Services

Choose how much of the search—or the function—you want us to own.

Four ways to add deliberate recruiting capacity, from one focused shortlist to the operating foundation beneath an internal people team.

Compare at a glance

Start with what you need someone to own.

Comparison of Sourcce recruiting services
Decision	Focused Search	Shortlist Search	Fractional Recruiting	People & Hiring Infrastructure
Best when	You need one important hire.	Your team needs better people to interview.	Hiring is ongoing and internal capacity is thin.	Informal people processes have stopped working.
Sourcce owns	The search through closing.	The search through shortlist.	An agreed monthly recruiting scope.	Build, staffing support, and handoff.
You own	The final hiring decision.	Interviews, offer, closing, and onboarding.	Priorities and final decisions.	The ongoing function and specialist work.
Structure	Success-based	Project-based	Monthly engagement	Custom project scope

Success-based

Focused Search

One important hire. Full-cycle ownership.

Choose this if

Choose this when you need a specific person and want Sourcce to own the search from role alignment through signed offer.

Sourcce owns

Role alignment and search strategy
Sourcing, outreach, and personal screening
Focused shortlist with candidate context
Interview coordination and candidate communication
Offer support, negotiation, and closing

The handoff

Your team makes the hiring decision. Sourcce keeps the process and communication moving around it.

For many searches, the first focused shortlist is ready within 7–14 days. Specialized roles may take longer. Focused Search also includes a 90-day replacement guarantee. We explain the coverage clearly before the search begins.

Tell us who you’re trying to hire

Project-based

Shortlist Search

Better people to interview. Your team owns the finish.

Choose this if

Choose this when your team already knows how to run interviews and close candidates but needs stronger sourcing and initial evaluation.

Sourcce owns

Search strategy and market mapping
Targeted sourcing and outreach
Personal candidate screening
A small, relevant shortlist
Clear context behind each recommendation

The handoff

Once the shortlist is presented, your team takes over candidate communication, interview scheduling, final interviews, the offer, closing, and onboarding.

We personally screen every candidate and provide clear context behind each recommendation.

Tell us who you’re trying to hire

Monthly engagement

Fractional Recruiting

Embedded recruiting capacity for ongoing hiring.

Choose this if

Choose this when hiring is ongoing, internal capacity is thin, and you need a recruiting partner working inside the operating rhythm of the team.

Sourcce owns

Multiple active searches within an agreed scope
Role intake, sourcing, and screening
Candidate and hiring-manager communication
Interview-process support
Offers and recruiting operations

The handoff

Scope, priorities, and capacity are defined together so your team knows exactly what Sourcce owns each month.

Best for growing companies with recurring hiring needs and a lean internal people team.

Tell us who you’re trying to hire

Custom project scope

People & Hiring Infrastructure

Build it. Staff it. Hand it off.

Choose this if

Choose this when the company has outgrown informal hiring and people processes and needs a working foundation for what comes next.

Sourcce owns

Hiring workflows, intake, and interview structure
Templates, scorecards, SOP framework, and ownership map
ATS, candidate files, onboarding, and handoff workflows
A roadmap for systems and specialist work still needed
Defining and recruiting the right internal owner, if required

The handoff

Sourcce can transition the system to a new HR or People hire, an existing operator, the founder, or an internal recruiter.

Sourcce builds operational infrastructure. Legal, payroll, benefits, and regulated compliance matters remain with qualified specialists.

Tell us who you’re trying to hire

Choosing the right scope

Start with the situation.

Tell us whether the pressure is one urgent role, a recurring hiring load, or a people function that has outgrown improvisation. We’ll recommend the smallest useful scope.

Start with the role

Tell us who you’re trying to hire.

Tell us what you need help owning. We’ll recommend the most useful scope: a full search, a focused shortlist, ongoing recruiting capacity, or an infrastructure project.

Tell us who you’re trying to hire