, scorecard, exclusions and search lanes.
Recruitment as a ServiceRecruitment as a Service
Hire
Recruitment execution
You send the approved profile — we search, screen and deliver a curated shortlist of qualified candidates with documented fit reasoning. Not market research and not unlimited sourcing volume: accountable placement work with outputs you can take straight into interview and decision. For roles that need real candidates now — one hire or a focused role family.
Overview
01
Role execution
Typical focus
One approved role or role family
What you receive
Role Search Brief, Lane Map, Output Tracker, Decision Package, Learning Note
What it is not
Unlimited output or a guaranteed hire
Typical timeline
1–4 weeks
Hire is for one approved role that needs accountable delivery — search architecture, curated output and clear reasoning. You keep final hiring decisions.
FitFit
Is this the right starting point?
The right entry depends on what is blocking you — not the label on the proposal.
Works well when
- One approved role is blocking progress
- A role owner can give feedback within agreed timelines
- Source boundaries and interview capacity are clear
- You need execution — not market research alone
Usually not the right start
- The role profile or market thesis is still unclear
- Several unrelated role families need to run at once
- No one on your side owns feedback within agreed timelines
- Interview capacity or source boundaries are not defined
- You need open-ended output without limits
Operating depth is a separate choice — AdvisoryProjectEmbedded.
What done looks like
You sign off on the decision-ready package — or list defects within five business days.
Next stepNext step
See whether Hire fits this role
Bring the approved role, owner and urgency — we will tell you honestly if bounded execution is the right mode.
A short conversation focused on one role, not a generic recruiting pitch.
What you receive
Everything you need to decide on candidates for one role.
Done when: You sign off on the decision-ready package — or list defects within five business days.
Search Lane Map
Defined lanes, source boundaries and risk flags.
Output Tracker
Status, evidence and rationale per output record.
Decision Package
Final package aligned to your scorecard for sign-off.
Learning Note
Reusable patterns and failed assumptions from the engagement.
More about each item
1
We document the role in a form your team can sign off on — before any search activity starts.
- Role level, location logic and working model
- Up to five must-have and eight exclusion criteria
- Source boundaries and approved organisations
- Named feedback owner and review steps
Complete when: Execution starts only after you accept the search brief.
2
A clear map of where search runs, where it must not, and which risks need explicit attention.
- Lane definitions tied to your scorecard
- Blocked and target organisation lists
- Risk flags for scarce or sensitive profiles
Complete when: Every lane maps to agreed source rules — nothing runs on unapproved channels.
3
A live record of each curated output — not a black-box shortlist.
- Evidence and rationale per record
- Risk notes and named reviewer
- SLA breach logging where agreed
Complete when: Every record includes evidence, reasoning, risks and who reviewed it.
4
A decision-ready package your sponsor can accept or challenge with specific defects.
- Mapping to your agreed scorecard
- Open issues and recommended next actions
- Sign-off window within five business days
Complete when: You sign off or list defects within five business days.
5
What worked, what did not, and what to carry into the next role — without undocumented history.
- Patterns that transfer to future roles
- Assumptions that did not hold
- Recommendations for the next engagement
Complete when: Learning is captured in a form your team can reuse — not lost in email threads.
Operating depthOperating depth
Same product — different ways to work together
Products define what we solve. Delivery defines how deeply Talentpark works inside your system.
How Hire can show up at each depth:
Approved profile — matching candidate search
About advisoryProject
Common startProfile in — curated shortlist out
About projectEmbedded
Common startLive candidate search in your rhythm
About embedded
Process
How we work together
Typical rhythm when delivered as a bounded project — advisory is shorter, embedded runs inside your live cadence.
- 01
Fit
We clarify the role, owner, urgency and blockers. If the role thesis is still open, we point you to Signal first.
- 02
Scope
We lock scorecard, exclusions, data approval, feedback SLA and the output cap. Search does not start before this is signed.
- 03
Calibration
We validate search lanes, example profiles and risk flags with your role owner.
- 04
Delivery
Output quality, blockers and next actions with your role owner — every review ends with a recorded decision.
- 05
Sign-off
Final package, open points and learning with your sponsor. You accept or list defects within five business days.
BoundariesBoundaries
What is included — and what comes next
Clear expectations from day one — including what we do not take on in this mode.
Not included
Common questions about Hire
What Hire includes, what it does not — and when another mode fits better.
FAQFAQ
Common questions about Hire
1
No. Hire delivers a bounded, decision-ready output package. You keep final employment decisions. A guaranteed hire is not part of this product.
2
An approved role, named sponsor and role owner, agreed source boundaries, feedback SLA and accepted search brief. Missing inputs block start.
3
When the role thesis is unresolved, several unrelated families run in parallel, or process ownership blocks reviews — Signal, Momentum or Command may fit better.
4
Momentum when recurring demand appears, Command when process blocks delivery, or Hyron when AI-assisted steps join the workflow.
RelatedRelated
Other system entries
Each product targets a different hiring failure layer — compare fit before you choose scope or operating depth.
