Enterprise
Your hiring function. Scaled. On one workspace.
Every open role, every ranked candidate, every piece of evidence — in a single account your TA, hiring managers, and executives share. Human recruiters + AI-supported structure. Flat subscription; direct handover after shortlist.
The challenge
Scale hiring breaks the tools built for one role at a time.
Fragmented pipelines
Roles live in different spreadsheets, ATSes, and inboxes. Nobody has a single view of what is actually happening.
Inconsistent criteria
Every recruiter scores differently. Hiring managers see different signals for what is supposedly the same role.
Black-box agencies
Batches of résumés arrive without evidence. Decisions rely on trust rather than what the CV actually says.
Stakeholder churn
TA leads, business partners, and hiring managers all need context — and end up reconstructing it in status meetings.
No handover story
Interviews start with no shared record of what was assessed at sourcing, so questions get repeated and time is lost.
Reporting after the fact
Cycle time and stage health are calculated retroactively from stale exports rather than a live account view.
Hiring volume
How the model scales with your requisition count.
Capacity is expressed in active roles, not headcount promises. Volume can move up or down between review cycles — save 10% with annual commit.
- 2–5 active roles$7.0K
A single function hiring steadily — usually one hiring manager group.
- Cadence:
- Weekly ranked delivery
- Coverage:
- One recruiter pod
- 6–15 active rolesFrom $7.5K
Two or three functions hiring in parallel with shared standards.
- Cadence:
- Weekly delivery per role family
- Coverage:
- Pod per role family
- 16–40 active rolesFrom $15.0K
Multi-business-unit hiring with executive reporting.
- Cadence:
- Twice-weekly delivery on priority roles
- Coverage:
- Pods plus a named account lead
- 40+ or continuous hiringCustom
Programme hiring where volume shifts by quarter.
- Cadence:
- Cadence agreed per business unit
- Coverage:
- Programme team
Bands are indicative. Your plan is scoped to your role families and approved before anything starts.
The operating model
One account. Many searches. Same standard of evidence.
An enterprise account is structured around your organization — business units, role families, and hiring teams — with recruiter pods aligned to them. Every search follows the same intake, sourcing, and ranked-delivery workflow, so standards travel across roles instead of resetting per requisition.
Account structure
Business units, teams, and hiring managers modeled explicitly so requisitions, permissions, and reporting line up with how you actually operate.
Aligned recruiter pods
Dedicated pods per role family or business unit. Standards stay consistent as volume changes and new requisitions open.
One workspace, many pipelines
Every open role is a separate pipeline inside the same Client workspace — no context switching between tools per requisition.
Stakeholder view
Pick your seat at the table.
The same account looks different depending on who is signed in. Choose your role to see what the workspace shows you, what matters to you, and why it holds up in review.
Talent Acquisition Leader
One portfolio. Same standard across every requisition.
Every open role runs the same intake, sourcing, evidence review, and ranked delivery — so standards travel across teams instead of resetting per requisition.
What matters to this role
- Consistent scoring rubric across role families
- Requisition portfolio at a glance
- Cycle-time signals live, not lagged
- Named pod owners per role family
What they see in the workspace
Requisition portfolio · rollups by business unit · stage distribution · decision audit
Why it holds up under scrutiny
- Same intake → same rubric → same evidence bar for every requisition.
- Recruiter pods aligned to role families keep quality consistent as volume shifts.
- Every stage change is time-stamped and attributable.
Multi-role visibility
Every stakeholder sees the same picture.
TA leaders see the full requisition portfolio. Hiring managers see their own pipelines. Business partners see progress across their org. Nobody is stuck asking a recruiter for a status update in a DM.
- Requisition portfolio view for TA leadership
- Role-scoped pipelines for hiring managers
- Business-unit rollups for people partners
- Role-based access so people see the pipelines they own
"Led the design system for a 40-engineer B2B SaaS across two product lines" — recruiter note, sourced from CV.
Ranking & evidence at scale
Every candidate. Every requirement. Every role.
Candidates arrive scored against the requirements your team actually approved at intake — with recruiter-written fit notes and quotes from the CV that make the score defensible in a hiring committee.
- Role-specific scoring aligned to your intake
- Evidence per requirement, not one blanket score
- Recruiter-written fit narratives
- Same standard applied across every role
The controls behind every shortlist.
Approved criteria before sourcing
No search starts until must-haves, nice-to-haves and weightings are signed off in writing at intake.
Every claim quoted from the CV
Each score line carries the source text it came from, so a hiring committee can check the reasoning.
Human review before delivery
A recruiter reads and signs off every shortlist. Nothing reaches your dashboard unread.
Rescoring when the role changes
Change the brief and affected candidates are flagged for re-review rather than left on a stale score.
Consistent rubric across pods
The same role family is scored against the same rubric version, whichever recruiter runs the search.
Reasons captured on every decision
Advance, hold and pass all require a reason code, which feeds calibration for the next batch.
Transparency & reporting
Live account view — not a monthly export.
The workspace is the report. Requisition health, stage distribution, sourcing throughput and decision reasons update as work happens — and everything is exportable for board reviews and internal reviews.
At-a-glance view of every open role.
Time in stage, not lagging averages.
Who moved a candidate, when, and why.
Board-ready and internal-review outputs.
Collaboration
One thread per role. No forwarded emails.
TA, hiring managers, and the TaaSFlow pod work in the same workspace with the same context. Decisions and reasons are captured next to the candidate they apply to — not lost in email threads.
In-workspace messaging
Direct thread with your recruiter pod, scoped per role. No side channels.
Multi-manager assignment
Assign multiple hiring managers per requisition with role-based access.
Shared decision record
Every advance, hold, and pass is recorded with the reason — visible to your team.
Regions served
Where we source, and how location is enforced.
EMEA
UK, EU-27, EFTA and select MENA markets, with local time-zone screening and language filters.
Americas
North America, LATAM and the Caribbean, with time-zone-aligned pipelines for cross-region teams.
APAC
Australia, New Zealand, India, Singapore and Southeast Asia, with explicit local-hours filters.
Time-zone and right-to-work constraints are captured at intake and enforced in scoring, so a candidate who cannot legally or practically work the role never reaches your shortlist. More on global coverage
Security & support
Compliance and privacy posture, stated plainly.
What holds today, and what gets confirmed in writing before you sign.
Tenant isolation by default
Every account is isolated at the database layer. Your candidates and pipelines are never visible to another tenant.
Least-privilege access
Access is scoped to business unit, team or requisition, and candidate contact details are released deliberately, not by default.
Consent captured at source
Candidates apply directly and consent to processing. CVs are stored as PDFs in private storage with time-limited access links.
Audit trail on record changes
Score changes, decisions, releases and exports are logged with actor and timestamp for internal review.
Data subject requests
Candidate export and deletion requests are handled on request, including removal from active pipelines.
Scoped in your review
DPAs, sub-processor lists, retention windows and security questionnaires are completed during onboarding.
Role-based access
Access scoped to business unit, team, or requisition. People see what they own — and only that.
Named recruiter contact
You always know who to talk to. Your recruiter pod is a direct message in the workspace — not a ticket queue.
Security review support
We complete your questionnaire, DPA and sub-processor review as part of onboarding, not after go-live.
Specific security certifications, integrations, and support SLAs are confirmed during your enterprise consultation and scoped to your account.
At enterprise volume the difference is structural: a placement fee scales with every hire and every salary. A subscription does not.
Flat fee vs placement fee
The same hires, without the percentage.
Example math on a $95,000 average salary and a typical agency fee of 20–25% of first-year salary. Your numbers will differ — these are illustrative, not a quote.
1 hire
$95,000 average salary
Agency fee (20–25%)$19,000 – $23,750TaaSFlow flat fee$399Pilot — single position
Difference
$18,601 – $23,351 less
3 hires
$95,000 average salary
Agency fee (20–25%)$57,000 – $71,250TaaSFlow flat fee$2,100Multi Position (2–5 roles)
Difference
$54,900 – $69,150 less
10 hires
$95,000 average salary
Agency fee (20–25%)$190,000 – $237,500TaaSFlow flat fee$4,500Hiring Sprint (6–10 roles)
Difference
$185,500 – $233,000 less
Examples only. Agency fees vary by market and seniority; TaaSFlow package prices are fixed and published. The flat fee covers the search — you are never charged a percentage of salary when someone is hired.
Implementation timeline
From first call to first shortlist in weeks, not quarters.
No integration project, no data migration, no implementation fee. Your team logs into a workspace that is already configured.
- Week 0
Scoping call
Role families, business units, expected volume, stakeholders and reporting needs.
- Week 1
Account design
Business units, hiring teams, permissions and dashboards configured to match your org.
- Week 1–2
Intake and calibration
Criteria and weightings approved per role family. Pods assigned and briefed.
- Week 2–3
First ranked shortlists
Delivery begins in the workspace, 7–14 days from an approved brief.
- Ongoing
Review cadence
Calibration on the first batches, then a standing review on volume, quality and cycle time.
Timings assume criteria are approved on schedule; scoping calls are usually booked within a week.
Enterprise
Build an enterprise recruiting plan.
One call to scope role families, volume, governance and reporting. You get a written plan before anything starts.
Where to go next