Senior hires, evaluated before you decide.

Our best work is with scaling businesses doing $1M+ in annual revenue, and tech companies that have raised $1M+ or are hiring for mid-senior, senior, or executive roles. If that is you, book the call. If it turns out we are not the right fit, we will tell you on the call, not after an invoice.

Often, yes. The best time to define what an aligned hire for your company looks like is before the seat is empty. Some of our earliest engagements began before a seat was open, because the founder wanted the hiring system built before growth hits. One of our early clients used the Hiring Strategy Blueprint in fundraising conversations, to show investors a written, operator-level hiring plan. Combine that with pipelines built for your next role before you need it, and the process starts with a head start instead of a cold job post. If you want a zero-commitment starting point, run The 12-question Hiring System Scorecard first, free: it takes two minutes and shows which of the six failure points to fix before the seat opens.

You can, and the Blueprint exists exactly for that path. What you cannot shortcut is reps: 10,000+ interviews across our team and Global Advisory Council. We hand you the system either way. The difference is whether you also get the mileage.

That is how this decision usually gets made, and two pages exist for exactly that. The ranked top 3 demo shows the person you answer to what the deliverable is: the criteria document signed before anyone is interviewed, the blind final 3, and the reasoning written down. The client stories show what three clients bought and received, in their own account. Send either page; the call can wait until both of you have seen them.

We start every company the same way: its own Hiring Strategy Blueprint, because each one's values, roles, and stage are different. From there, engagements flex to the portfolio, concurrent 12-month engagements for each company, or custom packages matched to each one's needs. On a call we can map which companies need which runway.

Yes, and it is often the most consequential hire an owner makes. Buyers pay for a business that runs without you, and that comes down to the operator and leadership bench you put in place first. We evaluate that bench and build the pipeline for it, confidentially. Start with the free Owner-Dependence Scorecard to see where the business still leans on you.

That is exactly the problem we exist for. We turn your values and each role into a written definition of what good looks like, gather evidence against it in structured behavioral interviews and technical assessments, engineering included, and hand you a ranked top 3 with the reasoning written down. You borrow judgment you can verify, and you still make the call.

A human is always involved, and a trained human evaluator makes every assessment. Software helps us analyze what candidates say and do, in the transcript and the work sample, against criteria written before the first interview. What is not analyzed by software: face, voice, tone, body language, eye movement or micro-expressions. You make every hiring decision.

The criteria come from your business: your values, your roles, your team. The method of structured evaluation is what we bring, and the criteria are rebuilt for every seat, whatever the industry.

Yes. On Alignment Engine and Blueprint engagements it is delivered as an editable document that is yours to keep, and on 6 and 12 month engagements we revise it with you as roles, values, and stage change.

Respect, structure, and straight answers. Candidates get a clear process, real questions, and a decision, and those not selected can opt into a feedback report. Every interview we run reflects on your brand, and we treat it that way.

Your role documentation, values, and candidate materials are handled inside our named systems and your ATS; our sub-processors are listed on the candidate privacy page. We do not sell data, we sign an NDA on request, and interview recordings are made only with the candidate's consent and deleted on request. How candidate information is handled is stated in the candidate privacy notice.

You never decide on our word alone. Every screening and interview is documented and scored against criteria written before anyone is interviewed, and you see that reasoning before you meet anyone. On Alignment Engine and Blueprint engagements, that standard is your Hiring Strategy Blueprint. On Alignment Engine placements where HireSphere sources, the 12-month replacement guarantee applies.

What we can show you today: written standards, documented interviews, a ranked top 3 with the reasoning, and the 12-month replacement guarantee on Alignment Engine placements where HireSphere sources. The method is structured behavioral assessment against written anchors; not yet validated; first test at 30 placements. Three client engagements are written up, in the client's own account, on the client stories page: what each one bought, what they received, and what it cost. The deliverable itself is on the ranked top 3 demo. On the call we'll walk you through exactly what we'd do for your stage.

The Alignment Call is with one of our founders, on a round robin. Your interviews are run by our team, the people on this page. Our Global Advisory Council pressure-tests the methods behind your engagement, the criteria, questions, and evaluations, but your engagement itself stays with us.

A few focused hours at the gates: blueprint working sessions with your leadership team in the first three weeks, quick feedback turnarounds as candidates advance, and the final-round interviews only you can do. The screening, structured interviews, and documentation run on our side.

Keep them; we are not a replacement for your recruiter. The screening layer handles volume, the interview packs add documented depth, and your recruiter keeps sourcing.

Yes, that is what the screening subscription exists for: screening across every applicant, unlimited roles, $500 a month, with fair use of 15,000 applications reviewed a calendar month. Interview packs run 5, 10 and 20; above 20 candidates evaluated in one wave, the Alignment Engine is the right shape. Your partners and leaders stay out of first-round interviews while the pipeline keeps moving.

Yes, especially for executive searches. When you are replacing a sitting leader or making a hire competitors should not see, discretion is part of the design: who knows, when, and how candidates learn your name stays under your control. Tell us on the alignment call and we will structure the search for it.

Yes, both. Most of the heavy lifting runs independently on our side. Where it helps, we work inside your ATS, and when your candidate pipelines transfer at placement, everything is integrated into your ATS and tooling so the system is fully yours going forward.

A contingency recruiter is paid a percentage of salary when a seat gets filled. Our fee is flat, the evaluation is documented, and there is a 12-month replacement guarantee on Alignment Engine placements where HireSphere sources (conditions in the Service Agreement and in the answer below). The playbook we build stays with you either way.

On Alignment Engine placements where HireSphere sources, the guarantee is a 12-month replacement guarantee. It is a replacement guarantee, not a refund. We use commercially reasonable efforts to present at least 2 qualified replacement candidates within 30 days of confirming eligibility, subject to market conditions and the complexity of the Role, and we run the replacement search to the same standard as the original at no additional placement fee. The replacement search carries no additional placement fee, and no further fees fall due for it. We do not guarantee that any particular replacement will succeed, and you make every hiring decision. The guarantee applies where you terminate the hire for performance or for misalignment with the values documented in your Hiring Strategy Blueprint, and you give us written notice inside the guarantee period. Tell us within 10 business days of the termination decision, with reasonable documentation of the reasons. Tell us within 10 business days of any performance or fit concern, and give us the chance to support a fix before termination where that is reasonable. Full conditions are stated in the Service Agreement. On Interview as a Service, no guarantee, replacement, credit or refund of any kind arises, whatever the reason and whenever it occurs; you keep your unused interview units, which run 24 months from completion of the engagement, with notice at 12, 6 and 3 months, and a deadline to begin a Role rather than to complete it.

On the Alignment Engine: placed by day 60, against search-firm benchmarks of 3 to 4 months for a senior search (Talentfoot, Recruiterflow and JRG Partners, 2026). Screening runs continuously, and the Blueprint is built in parallel in the first three weeks of the engagement.

Sometimes, yes. A contingency fee is a percentage of first-year base: 15 to 25% on mid-level and director seats, and 25 to 30% on senior and VP seats (fee benchmarks: Talentfoot, Recruiterflow and JRG Partners, 2026). On a lower-salary seat that percentage can come in under our flat fee, and we will tell you so on the call. What does not change is the shape: the fee is known before you start and does not move with the salary, and the evaluation is the same written-criteria process at every salary.

Sometimes, for the right seat. What is possible depends on the seat, the market, and quick, consistent turnarounds from your team. If you need an in-demand hire fast, raise the timeline on your call.

Thirty minutes with one of our founders. We start by understanding your current state, the roles you need, and whether we're aligned. Only if we're a fit do we walk through how we'd solve your specific situation and what an engagement would look like. If we're not the right fit, we'll say so. If we are aligned, we schedule the kickoff call once payment is received and walk the full engagement timeline together.