For HR and talent teams
Not an agency. Sourcing capacity for your team at a flat fee.
Your team owns the hiring process. TaaSFlow takes on the first, slowest part of it: finding candidates and scoring them against criteria you approve. You get a ranked shortlist of up to 10 candidates, and every score comes with its evidence.
Last updated: 7 October 2026
Where HR and talent teams lose time
Most of a recruiter's week on an open role goes to the top of the funnel: posting, searching, reading applications and chasing replies. That work has to happen before a hiring manager sees anyone worth interviewing, and it competes with everything else on your plate.
The usual ways to get more capacity each have a catch. A contingent agency charges when a hire is made and rarely shows how it got there. An extra recruiter on the payroll is a long commitment for work that comes in waves. An applicant tracking system stores records but does not find or score anyone.
What your team gets
TaaSFlow runs the sourcing and screening for the roles you choose. Agents source and score candidates. A recruiter reviews every shortlist before you see it. You make every hiring decision.
For each role you receive a shortlist in a shared workspace. Every candidate is ranked against a rubric you approved before sourcing started, and every score links to the CV line or application answer behind it. A requirement we cannot evidence is flagged, not hidden.
- A ranked shortlist of up to 10 candidates
- A rubric of must-haves, nice-to-haves and deal-breakers that you confirm first
- The evidence behind each score, visible to your hiring managers too
- One workspace per role, with stage moves and decisions recorded next to the candidate
How it fits alongside your recruiters
You decide which roles to hand over. Hard-to-fill roles, roles that keep slipping, and roles in a market your team does not know well are common choices. Everything else can stay in your own process.
Hiring managers can be invited into the workspace to read the shortlist and the evidence. Seats depend on your package. The pilot includes two seats: one owner and one recruiter. Your people run the interview loop, give feedback on each shortlist and make the final decision.
- You confirm the rubric before scoring starts
- You advance, hold or pass on each candidate, with a reason
- You run interviews, references and offers
- Nothing is sent to candidates until a person has approved it
Governance your team can explain
No candidate is rejected or advanced by software alone. Scores support a person’s decision; they do not make it. A recruiter reviews every shortlist before it reaches you, and the workspace keeps an append-only audit history of releases, overrides and access.
If a colleague, a candidate or a regulator asks why someone was ranked where they were, you can open the record and show the evidence. The security page lists what we hold and what we do not.
What it costs, and how to start
The pilot is one role for $699, one time per company. The pilot is a paid evaluation of one role. It is not a free trial. Your first ranked shortlist usually arrives within 5 business days of an approved role brief. Timing depends on the role, the market and how quickly the brief is approved. It is not a guarantee.
If the pilot works, packages for more roles are priced as flat totals on the pricing page. There are no placement fees and no percentage of salary.
Questions people ask
Are you a recruiting agency?
No. TaaSFlow is a recruiting platform with managed execution. You pay a flat package fee, not a percentage of a salary, and we do not place or employ anyone. Agents source and score candidates. A recruiter reviews every shortlist before you see it. You make every hiring decision.
Does this replace the recruiters on my team?
No. It adds sourcing and screening capacity for roles your team does not have time to work. Your recruiters and hiring managers keep the interviews, the offers and every hiring decision.
We already use an applicant tracking system. Can we still use TaaSFlow?
Yes, as a separate workspace for the roles you hand us. The TaaSFlow workspace includes its own applicant tracking. Direct sync with an external ATS is planned, not built. You can export candidate records and move the people you choose into your own system.
How do we judge whether it works before committing?
Start with the pilot: one role, $699, one time per company. The pilot is a paid evaluation of one role. It is not a free trial. Your first ranked shortlist usually arrives within 5 business days of an approved role brief. Timing depends on the role, the market and how quickly the brief is approved. It is not a guarantee.
Who is accountable for fairness in the screening?
No candidate is rejected or advanced by software alone. Scores support a person’s decision; they do not make it. Read how AI is used in hiring for what the software does and what a person decides.
What happens to the candidate records afterwards?
You can export your candidate records at any time. Workspace access for a one-off package lasts three months; records are deleted after that unless you renew.
Keep reading
- How it worksThe four steps and who owns each one.
- PricingThe pilot and the flat package totals.
- Security and trustWhat we hold, what we do not, and how records are handled.
- How AI is used in hiringWhat the software does and what a person decides.
- Compare your optionsAgencies, in-house recruiters and other approaches side by side.
- Who TaaSFlow is forThe other audiences we work with.
Next step
Hand over one role and see the shortlist.
Request the pilot for one role, or send us a message to talk it through first.