ATS, recruiting team, and candidate outreach in a single subscription — one dashboard, one flat fee.
Your own ATS
Roles, pipeline, and candidate records you keep.
Recruiting
Sourced, screened, ranked shortlists every week.
Outreach
Campaigns and follow-ups run for you, tracked live.
Use our ATS or keep yours — you own the candidates and the final call.
Shortlist — strongest evidence on design-system ownership and B2B depth.
Straight answers
Answered here so you don't have to book a call to find out.
A flat monthly subscription. No percentage-of-salary placement fee.
Tiers are listed on the pricing page. Month-to-month, cancel anytime. No fee is triggered when a candidate we deliver is hired.
The calculator ships with editable assumptions. Nothing is baked in.
Adjust hires per year, salary band, agency fee, and internal recruiter cost. The comparison recomputes live — you can screenshot it and share.
A first ranked shortlist within 14 days of intake sign-off. Weekly refresh after that.
If a role is unusually niche, we surface that in intake — not on delivery day. No vague 'we'll get back to you' timelines.
You do. Every candidate delivered is yours to hire, keep, or archive.
No placement fee is charged for hiring a candidate we delivered — this month, next month, or a year later. Your ATS stays the source of truth.
A recruiter reviews the brief within one business day and confirms the rubric with you.
You'll see the confirmed brief, the rubric, and the sourcing plan in the workspace before any candidate is contacted. No black-box handoff.
Humans decide. AI structures the evidence, drafts the rubric, and speeds up sourcing.
Every shortlist is reviewed by a named recruiter before it reaches you. AI never sends a candidate; it prepares the file the recruiter signs off on.
Still want to talk it through? Book a Call →
$399 pilot
One role, run end-to-end: intake, sourcing and scoring, then a ranked shortlist in your dashboard. No placement fees, no commitment afterwards.
Best for: teams that need to validate candidate quality before starting a monthly subscription.
See what the pilot includesGuided intake plus a short alignment call to lock the search plan.
Multi-channel sourcing, then scoring against your rubric with evidence per requirement.
Reviewed candidates published to your dashboard, ranked, with CVs and evidence.
What you receive
Pick a candidate. The fit recommendation, requirement coverage, strengths, validations, interview prompts, and stage controls update together — the same layout your team works in every week.
Shortlist — strongest evidence on design-system ownership and B2B depth.
The live dashboard
Ranked candidates scored 0–100 across Role Fit, Evidence, Logistics and Signal — with Shortlist, Interview, Ask and Reject one tap away.
Week 2 delivery
Senior Product Designer
Senior Product Designer · 8 yrs
Lisbon, PT · Remote-friendly · Ready for review
Role Fit
96Evidence
93Logistics
88Signal
91Senior Product Designer · 7 yrs
Berlin, DE · Hybrid · Shortlisted
Role Fit
89Evidence
94Logistics
82Signal
87Senior Product Designer · 9 yrs
Remote · CET timezone · Under review
Role Fit
84Evidence
81Logistics
94Signal
78Hiring, in your pocket
The same workspace your team uses on desktop, built to work one-handed on a phone.
One-tap decisions
Shortlist, request an interview, ask a question or pass — from the candidate card, no extra screens.
Compact score summaries
A single 0–100 fit score, backed by Role Fit, Evidence, Logistics and Signal you can expand when you want detail.
Weekly delivery view
Each batch arrives as a clean, dated set — you always know what's new and what's still waiting on you.
Proof that lowers hiring risk
Three artefacts you receive on every engagement — a scored candidate, a recruiter's written judgement, and a delivery rhythm you can plan against. Samples below use anonymized example data.
Candidate A-1042
Senior Product Designer
Role Fit
96
Owned a design-system rollout across three product lines.
Evidence
93
Six years of B2B SaaS work, verifiable in the CV and portfolio.
Logistics
88
Available in 4 weeks; remote-friendly in your timezone band.
Signal
91
Consistent tenure, no unexplained gaps, promotion within the last role.
Written by the recruiter who read the CV — not generated and shipped unread.
Every narrative names what to validate — not just what looks good.
Day 1–2
Intake locked
Requirements, must-haves, and scoring weights agreed in writing.
Day 3–7
Sourcing and screening
Outreach runs; every CV is read and scored by a recruiter.
Day 7–14
First ranked shortlist
Top candidates land in your dashboard with evidence per requirement.
Every week after
Refreshed delivery
New candidates, updated scores, and your decisions logged.
What it costs
Compare package-based TaaSFlow pricing against contingency placement fees and internal recruiter loading — for your actual role mix. Numbers reference SHRM & Ashby 2025 benchmarks; adjust to your reality.
For hiring teams · ROI Calculator
Adjust the variables to compare traditional recruitment costs against the TaaSFlow model. Defaults from SHRM & Ashby 2025 benchmarks.
Total projected savings with TaaSFlow — 98% reduction.
$90K
Agency $85K · Sourcing $5K
$2.1K
Multi Position package (2–5)
Directional · SHRM & Ashby 2025 benchmarks
Operating models
All three can fill a role. They differ in who does the screening, what arrives at the end, and what it costs when you hire again.
What you receive
Contingency agency
A batch of CVs, usually with a short cover note
Sourcing tools & job boards
Access to profiles and contact data — you do the outreach
TaaSFlow subscription
Ranked, pre-screened candidates with evidence per requirement
Who does the screening
Contingency agency
The agency, using criteria you rarely see
Sourcing tools & job boards
Your team, on top of their existing workload
TaaSFlow subscription
A recruiter, against criteria you approved in writing at intake
Why a candidate ranks where they do
Contingency agency
Explained verbally, if at all
Sourcing tools & job boards
Keyword and filter matches
TaaSFlow subscription
A written fit narrative plus quotes from the CV behind every score
Where the work happens
Contingency agency
Email threads and spreadsheets
Sourcing tools & job boards
A sourcing tool your team logs into and works in
TaaSFlow subscription
A shared dashboard with pipeline, decisions and audit trail
How you pay
Contingency agency
20–25% of first-year salary, per hire
Sourcing tools & job boards
Per-seat licence, plus your recruiter's time
TaaSFlow subscription
One flat fee, independent of salary and hire count
Cost of hiring two people instead of one
Contingency agency
Roughly doubles
Sourcing tools & job boards
Same licence, double the internal effort
TaaSFlow subscription
Unchanged within your active-role band
Who owns the candidate data
Contingency agency
The agency keeps the pipeline
Sourcing tools & job boards
You, inside that vendor's tool
TaaSFlow subscription
You — candidates stay in your workspace, including the ones you pass on
TaaSFlow is not access to profiles. It is the screening work, the written judgement behind it, and the workflow to act on it — for a flat fee.
Start with a $399 pilotCase studies
A sample of the outcomes clients see after they start an intake — by industry and company type.
Hospitality
Luxury hotel group, 6 properties
Roles hired
Hotel General Manager, F&B Director, Revenue Manager, …
First shortlist in 4 days
0 missed pre-opening dates across 6 sites
Read the full storyFinance
Mid-market private equity fund, $400M AUM
Roles hired
Investment Director, Vice President, Investments, Portfolio Operating Partner, …
First shortlist in 7 days
Full team + operating partners in seat in 12 weeks
Read the full storyHealthcare
Specialty clinic network, 11 sites
Roles hired
Chief Medical Officer, Clinic Director, Head of Digital Health, …
First shortlist in 9 days
100% credential pass rate before shortlist, every time
Read the full storyThe status quo tax
None of these are hypothetical. They're the recurring line-items every operator we've spoken to describes when the search finally closes — and the reason a subscription model exists in the first place.
Old model
Contingency agency + fragmented tools
TaaSFlow
One workspace, one team, one system
Hidden agency cost
20–30% of first-year salary per hire, invoiced only when it's too late to renegotiate.
One flat monthly fee
Same tier whether you hire one candidate or five — priced upfront, cancel anytime.
Invisible sourcing work
You never see who was contacted, why, or which profiles were declined.
Sourcing shown in the workspace
Every candidate, every stage, every rubric score — visible to your team in real time.
Lost pipeline context
When the agency changes recruiter, the reasoning behind each candidate resets to zero.
Reasoning stays with the record
Evidence, notes, and stage history persist against the candidate, not the recruiter.
Repeated fees
The same candidate re-submitted next quarter triggers a new placement fee.
Reusable candidate pool
Silver-medalists remain yours. Bring them back on the next role at no additional cost.
No shared decision record
Approvals live in email threads and Slack DMs — impossible to audit later.
One decision log per role
Every stage transition is timestamped and attributable, ready for internal review.
Delayed hiring velocity
Days lost re-briefing new recruiters and re-explaining what "good" looks like.
Rubric locked in intake
The definition of a strong candidate is signed off once and reused across the search.
The old model isn't broken. It's just expensive in ways that only show up at the end of the quarter.
View PricingHow it works
Human recruiting expertise, technology-supported execution, and client visibility from open role to hiring decision.
TaaSFlow manages the sourcing and evaluation work. Your team stays in control of interviews, offers, and hiring decisions.
Inside the workspace
Every open role, ranked candidate, and decision in one place — synchronized in realtime across admin, client and candidate views.
Every action, active role, and delivery in one glance.
Built for your context
Pick your role. See exactly what TaaSFlow does for a founder, an in-house recruiter, a hiring manager, or an enterprise TA leader.
You need to hire without building an entire recruiting department.
Your on-demand sourcing and candidate-delivery team.
Delivered shortlists with evidence — you spend hours, not weeks, per role.
Built by operators
Three operators who ran hiring at scale before building a recruiting function that behaves like software.
Meet the founders →
Industries
Every intake, evidence file, and shortlist is scoped to the hiring reality of the industry — not a generic recruiter template.
Engineering, product, and platform hiring where technical depth has to be verified, not assumed.
Go-to-market and product roles for subscription businesses balancing growth and retention.
Regulated hiring where domain knowledge, licenses, and risk experience are non-negotiable.
Clinical, operations, and healthtech roles where credentials and compliance matter as much as skills.
In-house counsel and legal operations hiring with jurisdiction, matter type, and seniority scoped up front.
Quota-carrying roles evaluated against segment, cycle length, and demonstrated attainment.
HR, People, and Talent hires assessed on the operating model behind their previous programs.
Strategy, operations, and delivery consultants scoped to industry, function, and engagement scale.
Site, project, and engineering roles evaluated on project scale, safety record, and delivery history.
Investment, development, and asset management hires scoped to sector, geography, and deal size.
Operations and guest-experience leaders assessed on property type, brand standards, and P&L scope.
Recruiting capacity for agencies that need overflow sourcing without losing client ownership.
We do not publish testimonials we cannot verify. Instead we show the pattern the model produces on every role — the numbers a recruiter can defend, the steps that always run, and the artefacts your team can inspect inside the workspace.
Published per role in week 1. Ordered by requirement coverage, not opinion.
Every must-have carries a coverage score and a source line from the CV or the application.
A recruiter reviews and approves each candidate before your workspace shows them.
Requirements, weighting, and interview themes captured in a 5-step brief before sourcing starts.
A person runs the search — direct outreach and inbound review, not just an aggregator.
For each must-have, we cite the sentence in the CV or application answer that supports the score.
A recruiter reads every candidate and signs off before the workspace shows them to your team.
Under review → shortlisted → interview → offer. Same URL for you and the recruiter.
Every approval, stage move, and evidence edit is recorded and exportable.
Candidates ordered 0–100. Bands: Top fit / Strong fit / Consider.
Percent match + cited source sentence for every must-have.
Stage aging, next action, and the recruiter's note — visible on the same page.
Candidates, notes, and evidence belong to your workspace. No lock-in.
Retained-model replacement. Ranked shortlist in week 1, hire signed in week 4.
Requirements-driven search across two regulated jurisdictions with evidence per credential.
12 candidates, 5 interviewed, 1 hired — same workspace shared with the CMO throughout.
Resources
Practical guides and analysis on how hiring is actually changing — written for the people running the process.
An honest assessment of AI in recruiting — from resume parsing to predictive analytics — and where human judgment still decides.
Read articleA research-backed onboarding framework with week-by-week milestones and manager checkpoints for new hires.
Read guideWhich roles are being augmented versus automated — and how hiring teams should prioritise skills as the mix shifts.
Read analysisQuick answers
The most common questions from hiring teams before they start a first role with us.
Ready to hire?
Open a role and get evidence per requirement, a live workspace your whole team can see, and package-based pricing instead of placement fees.
Where to go next