Most companies have not worked with an embedded recruiting partner before. A conversation does not show what is different about the model. A week of real work does.
FoundHuman uses the vocabulary of agency recruiting: sourcing, vetting, shortlisting, and candidate management. The structure is closer to an internal recruiting team. The difference is hard to convey on a sales call. It becomes legible during the first week of work.
We have run this model for ten years in one vertical. We know what a week of our work produces and we are willing to show it to a company that has not used an embedded partner before. Most pilots continue into a full engagement. Some do not, which is a clean answer to a question both sides should ask early.
The pilot proves itself in one week of real work. It is the most credible way to show a method that has no obvious comparable in the market.
A calibrated scorecard for your live role, signed off by every hiring manager on the loop. If your managers disagree about what good looks like, we find that out on day one, on our clock, not in week three with a real candidate in the room.
The full talent-cost analysis: what the market pays, where the people are, how long it will actually take.
By day five: the first verified candidates in your portal, or a market read that tells you exactly how scarce the role is and what it will take to land it. Either way you know more in week one than most searches admit by month one.
Start a slot within 30 days and the full $2,500 credits against your first charged month (one credit per company: this one or the Rebuild's, whichever you used).
The same operating cadence as any other engagement, scoped to a single working week. No multi-call sales process before the work begins.
Fifteen minutes. You describe the role and the situation. We describe how we would run it.
Thirty to forty-five minutes with your hiring lead. We pressure-test the scorecard against the actual mandate before sourcing begins.
Five business days. Sourcing across three channels, scored against the rubric, with progress visible in your portal as it happens.
End of week. Pipeline review, candidate readouts, and comparative notes against the bar you set in calibration.
The scorecard, the talent-cost analysis, and the candidate notes are yours at the debrief. Continuation is optional.
A fifteen-minute call is the only thing required to begin. We use it to learn the role and the situation, then agree on whether the pilot makes sense and when to start.