The Staffing Engagement Blueprint
Our repeatable rhythm from intake call to a placed, productive contractor.
For programme leaders and resourcing managers
Every staffing engagement we run follows the same rhythm. It is opinionated, it forces the hard questions early, and it ends with someone doing the work — not with a longer resume pile.
Step 1 — Intake and requirement clarity
A working session with the hiring manager. Ninety-day outcome, must-haves, disqualifiers, hiring model, rate range and interview availability, all written down and agreed.
Step 2 — Sourcing the market
Our network, prior placements and active search across the specialties the role touches — SAP, Cloud, ServiceNow, Salesforce and adjacent enterprise IT skills.
Step 3 — Persona Recruit screening
Candidates ranked and scored against the structured requirement, with the evidence behind each score attached for review.
Step 4 — Recruiter validation
Our recruiters interview the top candidates, confirm availability, rate and motivation, and write the summary your hiring manager reads.
Step 5 — Shortlist and interviews
A short, explained shortlist rather than a long list. We coordinate scheduling, keep candidates warm, and turn feedback around quickly.
Step 6 — Onboard, deploy, review
Paperwork and access cleared, start date confirmed, then a check-in rhythm through the first weeks — and a conversion conversation when the fit is proven.
- Clarity at intake sets the whole timeline
- Screen with Persona Recruit, validate with recruiters
- Short explained shortlists, not long lists
- Onboarding cleared before the start date
Ready to staff your next IT team?
Share your open roles and timelines. We'll map a staffing plan and put Persona Recruit to work on your shortlist.