CVaaS: Headhunted Talent Delivery
More qualified candidates. Ready for your team.
Project-based sourcing for internal talent teams with the capacity to manage hiring, but a need for more candidates. We map the market and deliver screened, headhunted talent into your ATS at volume. Your team runs the process, with no placement fees.
You get the map, not just the names.
Every CVaaS engagement opens with a full market analysis: every relevant company, team and title, sized and segmented before a single approach is made. You see how big the real pool is, where it sits and what it will take to move it. Then we start hunting inside it.
That map is yours. It stays useful long after the sprint ends.
Total addressable market, sized
Named companies, named teams, volume by geography and seniority.
Screened, headhunted candidates
Reviewed against your brief for motivation, salary, location and notice. Never job-board scraped.
Clean handover
Delivered into your ATS with funnel reporting and a talent pool your team keeps.
Top-of-funnel pipeline
We deliver qualified CVs into your ATS. Your team runs interviews, offers, and hires.
Your team
average reduction in cost per hire
vs per-placement fees
to spin up a sourcing project
From signed brief
price per qualified CV
No success fees, no surprises
headhunted, never job-board
Every CV curated
How CVaaS works
From brief to interviewing in 48 hours.
Brief
Monday
Curated CVs
By Wednesday
You interview
We keep sourcing
Built for in-house teams that can interview faster than they can source.
Six things that make CVaaS different from an agency retainer or a job-board scrape.
Pay for sourcing, not placements
A flat per-CV or monthly fee. No per-hire success fee at the end.
Curated, not scraped
Every CV is reviewed against your brief, motivations, salary, location, notice. Your team doesn't waste an interview slot.
Delivered into your ATS
Greenhouse, Ashby, Workable, Teamtailor. We sit in your stack so your process stays clean.
Spin up in 48 hours
Brief on Monday, CVs by Wednesday. Built for hiring sprints and burst capacity.
Brand-safe outreach
We represent your company as if we were part of your team. Same tone, same care.
Scale up or pause anytime
Month-to-month. Use it when you need it, pause it when you don't.
What a sprint looks like
Three shapes of work we run most often.
15 Enterprise AEs across DACH, France & UK
15 hires · 3 geos · 8-week sprint
One sourcing pod, one bar, three local talent maps run in parallel.
20 BDRs into a new London hub
20 hires · 1 location · 6-week sprint
Daily CV drops, calibrated weekly against your hiring manager's feedback.
6 Senior Solutions Engineers, rolling
6 hires · multi-region · rolling brief
Always-on top-of-funnel for hard-to-find profiles your in-house team can't reach.
Where it earns its place
Four situations where supply is the real constraint.
Entering a market you do not know yet
A new region rarely fails on strategy. It fails because nobody in the business knows who the good people are, what they are paid, or which competitors they sit inside. Sourcing capacity aimed at a specific market gives you a live picture of who exists before you commit to a headcount plan, and it does that without a retained search per role.
Hiring that never really stops
When the same profile is needed every quarter, starting each search from zero is the most expensive habit in recruitment. A continuous flow of screened candidates means the next role opens with a shortlist already forming rather than an empty pipeline and a deadline.
Volume hiring where cost per CV decides the budget
On high-volume roles the economics are unforgiving. Paying a percentage of salary per placement stops making sense long before the hiring stops, which is exactly when a fixed sourcing cost becomes the difference between a plan that is affordable and one that gets cut.
Widening a shortlist without slowing it down
Representation in a shortlist is a function of who is approached, not who applies. Deliberate outbound search across a whole market reaches people an inbound process never sees, and it does so at the top of the funnel where it costs nothing in time. Where the search is narrow by definition, we say so.
The economics
Sourcing as a line item, not a success fee.
One agency placement on a typical mid-senior role can cost what CVaaS delivers across an entire quarter of sourcing. You hire more people, your team owns the relationship, and your CFO sees a predictable spend line.
Cost per hire
One mid-senior technology hire on £80k base
saved
Agency placement
25% of salary
CVaaS
Screened before delivery
When CVaaS isn't the answer
We'd rather route you to the right product than sell you the wrong one.
Hiring a single executive?
Use Executive Search.
Hiring a single leader? That runs through Executive Search. Confidential, partner-led, mapped, assessed and benchmarked.
Executive SearchNeed full-process embedded TA?
Use RaaS.
Sourcing through to offer, on a monthly subscription. CVaaS stops at qualified CVs.
RaaSSits inside your stack
FAQ
The questions buyers ask before they sign.
Where this leads
Most CVaaS partners move into RaaS once volume justifies an embedded team. Where the brief is a leader rather than a team, we route it to Executive Search.
Need CVs in 48 hours?
Brief us today. See candidates this week.
Tell us the role, the bar and the volume. We'll come back with a sourcing plan and a starting cohort of CVs.
- Spin up in 48 hours
- 80%+ average reduction in cost per hire
- Screened and calibrated before delivery
- Fixed price per qualified CV
- 100% headhunted, never job-board
30 minutes. A partner, not an SDR. No obligation.