Recruiting process

A hiring workflow built to protect your time.

Hiring should help founders and hiring managers build the company—not pull them into hours of sourcing and administration.

Recruitcha runs the recruiting infrastructure: LinkedIn, email, job postings, ATS administration, initial screening, and candidate coordination.

We focus on Account Executives, Software Engineers, and Product Managers through Contingent search or Embedded recruiting.

This page outlines how it works.

Our process

Six steps to an accepted offer

Six connected steps that keep the search moving while your team stays focused on building.

Step 1 of 6: Define the search

Start with the role, team, and business need.

We begin by understanding what success looks like in the role, why the hire matters now, and how your team makes decisions.

  • Clarify responsibilities, must-haves, and interview criteria
  • Capture the team, product, stage, and candidate value proposition
  • Choose Contingent or Embedded support

Step 2 of 6: Build the candidate market

Map where the right people are.

We translate the brief into a practical search for Account Executives, Software Engineers, or Product Managers with the right context and capabilities.

  • Define target backgrounds without reducing people to keywords
  • Prioritize relevant companies, experiences, and adjacent talent pools
  • Calibrate the search with your hiring team

Step 3 of 6: Run the outreach

Operate every sourcing channel.

Recruitcha handles the daily recruiting infrastructure so founders and hiring managers do not have to build or manage it themselves.

  • Source and engage candidates through LinkedIn and email
  • Create and manage relevant job postings
  • Keep candidate activity organized in the ATS

Step 4 of 6: Screen for signal

Protect the hiring manager's calendar.

We speak with candidates about motivation, experience, communication, and role fit before recommending the people your team should meet.

  • Validate the essentials agreed during kickoff
  • Give candidates a clear, respectful view of the opportunity
  • Document useful context for the hiring team

Step 5 of 6: Present the shortlist

Fewer profiles. Better reasons to meet.

Your team receives a concise shortlist that pairs each candidate's experience with the role, giving you useful context without a stack of résumés to sort through.

  • Share strengths, open questions, and candidate motivations
  • Coordinate interviews and maintain momentum
  • Keep the ATS current for a clear source of truth

Step 6 of 6: Support the decision

Close the loop with care.

We keep candidates informed, collect feedback, and refine the search until your team is confident in its decision.

  • Coordinate communication through the interview process
  • Support offer conversations and candidate questions
  • Use feedback to improve the active search

What we optimize for in recruiting

Hiring-manager time protected

Recruitcha owns the repetitive recruiting work and filters for signal before asking for your team's time.

  • LinkedIn, email, job postings, and ATS administration handled
  • Initial screening completed before candidate introductions
  • A focused shortlist instead of an unfiltered résumé queue

A search your team can trust

A clear workflow keeps candidates informed and gives your team useful context at every decision point.

  • Shared alignment on the role and evaluation criteria
  • Consistent communication across the interview process
  • Feedback loops that improve the search without wasting time

FAQ

Which roles do you recruit for?

We focus on Account Executives, Software Engineers, and Product Managers for B2B SaaS companies.

What does Recruitcha manage?

How does Contingent recruiting work?

How does Embedded recruiting work?

How do you protect hiring-manager time?

Who makes the hiring decision?

How do we get started?

Ready to protect your hiring time?