How it works

The operational anatomy of a TaaSFlow hire.

Not a marketing overview — the actual mechanics. Blueprint, sourcing map, evidence review, ranking, workspace delivery, and who owns what. If you're evaluating us seriously, this is the page.

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01Intake
02Blueprint
03Sourcing
04Evidence review
05Ranked delivery
06Client review
07Hire & close

01 · Blueprint

The intake becomes an approved blueprint.

Your intake is not filed away — it becomes the scoring rubric, the search plan, and the screening spec. Weights and deal-breakers are approved before we source a single candidate.

Weighted rubric — not a wishlist
Must-haves, nice-to-haves, and deal-breakers made explicit
Search plan reviewed with you before launch

Intake · Role blueprintFictional example

Role

Senior Backend Engineer

Remote · EU · €90–110k · Series B fintech

Search plan

Target: 12 companies · 3 seniority bands · 2 timezones · screening call before publication

Scoring rubric (weights approved at intake)

Distributed systems at scale
30%
Go or Rust in production
25%
Regulated / fintech context
20%
Team leadership signals
15%
Timezone overlap (CET ± 3h)
10%

Must-have: production GoNice: fintechMust-have: on-call maturityDeal-breaker: no distributed systems

Sourcing · 23+ channels feeding one rubricFictional example

23 channels · one scoring bar

Grouped by how candidates surface

Digital & professional networks

Where the passive market lives.

LinkedIn deep sourcing
Boolean + narrative screens across 900M profiles
LinkedIn sponsored ads
Targeted role-specific campaigns to passive talent
GitHub / Stack Overflow
Signal-based sourcing for technical roles
Niche communities
Slack, Discord, sub-industry forums

Direct & proprietary

Recruiter-owned reach, not rented lists.

Named-target outreach
Precision headhunting by named account
Talent network
Curated pool from 20,000+ prior placements
Silver medalists
Rehydrated finalists from previous roles
Executive recruiter bench
20+ senior recruiters across geographies

AI & intent intelligence

Where high-intent signals surface first.

Web-scale intent scanning
Public signals: posts, layoffs, moves, launches
AI passive-market mining
Semantic match across 2M+ candidate data points
Compensation & market data
Live benchmarks per region and function

Inbound & marketing

A funnel that keeps compounding.

Public job board
Applicants scored on the same rubric
Email marketing
Segmented nurture to opted-in talent
Employer branding campaigns
Client-branded landing pages and creative
YouTube & podcast presence
Founders and clients on relevant shows

Partnerships & offline

Real-world reach most tech tools skip.

University partnerships
Early-career pipelines with target schools
Staffing & agency partners
Whitelabel bench across 50+ countries
Cold outreach team
Phone, WhatsApp, email — human, calibrated
Job boards & aggregators
Indeed, Otta, Wellfound, regional boards
Referrals & network intros
Curated warm intros with attribution
Events, meetups, conferences
In-person sourcing where the domain gathers
Radio, billboards & OOH
For high-volume, geo-anchored campaigns
PR & industry press
Signal to senior talent through trusted outlets

Every candidate — regardless of channel — is evaluated against the same approved rubric. No side-doors that skip evidence. No channel gets a shortcut past the scoring bar.

02 · Sourcing

22 channels. One rubric. No side-doors.

LinkedIn, sponsored ads, university partnerships, email marketing, web-scale intent scanning, billboards, radio, cold calling, job boards, communities, staffing partners, executive recruiters, inbound applications — every source feeds the same evidence-first scoring bar.

Digital, direct, AI-driven, inbound, offline — five families of channels working in parallel per role
AI intent scanning surfaces high-intent passive candidates other tools never see
Named-target outreach + a 20,000-strong talent network + silver-medalist rehydration
Universities, staffing partners, referrals, events, PR, radio and OOH when a role warrants it
Whatever the channel — LinkedIn or a billboard — the candidate is scored on the same rubric

03 · Evidence review

Every score has a quote. Every quote has a source.

Before publication, a recruiter reads each CV against the rubric and attaches evidence quotes to every requirement. If a requirement can't be evidenced, the candidate is not published.

Recruiter-approved before it reaches your workspace
Match / partial / gap called honestly per requirement
Fit narrative written by a human, not a template

Admin review · Evidence per requirementFictional example

Candidate #B-2178

Reviewed by recruiter before publication

Approved to publish

Distributed systems at scaleMatch
Led migration of transaction ledger from monolith to 6 event-sourced services (~2.3B events/mo).
Go or Rust in productionMatch
Primary stack: Go 1.22, gRPC, PostgreSQL. Owned the payments-service since 2022.
Regulated / fintech contextPartial
Worked at a UK-regulated e-money institution; contributed to PSD2 and SCA audit prep.
Team leadership signalsPartial
Mentored 3 engineers; drove hiring loop for backend team. No direct-report title.

Every score has a quote. Every quote has a source line. If a requirement isn't evidenced, the candidate isn't published.

04 · Ranking

Ranking that responds to your weights.

Adjust the rubric weights and watch the order change. In your real workspace weights are approved at intake — this demo lets you see how the model reacts.

Client workspace · Ranked shortlist (interactive)Fictional example

Rubric weights · adjust to see re-ranking

Distributed systems30%
Go in production25%
Fintech context25%
Leadership signals20%

In your real workspace, weights are approved at intake — this demo just shows how the ranking responds to them.

Fit summary · B-2178 · 82

Deep production experience with event-sourced payments. Fintech exposure is real but recent (18 months). No formal direct reports; strong mentorship signal.

05 · Workspace

The delivery is a workspace — not a PDF.

Candidates arrive in a pipeline you and the TaaSFlow pod share. Stage moves are validated, threads are scoped per role, and every decision is recorded next to the candidate it applies to.

Client workspace · PipelineFictional example

Under review2

B-2201
B-2154

Interview1

B-2178

Offer0

Empty

Hired0

Empty

Thread · Senior Backend Engineer

TaaSFlow pod: B-2178 moved to Interview. Rubric coverage attached. Interview prompts drafted.
Hiring manager: Approved. Scheduling with tech lead tomorrow.

06 · Ownership

Who owns what. No ambiguity.

A model this transparent only works if roles are clear. Here is exactly who owns each step — us, you, or both.

ActivityOwnerHow it works

Role definition & must-havesClientYour brief. We ask sharp questions.
Search plan & rubric weightsSharedWe propose. You approve before launch.
Sourcing across channelsTaaSFlowDirect outreach, network, inbound, referrals.
Evidence extraction & reviewTaaSFlowEvery score sourced to a CV quote.
Publication gateTaaSFlowNothing reaches you without recruiter approval.
Interviews & decisionsClientYour team runs the loop. We record decisions.
Feedback loop & re-sourcingSharedFast feedback triggers another sourcing round.
Offer & closeClientYou extend. We support scheduling and comms.

Ready when you are

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Intake takes a few minutes. Draft saving is on — return anytime and pick up where you left off.

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