Full-time Recruiter Capacity
No Headcount, No Overhead
A dedicated recruiter (40 hrs/week) embedded in your workflow, operating under your brand to keep hiring moving—week after week.
Built for Faster, Predictable Hiring
Full-time recruiting capacity without adding headcount or overhead.
We work inside your workflow, ATS, calendars, Slack/Teams, or a simple shared tracker and operate
under your brand with a
disciplined weekly cadence: scorecards, a clear decision queue, and
ongoing
calibration, so hiring keeps moving week after week.
Designed for speed and quality: one recruiter seat supports up to four active roles to protect outcomes.
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Guaranteed capacity
Named recruiter dedicated to your hiring managers, focused on four active roles at a time.
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Faster pipelines
Day-one calibration and targeted outreach that delivers qualified candidates within days.
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Lower fixed costs
Enterprise-grade recruiting on subscription, without permanent headcount or long ramp times.
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Brand-true voice
Outreach from your domain, aligned to your candidate experience—no generic pitches.
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Signal over noise
Structured scorecards plus AI screening surface fit evidence and risks for fast decisions.
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Elastic coverage
Add recruiter or sourcer capacity as hiring ramps shift, then scale down without disruption.
Flexible Subscription Options
Simple subscriptions with the ability to flex capacity as demand changes.
Single Recruiter
Full-time (40 hrs/week) embedded recruiter on a monthly subscription.
Cancel anytime with 30 days' notice.
Add Capacity
Stack additional recruiters or sourcers as requisition volume grows.
Activate in as little as one week.
Volume Discounts
Lower per-seat pricing when you deploy two or more dedicated recruiters.
Custom proposals for multi-seat programs.
Trusted by Teams Building Great Talent
What Makes Intelatek Different
Embedded, not outsourced
We show up in your team syncs, run your pipelines, and represent your brand.
Proof over promises
Weekly scorecards and candidate notes keep every stakeholder aligned.
Tech + human craft
AI tools with recruiter judgment for a personalized candidate experience.
Compliance first
Structured process, scorecards, and documentation that stand up to audit.
How It Works
Kickoff (within 48h)
Intake, workflow setup (ATS or shared tracker), success profile, outreach templates, with owners and timelines.
Week 1: Shortlists Out
Deliver the first qualified slate (role-dependent), refine with Hiring Manager feedback.
Week 2+: Interviews Running
Screens, debriefs, scheduling, decision workflow; no-show guardrails and documented next steps.
Offer & Close
Offer support, acceptance coaching, background/references as required.
30/60/90 Ramp & Retain
Onboarding checklist, pulse checks, retention metrics, with accountable milestone owners.
FAQs
How fast do we see candidates?
Shortlists in 3–5 business days from kickoff and updates every 2–3 days.
How many roles per seat?
A recruiter seat supports four active roles at a time to protect speed and quality. Need a fifth active role? We can expand capacity per role or scale with an additional seat or sourcer.
Who will run our search?
A named senior recruiter with relevant domain experience, backed by a coordinated sourcing pod.
Will you use our tools?
Yes—your ATS and collaboration tools, or a lightweight shared tracker. No handoff gaps.
Can you use our email domain?
Absolutely. We send from a customer-domain alias and match your brand tone.
Who owns scheduling and debriefs?
We do. Screens, panels, no-show prevention, and debrief notes to speed decisions.
How do you ensure quality?
Structured scorecards, transparent notes, calibration loops—you see why every candidate advanced.
What roles do you cover?
Technology, Product, G&A, Cleared/Federal, and non-technical roles—staffed by discipline specialists.
How do we engage and pause?
Simple terms with clear SLAs. Scale up/down or pause with notice; we retain context for fast restart.
Is our data secure and confidential?
Yes. NDAs available, targeted outreach (no blasts), and candidate data handled per our Privacy Policy.
How will we communicate?
A named lead, a shared plan, twice-weekly updates, on-demand Slack/Teams, and email.
What are the pricing models?
Most clients choose a flat monthly fee for a dedicated recruiter; hourly options available—ask for a plan.
Keep Hiring Moving, With Clear Direction
Embedded recruiting capacity with weekly scorecards and a decision queue that removes bottlenecks.