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. Agents source and score candidates. A recruiter reviews every shortlist before you see it. You make every hiring decision.
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.
Choose a package by hiring capacity. Your role families, search timing and oversight are agreed before sourcing starts.
Above 100 positions there is no published price — we scope it with you. Everything up to that reads as an exact total on the pricing page.
- 1 position$699
A single critical hire, run end to end.
- Delivery:
- Schedule confirmed with you before work begins
- Coverage:
- One agent capacity block
- Up to 10 positions$8,000
One or two functions hiring in parallel with shared standards.
- Delivery:
- Schedule confirmed with you before work begins
- Coverage:
- Agent capacity per role family
- Up to 20 positions$15,200
Multi-business-unit hiring with executive reporting.
- Delivery:
- Schedule confirmed with you before work begins
- Coverage:
- Agent capacity plus a named account lead
- Up to 30 positions$21,600
Portfolio hiring across teams in one package.
- Delivery:
- Schedule confirmed with you before work begins
- Coverage:
- Enterprise-scale agent capacity
- Up to 40 positions$27,200
Portfolio hiring across business units.
- Delivery:
- Schedule confirmed with you before work begins
- Coverage:
- Enterprise-scale agent capacity
- Up to 100 positions$64,000
A continuous hiring programme run as one package.
- Delivery:
- Schedule confirmed with you before work begins
- Coverage:
- Enterprise-scale agent capacity
- More than 100 positionsTalk to us
Continuous hiring where volume shifts by quarter.
- Delivery:
- Schedule agreed per business unit
- Coverage:
- Scoped with you
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 agent capacity 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 agent capacity
Agent capacity aligned to each 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 role runs the same intake, sourcing and evidence review, so standards travel across teams.
What matters to this role
- Consistent scoring rubric across role families
- Requisition portfolio at a glance
- Cycle-time signals in the workspace
- Oversight 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.
- Agent capacity aligned to role families helps keep quality consistent as volume shifts.
- Every stage change is time-stamped and attributable.
Hiring Manager
The candidates you review are already defensible.
Nothing reaches your pipeline without recruiter-reviewed evidence per requirement. You spend time on interviews, not filtering CVs.
What matters to this role
- Ranked shortlist against the requirements you approved
- Evidence quotes from each CV
- Interview prompts drafted from the rubric
- A message thread with your TaaSFlow recruiter
What they see in the workspace
Role pipeline · candidate detail · evidence per requirement · fit summary · interview prompts
Why it holds up under scrutiny
- Every score is anchored to a CV quote — no black-box rankings.
- Kanban stages with validation prevent silent drop-offs.
- Feedback in the workspace can trigger another sourcing round.
Finance
Fixed package prices. No contingency surprise.
Recruiting becomes a line item you can plan. No success fees and no percentage of salary.
What matters to this role
- Published package prices, one-time per package
- Pipeline and outcomes visible in the workspace
- Candidate records you can export at any time
- One vendor instead of a spreadsheet of agencies
What they see in the workspace
Package and billing summary · pipeline and outcomes · record export
Why it holds up under scrutiny
- Pricing is published — no bespoke deal math needed to plan the quarter.
- The workspace is the report, not a stale month-end export.
- Above 100 positions we scope the package with you before anything starts.
Procurement
One vendor. Clear scope. Auditable decisions.
One accountable vendor instead of an agency panel. Every decision recorded with its reason.
What matters to this role
- One agreement covering your searches, scoped with you
- Tenant isolation and role-based access
- Decision audit trail per candidate
- A recruiter reviews every shortlist
What they see in the workspace
Access controls · decision audit · export for reviews · scoped contract terms
Why it holds up under scrutiny
- Every enterprise account is tenant-isolated — your candidates stay in your account.
- Every advance, hold, and pass is captured with a reason.
- Security documentation, integrations and service terms are scoped with you before you commit.
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 approved at intake, with 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
- Fit narratives reviewed by a recruiter
- 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 reviews every shortlist before you see it. You make every hiring decision.
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 every role family
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
Account view in the workspace, not a monthly export.
The workspace is the report. Requisition health, stage distribution, sourcing throughput and decision reasons update as work happens, and you can export your records at any time.
At-a-glance view of every open role.
Time in stage, not lagging averages.
Who moved a candidate, when, and why.
Your candidate records, exportable at any time.
Collaboration
One thread per role. No forwarded emails.
TA, hiring managers, and your TaaSFlow recruiter 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
A message thread with your TaaSFlow recruiter, 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 sourcing agents look, 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 used in scoring and recruiter review. 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 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.
A recruiter on every search
A recruiter reviews every shortlist, and you can message your TaaSFlow recruiter in the workspace.
Security review support
We support your security review during onboarding. DPAs, sub-processor lists and questionnaires are scoped with you.
We do not claim SOC 2, ISO 27001, HIPAA, or full GDPR, CCPA or PDPL compliance. See the security page for what we do and do not hold.
At enterprise volume the difference is structural: a placement fee scales with every hire and every salary. A fixed package price does not.
Flat fee vs placement fee
The same hires, without the percentage.
Example math on a $85,000 average salary and an agency fee of 20–25% of first-year salary. Both are editable examples, not industry facts. Your numbers will differ; this is illustrative, not a quote.
1 hire
$85,000 average salary
Agency fee (20–25%)$17,000 – $21,250TaaSFlow flat fee$699Pilot: one position, one per company
Difference
$16,301 – $20,551 less with TaaSFlow
3 hires
$85,000 average salary
Agency fee (20–25%)$51,000 – $63,750TaaSFlow flat fee$8,0003 hires fit inside the Up to 10 positions package
Difference
$43,000 – $55,750 less with TaaSFlow
10 hires
$85,000 average salary
Agency fee (20–25%)$170,000 – $212,500TaaSFlow flat fee$8,000Up to 10 positions package
Difference
$162,000 – $204,500 less with TaaSFlow
Examples only. Agency fees vary by market and seniority; TaaSFlow package prices are fixed and published. The Up to 10 positions package covers up to 10 positions for one total. 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.
No integration project and no data migration. Your team logs into a workspace configured for your account.
- Step 1
Scoping call
Role families, business units, expected volume, stakeholders and reporting needs.
- Step 2
Account design
Business units, hiring teams, permissions and dashboards configured to match your org.
- Step 3
Intake and calibration
Criteria and weightings approved per role family. Agent capacity assigned and oversight briefed.
- Step 4
First ranked shortlists
Your first ranked shortlist usually arrives within 5 business days of an approved role brief.
- Ongoing
Review cadence
Calibration on the first batches, then a standing review on volume, quality and cycle time.
Timing depends on the role, the market and how quickly the brief is approved. It is not a guarantee.
Enterprise
Plan hiring at volume with us.
Tell us about your role families, volume, governance and reporting needs. We scope the package with you before anything starts.
Where to go next