A real process,
not a black box
Four steps, every time. No skipped vetting, no mystery about where your search stands.
Intake
Every search starts with a real conversation, not a job description copy-paste. I use a Moscow Matrix to align on the exact candidate profile and set the interview schedule early. If you need a job description drafted, I'll write that too. Getting the logistics locked in upfront means we can focus on talent from day one.
Calibration
Within days of intake, I present 3-7 candidate profiles, including a few deliberate edge cases, to pressure-test what we agreed on. Your feedback here shapes the rest of the search, so nothing moves forward on a guess.
Sourcing & Screens
I go direct, not job-board spray. Every candidate gets a real screening conversation covering skill fit and culture fit. And because candidate fraud is real and growing, every candidate goes through a 20-point vetting and verification process, including a LinkedIn legitimacy review, social presence investigation, and work history alignment.
Offer & Onboarding
When it's time, I make the verbal offer myself, manage any negotiation, and introduce the candidate to your HRBP for company-specific paperwork. Once the new hire starts, I check back in with the team to see how it's actually going, because a hire isn't a win until they've settled in.
A typical search wraps with 5 screened candidates ready to present within a week. At Passport, that discipline meant a 54-day average time to fill against a 75-day SLA, beating it by 21 days.
at Ntirety, vs. 60-day SLA
at Passport
Let's talk about
your next hire
A short call to see if we're a fit. No pressure, no pitch fatigue.
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