Embedded Recruiter & RPO
Inside your process.
Accountable for the
output, not the activity.
Pipeline volume is not the same as hiring quality. When internal TA capacity is the constraint, the answer is not more CVs. It is direct ownership of the process, brief calibration at every stage, and shortlists built on evidence rather than availability. This is outsourced recruiting redesigned as an embedded recruiter inside your team, not a vendor at arm's length.
The difference from a contract recruiter is ownership: structured calibration loops, assessed shortlists not raw applicants, and weekly pipeline reports that surface what is working and what is not. This model requires direct collaboration, if you want a managed vendor at arm's length, RPO is not the right choice.
Not a vendor.
Inside the process.
Our embedded recruiting services put a dedicated recruiter inside technology companies that are scaling, not a vendor at arm’s length. A Talhive recruiter operates inside your team: in your standups, calibrating directly with hiring managers, owning the full pipeline from sourcing to offer. The brief gets refined. The shortlist gets stronger. The process does not drift silently.
Four steps.
Full accountability.
Kickoff & Role Prioritisation
Hiring manager briefing for every open role. We produce a Role Priority Matrix before week one: which roles need to close fastest, which profiles are scarcest, where to build pipeline depth first.
Full Funnel Ownership
Talhive owns sourcing, screening, scheduling, and pipeline hygiene. Hiring managers receive qualified candidates, not raw applicants to sort through.
Weekly Pipeline Reports
Every Monday: roles by stage, interview-to-pass rate, conversion by source, offer stage, and market observations. Designed for a 10-minute CEO or VP Engineering review.
Calibration Loops
Formal recalibration after every two rounds of first interviews. No silent brief drift. If the market is telling us the profile or compensation is misaligned, you hear it in writing before you spend more time interviewing the wrong candidates.
22 roles. 18 months. 91% retention.
Logistics domain expertise in India is concentrated inside a small number of enterprise companies. Candidates do not respond to inbound postings. The problem was a sourcing thesis problem, not a pipeline volume problem.
18 roles open. 16 closed in 4 months.
All 18 roles were treated as equal urgency by the previous vendor. Hiring managers were receiving raw applicant profiles. No calibration loop, so briefs were drifting silently. The pipeline felt active but nothing was closing.
If the pipeline is not moving,
something upstream is wrong.
Tell us about your current open roles, TA team size, and where the process is breaking down. We will tell you whether embedded RPO or fractional outsourced recruiting is the right fix, and if so, what week one looks like.
Tell us the role, team size, and what you have tried. A founder responds directly.
Strictly confidential. Reviewed by a senior Talhive team member.
Received.
A senior team member will review your brief and be in touch directly.
Direct answers.
Anything not covered here is answered in a call.
Discuss a mandate →