Job post to signed offer in under 21 days on average. Sourcing, screening, and interviews handled by your dedicated recruiter.
Recruiting lead owns your open roles. HR advisor handles comp benchmarking + offer letter language. Client success lead keeps the hiring-manager loop tight.
Five-phase cycle. Your recruiter runs every phase; you approve the hire and hand off to onboarding.
Scope the role with the hiring manager: responsibilities, comp band, must-haves vs nice-to-haves, interview panel, timeline.
Job posting across boards + sourcing outreach. Resume screening + initial recruiter phone screen. Only qualified candidates reach the hiring manager.
Scheduling, prep briefs, debriefs. Interview team stays aligned. Candidate experience stays professional.
Offer letter drafted with defensible comp language. Negotiation handled on your behalf. Background + reference checks initiated.
Once offer accepted, the new hire flows into digital onboarding (I-9, W-4, benefits, HRIS) automatically. No handoff gap.
Questions about the process? Let’s talk →
Not a req queue. Not a generic inbox. Your recruiter, your open roles, your timeline.
ROLE INTAKE + COMP
Intake call with the hiring manager: responsibilities, must-haves, interview panel, timeline. Comp band benchmarked against salary-survey data for your geo + industry.
BenchmarkedComp band · your geo + industry
JOB DESCRIPTION
Drafted from your intake and comp benchmarking. Reviewed for ADA-compliant language, inclusive phrasing, accurate minimum qualifications. You edit; we finalize.
ReviewedADA-compliant · inclusive-language check
POSTING + SOURCING
Indeed, LinkedIn, ZipRecruiter, industry-specific boards. Active sourcing via LinkedIn Recruiter, GitHub for technical roles, specialty platforms where your talent actually is.
10+Boards + active outreach · no AI spam
SCREEN + COORDINATE
Every applicant screened. Phone screens run by your recruiter. Only qualified candidates reach the hiring manager. Scheduling, prep briefs, and debriefs handled.
<21 daysAvg post-to-offer · IC and lead roles
OFFER + NEGOTIATION
Offer letter drafted with defensible comp language and state-specific disclosures. Negotiation handled on your behalf. Background and reference checks initiated in parallel.
DefensibleOffer language · state-compliant
ONBOARDING HANDOFF
No handoff gap. Offer acceptance triggers the digital onboarding workflow: I-9, W-4, direct deposit, benefits. Same platform, zero re-entry, day-one productive.
Zero re-entryOne platform · offer to first paycheck
Send us one role description. Your recruiter drafts the job post, benchmarks comp, proposes a 21-day plan, and shows you where they’d source. On the call.
“Scaling from 40 to 62 people in 14 months tested every HR system we had. VertiSource HR integrated with our HRIS, stood up recruiting support, and built offer letters and comp bands that hold up today. It felt like gaining a 3-person HR team.”
Accepted offer triggers onboarding. Candidate record flows into HRIS. Start date sets payroll + benefits eligibility clocks. Zero re-entry.
Offer acceptance triggers the digital onboarding workflow. New hire receives portal access + task queue before day one.
Candidate record (role, comp, start date, reports-to) becomes the employee record. No data re-entry.
Start date + hours set the benefits-eligibility clock; open-enrollment window + ACA measurement-period noted.
Want this for your team? Let’s talk →
Still have a question? Let’s talk →
Talk to recruiters who’ve filled roles for 500+ employers across all 50 states. Dedicated. Integrated. Accountable.
