A productised talent refinery — seven tracks, one outcome contract.
Hiring stops being a cost centre and starts being a revenue engine. From the first market signal to the alumni who send you ARR, every track is outcome-priced, embedded and instrumented in your ops centre.
Mapped talent markets — every passive operator, surfaced and scored.
AI-augmented screening that ranks for outcome, not keywords.
Roles, comp and team shapes designed for the work — not the org chart.
Interview loops orchestrated like a product — instrumented and humane.
Offers engineered to land — comp psychology meets compliance rigour.
First 90 days engineered for productivity — not paperwork.
Retention, internal mobility and an alumni revenue loop.
Four ways to commission a recruitment outcome.
One critical hire, fixed-fee, 35-day SLA.
- Signal · Screen · Stage · Secure
- 90-day replacement guarantee
- Bias dashboard
5–15 hires per quarter, embedded with your org.
- All seven tracks live
- Named principal + 2 recruiters
- Quarterly board pack
Full lifecycle ownership across functions.
- End-to-end recruitment ops
- ATS migration + integration
- Alumni network build
C-suite, VP, board and chair searches.
- Bespoke research team
- On-site assessment day
- 12-month settle support
How we deliver into your org
Squad-shaped recruiters dropped inside your org, week one.
Board, C-suite and VP searches under outcome contract.
AX Fellowship → 12-week graduates ready to convert.
Pre-formed pods on a quarterly subscription.
End-to-end RPO billed on hires landed + retained at 90 days.
Targeted programmes with adverse-impact attestation.
Time-to-first-shortlist: 7 days
- Signal → Sustain, signed SLA from day one.
- − 38% rehire rate vs. transactional agencies.
- 100% bias-attested with adverse-impact monitoring.
Hire → land → multiply → return.
Every track feeds the next, and every alumni becomes a referrer. This is the compounding loop that turns recruitment from a transaction into a revenue line.