Solutions
You keep the parts of hiring you are good at. We take the rest.
Some teams hand over a requisition and want it filled. Some have recruiters and need one stage covered. Both are normal, and the methodology is the same either way.
How we work
Three things that do not change.
Start with one role.
Nobody should sign a retainer for a service they have not seen work. Every engagement we have starts as a single live requisition, and it is fine if it ends there.
Take only the parts you want us to.
We are not trying to replace your recruiting team. Several of our clients have good recruiters who were simply short of hours on one stage.
The decision stays with you.
We narrow the field and hand over the evidence behind every name. Nobody at CognityHire has ever made a hiring decision for a client, and that is deliberate.
Engagement models
Who runs which part of the search.
Every model below runs the same methodology. What changes is how much of it we take off your hands. The final decision is yours in all of them.
We run the search
You agree the brief and make the final call. Everything between those two points is ours.
Define the role
Together
Source
CognityHire
Screen and match
CognityHire
Validate
CognityHire
Decide
Your team
That split applies to all 5 models below
Managed Hiring
Per role, brief to offerA role you need filled properly and no capacity to run the search yourself.
Executive Hiring
Per role, longer discoveryLeadership appointments where the cost of getting it wrong is a year.
Dedicated Hiring Team
A quarter or more, named teamSustained volume, with the same recruiters who already hold the context.
Project Hiring
Fixed scope, fixed windowA cluster of roles for one programme, against one deadline.
GCC Hiring Support
Multi-role, phasedStanding up or scaling a capability centre in India.
You run it, we cover a stage
Your recruiters keep the relationship and the brief. We take the part they are short on.
The split differs per model
Recruitment Process Support
Per stage, alongside your teamYou have a recruiting team that is short on sourcing and screening capacity.
Define the role: Your team. Source: CognityHire. Screen and match: CognityHire. Validate: Together. Decide: Your teamDefine the role
Your team
Source
CognityHire
Screen and match
CognityHire
Validate
Together
Decide
Your team
Staff Augmentation
Per placementContract capacity where speed matters more than a long search.
Define the role: Your team. Source: CognityHire. Screen and match: CognityHire. Validate: Your team. Decide: Your teamDefine the role
Your team
Source
CognityHire
Screen and match
CognityHire
Validate
Your team
Decide
Your team
And how it is contracted
- Managed Services
- An agreed scope of hiring over a period, run by us and reported on.
- Time & Material
- Recruiter capacity by the day, directed by you.
- Fixed Price
- A defined set of roles at a price agreed before we start.
Pricing depends on the roles and the volume, so it is a conversation rather than a table. Ask us
Outcomes
Whichever model you pick, this is what you get back.
Interviews your team runs per hire
15–204–5
The shortlist arrives already validated, so your interviews decide rather than screen.
Wait for the first profiles
3–5 days20–40 hrs
The role is worked out once, up front, then reused for every candidate on it.
Rejected at your first screen
25–40%Under 10%
Candidates reach you matched against the definition you actually agreed to.
CognityHire delivery benchmarks, against commonly cited industry ranges.
- Evaluation that holds up
- Every candidate assessed against the same criteria at the same depth, so your comparisons mean something.
- Evidence you can reopen
- Each recommendation points back at what produced it, months later, when someone asks why.
- An engagement you can change
- Start with one role, move models when your volume changes, stop when it suits you.
The full argument for why this works sits on the Hiring Intelligence page.
What we recruit for
Five kinds of search, eight kinds of business.
- Executive Hiring
- Leadership and board-adjacent appointments.
- Technical Hiring
- Engineering, data, infrastructure and product roles.
- High-Volume Hiring
- Repeatable roles where consistency is the hard part.
- Campus Hiring
- Early careers, assessed against capability rather than pedigree.
- Hiring Transformation
- Fixing how your team hires, not just filling the seat.
Industries we work in
- Technology
- Banking & Financial Services
- GCCs
- Consulting
- Engineering
- Product Companies
- Manufacturing
- Retail
Enterprise and GCC
Standing up a capability centre, or scaling one, means hiring against a plan rather than a requisition. We run those as a phased programme with a named team, and the same evidence comes out at the end of every role in it.
Pilot engagement
One role, start to finish, before anything else.
A pilot is not a trial version of the service. It is the service, run once, so you can judge it on what it produces rather than on what we have told you.
Discovery
What you are hiring for, what has gone wrong so far, and who has to agree.
Role understanding
The business problem written down and signed off before anyone is sourced.
Hiring strategy
Where the people are, what the market pays, and what will actually land.
Execution
The search runs. You see candidates with the evidence behind each one.
Review
What worked, what did not, and what we would change on the next role.
Scale
If it worked, we agree how the next set of roles runs. If it did not, we say so.
Before you ask
The five we get every time.
Do we need to replace our recruiters?
No, and most clients do not. Recruitment Process Support exists precisely for teams who want to keep their recruiters and hand over the part they are short on. The people running your searches usually know your business better than we will for the first month.
Can we use only one product?
Yes. The products are built around stages of the methodology and work independently. Plenty of teams start with interview validation alone because that is where their process hurts most.
Can we start small?
That is the way we would rather you started. One live role, run end to end, so you can judge the evidence it produces before committing to anything larger.
How long does a pilot take?
It depends on the role, and anyone who quotes you a number without asking what you are hiring for is guessing. A senior specialist search takes longer than a mid-level one. We will give you a realistic window in the first conversation.
Can you integrate with our existing hiring process?
Usually. We work inside your ATS and your interview loop where it makes sense, and we will tell you plainly which parts of your current process we think are costing you candidates.
Which model fits
Tell us how you hire today, and we will say which of these fits.
Who does your sourcing now, where the process stalls, and how many roles you have open. That is enough for us to point at one of the models above, or to tell you that none of them is what you need.