Recruiting & Talent Acquisition
STRUCTURED RECRUITING
Senior-Led Recruiting That Brings Structure, Speed, and Confidence to Hiring Decisions
Hiring shouldn’t feel chaotic, rushed, or inconsistent — yet for many growing companies, it does.
360 Talent delivers structured, senior-led recruiting for organizations that want better hiring outcomes without contingency fees, placement pressure, or misaligned incentives.
We don’t just find candidates.
We bring clarity, process, and accountability to how hiring decisions are made.
HIRING CHALLENGES
The Problem We Solve
Most hiring challenges don’t start with sourcing — they start with:
- Unclear roles and expectations
- Inconsistent interview processes
- Reactive decision-making
- Poor candidate experience
- Too much time spent reviewing the wrong profiles
Our recruiting model is designed to fix how hiring happens, not just fill seats.
What You Achieve
What Changes When 360 Talent Owns Recruiting
Clients who partner with us experience meaningful shifts:
Faster, More Predictable Hiring
Clear role definition and disciplined workflows reduce false starts and stalled searches.
Stronger Candidate Quality
Structured intake and screening filters for fit — not just availability.
Better Hiring Decisions
Interview teams align around consistent criteria instead of gut feel.
Improved Candidate Experience
Professional, transparent processes reflect positively on your employer brand.
Reduced Internal Burden
Leaders spend less time chasing candidates and more time making informed decisions.
STRATEGIC RECRUITING
Our Recruiting Approach
We manage recruiting end-to-end, while partnering closely with your leadership team.
Our process typically includes:
- Role intake and job scorecard development
- Proactive candidate sourcing
- Structured candidate screening
- Interview coordination and guidance
- Shortlist presentation with insights and recommendations
- Offer coordination and close support
- ATS workflow optimization and reporting
We leverage ethical AI tools to enhance sourcing efficiency and screening accuracy — while keeping human judgment at the center of every decision.
THE 360 TALENT APPROACH
How Our Model Is Different
This is not contingency recruiting.
We do not:
- Work on commission
- Rush placements to close fees
- Compete against other recruiters on the same role
- Guarantee placements at the expense of fit
Instead, we operate as a trusted recruiting partner, aligned to hiring quality and long-term success.
Getting Started
What Happens in the First 30 Days
Our recruiting engagements are designed to create momentum quickly — without sacrificing clarity or quality. The first 30 days are focused on alignment, structure, and building a strong candidate pipeline.
Week 1: Role Clarity & Alignment
We start by ensuring everyone is aligned before sourcing begins.
- Deep-dive intake with hiring leaders
- Role definition and success criteria
- Job scorecard creation
- Compensation and market alignment check
- Interview process and decision framework alignment
Outcome:
A clearly defined role with shared expectations — reducing misfires and wasted interviews.
Week 2: Sourcing & Screening Launch
With clarity established, we move into proactive execution.
- Targeted sourcing strategy development
- Candidate outreach and engagement
- Structured screening and qualification
- Early market feedback to hiring leaders
Outcome:
A growing, qualified candidate pipeline — not a flood of unvetted resumes.
Week 3: Interview & Shortlist Development
We begin moving candidates through a disciplined interview process.
- Interview scheduling and coordination
- Candidate preparation and communication
- Structured interview guidance for hiring teams
- Shortlist development with recruiter insights
Outcome:
Fewer interviews, better conversations, and more confident decision-making.
Week 4: Calibration & Momentum
We refine, adjust, and accelerate.
- Pipeline review and recalibration
- Feedback analysis and role adjustments (if needed)
- Continued sourcing and screening
- Offer strategy discussion and close planning
Outcome:
Clear visibility into progress, refined expectations, and a path to close — without pressure or guesswork.
Why This Matters
Most hiring delays happen because alignment comes after sourcing starts. Our first 30 days prioritize clarity first — ensuring speed and quality move together, not in conflict.
What We Own
Pricing & Engagement Model
Recruiting support starting at $90/hour
- Non-contingent model
- Senior recruiter-led
- Organizational and professional roles only (non-specialty)
- Scoped and prioritized based on hiring needs
This model ensures:
- Transparency
- Alignment
- No pressure to hire the “closest” candidate
- Focus on outcomes, not placements
FUNCTIONAL FOCUS
Roles We Commonly Support
- Corporate and professional roles
- Operations and leadership positions
- Sales, accounting, finance, HR, marketing
- Engineering, product, procurement, and specialized functions
If you’re looking for high-volume staffing or contingency placement, this service is not the right fit.
STRATEGIC ALIGNMENT
How Recruiting Fits Into the Bigger Picture
Recruiting is most effective when it’s aligned with:
- Clear role design
- Performance expectations
- Compensation strategy
- Onboarding and development
Many clients engage us for recruiting alongside Fractional HR Leadership, ensuring hiring decisions support long-term organizational goals — not just short-term needs.
Ready for a Better Way to Hire?
If hiring feels harder than it should — or results have been inconsistent — it may be time for a more disciplined, senior-led approach.