Hiring in Human Resources

• Talent acquisition

  Recruiters, sourcers and TA leaders.

  Recruiters (tech, GTM, corporate) · Sourcers · Recruiting managers · Heads of talent acquisition

• HR business partners

  HRBPs and generalists.

  HR business partners · Senior HRBPs · HR generalists · Regional HR leads

• People operations

  HR ops, systems and shared services.

  People operations managers · HRIS analysts · HR shared services leads · Employee lifecycle specialists

• Learning & development

  L&D specialists and learning leaders.

  L&D managers · Learning designers · Enablement leaders · Leadership development leads

• Compensation & benefits

  Total rewards and comp analysts.

  Compensation analysts · Compensation managers · Benefits managers · Total rewards leaders

• HR leadership

  Heads of people and CPOs.

  Heads of HR · Heads of people · VPs people · Chief people officers

• Function-specific evidence

  Recruiting, HRBP, comp & ben, DEI, L&D and people ops each need distinct signal. The rubric captures the specific function and scope the candidate actually owned.

• Organisation stage and size

  Early-stage, scaleup and mature-enterprise people work look nothing alike. Stage and headcount context are captured in intake and used as filters.

• Systems and operating model

  HRIS, ATS, payroll and comp systems are captured as structured signals so shortlists reflect the stack the hire will actually operate.

• Leadership vs specialist calibration

  CPO, head of people and functional-lead searches reward different evidence to specialist hires. Rubrics adjust per level.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For human resources, these are the signals that carry weight:

• Function and scope rubric per role
• Stage and headcount captured in intake
• Systems and operating model as filters

• SHRM-CP / SHRM-SCP
• CIPD
• GPHR
• AIRS certifications
• Reforge People programs

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.