The traditional recruitment agency is obsolete. Long live the 'Talent Partner'!

First things first.

We believe that there is a better way of recruiting, one that creates value for the candidate, the company and also for recruiters (external headhunters or internal TAs), whose profession must evolve. 

We believe that by placing a "talent agent" (our Talent Partner) within companies, who focuses on recruitment and team development, the human value thus created for talent will also be transformed into economic value for companies: more engaged employees and a drastic reduction in turnover.

We believe that to achieve this transformation, we need to rethink the system in depth, change the business model (from a transactional model to a subscription model), review the recruiters' missions and enrich their roles.

We believe that such a transformation can only take place with the arrival of a new player capable of bringing all stakeholders (talent, managers, executives) on board. We want to be that player, in the form of a "one-stop-shop" for talent.

"More than RPO, your Talent Partner!" What does this mean?

It's hard to recruit top talent on a large scale. This is even truer when your capacity is limited and you're forced to rely on third-party recruiters who are unfamiliar with your brand, culture and processes.

But for growing companies, or those needing to accelerate their digital transformation, there was no real alternative. They need to fill dozens or even hundreds of positions quickly, but internal capacity constraints force them to call on additional resources to meet their recruitment targets. That's where we come in.

We found that these companies needed a more flexible and effective way of developing their teams on a large scale. 

• A model where recruiters become fully integrated into organizations, adopting their brand and culture. 
• A model where companies can grow through a transparent subscription rather than paying hunting fees.
• A model in which in-house talent acquisition teams can increase or reduce their resources without impacting their workforce.
•  An evolving model - unlike the traditional recruitment agency or recruitment firm. 

In short, we're moving away from the traditional (not to say purring) model, and adopting a more flexible, scalable solution that we simply call "in-house".

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In this integrated model, you pay a monthly fee to have our recruiters fully integrated into your organization. Your dedicated team will help you develop your talent strategy, define recruitment roadmaps and set up an infrastructure that enables you to recruit better ("Talent Machine").

This means you never pay for the individual positions we fill.

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 On the contrary, we believe in adopting your brand and eliminating commissions to focus on what really matters: developing your teams with the best talent. 

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We operate on an integrated model that offers acquisition talent teams all the benefits of an in-house team, but with the flexibility, cost savings and expertise of an external partner. A model that sets a new standard for large-scale recruitment.

How does it work?

The traditional recruitment agency model is obsolete, and we operate on a new model where you pay a monthly fee to have a team of recruiters fully integrated into your organization. Sounds simple enough. But how does it actually work? What's the impact on your organization? How do we ensure that our recruiters add value and deliver different results?

Integrating a Talent Partner

When you partner with us, you benefit from a tailor-made team of talent acquisition experts. Your team members have been selected because they have experience in similar sectors or roles, and are well-equipped to meet your unique challenges. Your team will spend the first few days of our partnership in an introductory phase. During this period, we meet with your in-house talent team and/or key people to learn more about your industry, your growth objectives and your internal processes.

We also take the time to define key performance indicators and objectives for our team to align our expectations and set quantifiable targets. This phase combines employee onboarding and expectation management so that our recruiters understand who you are, the space in which you operate and the goals they are pursuing. By integrating into your organization as an ordinary employee would, we better understand how you work today and where we can add value. It also gives us a better understanding of your corporate culture, so we can better position your mission, vision and offering in the candidate market. Once you've met the team, clarified objectives and respected certain business rules, we get down to work.

Conduct an audit and launch the kick-off

After the launch phase, we get down to work. We start by organizing recurring meetings, devising search strategies and conducting in-depth analysis of your current recruitment and onboarding processes. Rather than blindly chasing talent, we take the time to learn what works well and what doesn't in your talent management.

These first steps enable us to develop customized solutions to address structural issues and maximize your return on talent investment. We believe it's essential to analyze the state of your current recruitment ROI, but we understand that to evolve, you need to act quickly. That's why we carry out our Talent check-up at the same time as our recruitment. Another reason why we do the audit and recruitment simultaneously is that we believe the best way to see what's working and what's not is to get in on the ground floor right from the start. By immersing ourselves in your current workflows, we can identify areas for improvement and build on your current strengths with confidence.

By the end of the first month, you can expect to have a thorough audit of your talent management function, a proposed improvement plan, qualified candidates for interviews and a defined roadmap for hiring.

Building & scaling

Once we've set up the partnership for success, we move on to the nitty-gritty of implementation. Because the impact of our integrated model is long-term, this stage of our partnership focuses primarily on project management, delivery, feedback and data analysis. Unlike traditional recruitment agencies that operate outside your internal teams, we work as a true partner to stay in tune with your core needs and build game-changing teams together. So, if your objectives and priorities change, we change with them, so that our services remain aligned with your core strategy.

Acting as an extension of your in-house team, we manage several recruitment processes from A to Z.

But what exactly does "from A to Z" mean? It means that we work together to find a recruitment process that sets you on the path to success and fits seamlessly into your current workflows. While every company has a unique recruitment process, a typical A to Z project might look something like this: carry out job analyses, implement search strategies, qualify candidates through sourcing hours, manage client communication, develop case studies, participate in interviews, train hiring managers, carry out reference checks and send out offers. In addition to A to Z management, we collect, analyze and act on critical data, such as time to hire, cost per hire and diversity, to become more efficient in every process. Our aim is to make our collaboration intuitive and transparent, which is why we store all project data and documents in a shared workspace (Notion or soon on Monday). Our shared workspace allows any team member to track project progress, access documents and analyze data in real time - creating a seamless workflow for all.

To conclude...

While we work hard to achieve your recruitment goals, we don't just fill roles and leave. Instead, our Talent Partners act as strategic advisors, working to equip your team with toolkits, playbooks and workflows to help you evolve, even after our partnership ends. Your in-house team is tailor-made to meet your specific recruitment needs, which means your team evolves along with your hiring requirements. So, when your renewal period comes to an end, you have the option of increasing or reducing your team to align it with your hiring roadmap. Then, once you feel ready to manage recruitment on your own, we can fully integrate your team to continue your growth with filled roles, ready playbooks and reduced costs.

Shall we talk?