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TaaSFlow

Case studies

Results, visualized.

Six engagements across hospitality, finance, healthcare, tech, consumer, and industrial — with a global operating footprint and evidence-scored shortlists every time.

Positions delivered
175+
Cities engaged
18
Median time to shortlist
7d
Client shortlist rating
9.1/10
12-month retention
92%
Offer acceptance
86%

Active or recent engagements represented on this page

  • 3 hospitality groups
  • 2 PE funds
  • 1 clinic network
  • 1 Series C platform
  • 1 DTC scale-up
  • 1 industrial group

Every engagement runs the same 4 stages

  1. Stage 1

    Intake

    Role evidence map

  2. Stage 2

    Source

    Global sourcing pool

  3. Stage 3

    Score

    Evidence-based shortlist

  4. Stage 4

    Close

    Offer + onboarding

Hospitality

Luxury hotel group, 6 properties

Europe · Middle East

Staffing a luxury hotel group across 6 properties

42

Positions filled

across 6 properties

6d

Time to shortlist

median per role

88%

Offer acceptance

shortlist → hire

91%

12-mo retention

of placements

Client situation

Pre-opening pipeline for 6 flagship properties. Front-of-house, F&B leadership, revenue management, spa — all under one calendar with a hard opening date.

Roles needed

  • Hotel General Manager
  • F&B Director
  • Revenue Manager
  • Executive Chef
  • Spa Director
  • Front Office Manager
  • Director of Sales
  • Rooms Division Manager

Timeline to first shortlist (4 days)

  1. 1Day 0

    Intake · 6 briefs captured

  2. 2Day 4

    First evidence-scored shortlists

  3. 3Day 12

    First 8 offers signed

  4. 4Day 84

    All 42 roles closed

Outcome — what happened after they paid

0 missed pre-opening dates across 6 sites

After sign-off, parallel intake ran across all 6 properties on a shared, location-scored candidate pool. All 42 roles closed by Day 84 with zero missed pre-opening dates, and 91% of placements were still in seat 12 months later.

"TaaSFlow ran six pre-openings in parallel without a single missed calendar. We stopped reading CVs — we read evidence."
Group Talent Director
European hospitality group
Finance

Mid-market private equity fund, $400M AUM

Americas · APAC

Building a mid-market private equity investment team

18

Positions filled

senior + operating

21

Days to first hire

signed offer

9.1/10

Shortlist quality

client rating

44%

Diversity mix

underrepresented

Client situation

A newly-raised $400M fund needed a senior investment team stood up in 12 weeks, plus operating partners across two portfolio companies.

Roles needed

  • Investment Director
  • Vice President, Investments
  • Portfolio Operating Partner
  • Head of Value Creation
  • Senior Associate
  • Deal Origination Lead
  • Head of IR

Timeline to first shortlist (7 days)

  1. 1Day 0

    Fund charter → role scoping

  2. 2Day 7

    First shortlist delivered

  3. 3Day 21

    First signed offer

  4. 4Day 84

    Full team + operating partners in seat

Outcome — what happened after they paid

Full team + operating partners in seat in 12 weeks

Deal-experience evidence scoring and reference validation were built into the shortlist gate. The IC signed its first offer by Day 21 and had the full investment team plus operating partners in seat by Day 84.

"The shortlists were dense with deal evidence, not resumes. Our IC could go straight to reference conversations by week two."
Founding Partner
Mid-market PE fund
Healthcare

Specialty clinic network, 11 sites

Europe · North America

Scaling a multi-site clinical network

34

Positions filled

clinical + ops

100%

Credential pass

pre-shortlist gate

94%

Retention @ 12mo

of placements

11

Sites covered

across 3 countries

Client situation

A specialty clinic network needed clinical, operational, and digital-health leadership across 11 sites — with credentialing verified before shortlist.

Roles needed

  • Chief Medical Officer
  • Clinic Director
  • Head of Digital Health
  • Director of Nursing
  • Head of Patient Operations
  • Regulatory & Compliance Lead

Timeline to first shortlist (9 days)

  1. 1Day 0

    Credential taxonomy locked

  2. 2Day 9

    First site director shortlisted

  3. 3Day 30

    8 sites fully staffed at leadership

  4. 4Day 120

    All 11 sites live

Outcome — what happened after they paid

100% credential pass rate before shortlist, every time

Every shortlisted candidate had board certifications, licensure, and patient-outcome evidence verified before the client opened a profile. 8 of 11 sites were fully staffed at leadership level by Day 30; all 11 were live by Day 120.

"Every shortlisted candidate had verified credentials before we spoke to them. That alone gave us back six weeks per hire."
Chief People Officer
Specialty clinic network
Technology

Series C infrastructure platform company

North America · Europe

Series C platform team — engineers, PMs, and design

27

Positions filled

eng · PM · design

3.2x

Interview-to-offer

vs. prior baseline

62%

Pass through loop

shortlist → onsite

48%

Diversity mix

underrepresented

Client situation

A Series C infra platform company needed to double engineering and stand up a product-led design org in two quarters, without diluting their bar.

Roles needed

  • Staff Engineer, Platform
  • Principal PM
  • Head of Design
  • Engineering Manager
  • Senior Backend Engineer
  • Design Systems Lead

Timeline to first shortlist (5 days)

  1. 1Day 0

    Skill graph + rubric locked

  2. 2Day 5

    First shortlist across 3 tracks

  3. 3Day 42

    12 offers signed

  4. 4Day 90

    Full 27 seats closed

Outcome — what happened after they paid

3.2x faster interview-to-offer than their prior baseline

Skill-graph evidence scoring on real project artifacts (PRs, RFCs, portfolios) fed structured, standardized panels across regions. 12 offers were signed by Day 42, and all 27 seats were closed by Day 90.

"The candidate loop finally felt like engineering — evidence in, decisions out. We stopped debating vibes and started debating trade-offs."
VP of Engineering
Series C infra company
Consumer & Retail

DTC consumer brand, omnichannel scale-up

Europe · Americas

Scaling a DTC brand into omnichannel retail

23

Positions filled

commercial + ops

31d

Median time-to-hire

brief → signed

-42%

Cost-per-hire

vs. prior agency

4

Markets opened

in 9 months

Client situation

A fast-growing DTC brand needed leadership across retail expansion, supply chain, brand, and performance marketing — while protecting margin discipline.

Roles needed

  • Chief Retail Officer
  • VP Supply Chain
  • Head of Brand
  • Director of Performance Marketing
  • Head of Category
  • Regional GM

Timeline to first shortlist (6 days)

  1. 1Day 0

    Growth plan → role map

  2. 2Day 6

    First commercial shortlist

  3. 3Day 45

    Retail leadership in seat

  4. 4Day 180

    4 new markets operational

Outcome — what happened after they paid

Cost-per-hire down 42% vs. their prior agency

Every senior shortlist required documented category ownership, margin, and channel results at comparable scale. Retail leadership was in seat by Day 45, and 4 new markets were operational within 9 months.

"We halved our cost per senior hire and doubled offer acceptance. The shortlists actually understood our margin model."
Chief Executive Officer
DTC consumer brand
Industrial & Energy

Heavy-industry group, low-carbon division

Europe · Middle East · APAC

Energy-transition leadership across 3 continents

31

Positions filled

engineering + commercial

9

Sites staffed

on 3 continents

7d

Time to shortlist

median per role

84%

Offer acceptance

shortlist → hire

Client situation

A heavy-industry group building out a low-carbon business needed engineering, EPC, and commercial leadership across sites on three continents.

Roles needed

  • Head of Low-Carbon Projects
  • VP Engineering
  • EPC Program Director
  • Commissioning Manager
  • Head of HSE
  • Commercial Director

Timeline to first shortlist (10 days)

  1. 1Day 0

    Program charter · 3 regions

  2. 2Day 10

    First regional shortlists

  3. 3Day 60

    18 senior seats filled

  4. 4Day 150

    All 31 roles closed

Outcome — what happened after they paid

9 sites staffed across 3 continents in 5 months

Safety records, EPC delivery track record, and commissioning experience were mandatory shortlist gates. 18 senior seats were filled by Day 60, and all 31 roles across 9 sites were closed by Day 150.

"The shortlist gate for safety and EPC delivery experience is what won us the confidence of our board."
Group HR Director
Industrial energy group

Outcomes

Numbers that show up in the client's own dashboard.

  • 3.2x

    faster interview-to-offer than the client's prior baseline

  • -42%

    lower cost-per-hire vs. previous agency engagements

  • 62%

    shortlist → onsite pass-through across technical loops

  • 100%

    credential-verified before shortlist in regulated verticals

  • 44-48%

    underrepresented representation on senior shortlists

  • 0

    missed pre-opening dates across six hospitality sites

Global reach

Three regions, eighteen cities,
one shortlist standard.

One workspace, one evidence model — applied consistently whether the role sits in Zurich, São Paulo, or Tokyo.

7

EMEA

5

AMER

6

APAC

  • London·EMEA
  • Zurich·EMEA
  • Paris·EMEA
  • Madrid·EMEA
  • Lisbon·EMEA
  • Dubai·EMEA
  • Riyadh·EMEA
  • New York·AMER
  • Toronto·AMER
  • Miami·AMER
  • São Paulo·AMER
  • Mexico City·AMER
  • Singapore·APAC
  • Hong Kong·APAC
  • Sydney·APAC
  • Tokyo·APAC
  • Mumbai·APAC
  • Seoul·APAC
Metrics reflect aggregate delivery performance across representative TaaSFlow engagements in each vertical. Testimonials are attributed to the role and organization type; named case studies with written client approval are added individually as each client signs off on attribution.

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