Build a Direct-Hire Candidate Pipeline in 21 Days.
Build a qualified direct-hire candidate pipeline in 21 days—without placement fees, retainers, or long agency contracts.
TRS compresses sourcing, screening, and candidate qualification into a focused 21-day sprint so you can get to interviews and finalists faster—using pay-as-you-go recruiting hours with a clear estimate cap.
Who This Sprint Is For?
This Sprint is designed for teams hiring full-time employees who want speed, cost predictability, and control.
Best fit if you are:
- Hiring a permanent employee for a critical role
- Replacing agencies with a usage-based model
- Getting volume from job boards but not quality
- Wanting predictable recruiting costs with an upfront cap
The Sprint builds pipeline. It does not guarantee a hire in 21 days.
The 21-Day Direct Hire Sprint Structure
Days 1–7: Pipeline Foundation
What happens:
- Role scorecard finalized (must-haves, deal-breakers, nice-to-haves)
- Compensation range and approval path confirmed
- Target candidate profiles and sourcing channels activated
- Screening criteria aligned to long-term fit
- Early market signals shared
What we need from you:
- Fast feedback on early profiles
- Clarity on non-negotiables
Days 8–14: Qualified Candidate Flow
What happens:
- Consistent sourcing and screening cadence
- Qualified candidate submissions delivered as candidates clear screening
- Funnel visibility (outreach → responses → screens → submissions)
- Iteration based on your feedback to improve quality
What we need from you:
- Review submissions within ~24 hours
- Clear “why yes / why no” feedback
Days 15–21: Interview-Ready Pipeline
What happens:
- A repeatable sourcing and screening engine running
- Interview-ready candidates in your pipeline
- Sprint recap: what worked, what didn’t, and market insights
- Recommendation on next steps
Next Steps:
- Continue Pay-As-You-Go for more candidates and/or scheduling
- Adjust role scope to improve flow
- Pause and restart later
What's included
- Dedicated recruiter sourcing and screening
- Qualified candidate submissions
- Weekly sprint updates and insights
- Transparent hourly usage with estimate cap
What’s Different About Direct Hire
- No placement fees
- No exclusivity
- You control interviews, offers, and hiring decisions
