Reverse Hiring
We go and find the person, instead of waiting to see who applies
Offshore talent sourced against your brief, screened on the work itself, and presented as a short list where every name is worth your time.
What reverse hiring means
Normal hiring is passive. You write a listing, publish it and wait to see who turns up. The quality of your hire ends up depending on who happened to be looking that week.
Reverse hiring runs the other way. We start from what the role actually requires, go out and approach people who match it, and put them through practical screening before you see a single name. By the time a candidate reaches your calendar, the question is whether they suit your team, not whether they can do the work.
We source internationally, which is what makes the cost difference possible. It also widens the pool well past whoever lives within commuting distance of your office.
Who it is for
For teams that need the role filled, not the process run
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Teams at capacity
The work is there and the team is full. You need another pair of hands sooner than a normal hiring round can deliver one.
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Founders without a recruiter
Nobody in the business owns hiring, so it happens between everything else and takes three months longer than it should.
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Businesses testing a new role
You want to see whether a function is worth building before committing to a local, full-time hire and everything that carries.
Problems we solve
Why hiring stalls, and what we do about it
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Job posts attract volume, not fit
A public listing gets you a pile of applications and no signal. Working outward from the brief means we approach people who match it, rather than sorting whoever happened to apply.
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Interviews that test the wrong thing
A polished conversation is not evidence someone can do the job. We put candidates through practical screening first, so the interviews you sit in are about fit rather than basic capability.
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Hiring that eats your week
Screening calls, scheduling and follow-up are a part-time job. We carry that load and only bring you in when there is a genuine short list to look at.
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A hire who cannot work with you
Skills are only part of it. We match for overlap with your working hours and for the communication style your team actually uses day to day.
What screening covers
Tested on the work, not on how well they interview
Every candidate is assessed against the actual job before they reach you. That means practical tasks where the role allows it, a real check on written and spoken communication, and an honest look at whether their hours and yours overlap enough to work.
- Practical assessment built around the role itself
- Written and spoken communication checked properly
- Working-hours overlap confirmed before interview
- Availability and commitment verified, not assumed
How it works
From brief to short list
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Define the role properly
We work through what the person will actually do, which parts are non-negotiable and which are preferences. Most briefs change during this conversation, and that is the point.
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We go and find people
Rather than posting and waiting, we approach candidates who fit the brief. This is the part that gives the service its name: the search runs toward the person, not the other way round.
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Screening before you see anyone
Candidates are tested against the work itself, not just interviewed about it. We check communication, availability and overlap with your hours at the same time.
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You interview a short list
You meet a small number of people who have already cleared screening. We handle scheduling and follow-up, and we stay involved while the new person settles in.
Questions
Questions about reverse hiring
What does "reverse hiring" actually mean?
Conventional hiring is passive: you publish a role and wait to see who applies, then sort through whatever arrives. Reverse hiring runs the other direction. We start from your brief, go out and approach people who match it, and test them before you ever see a name. The search moves toward the candidate instead of waiting for the candidate to find you.
Is this the same as a recruitment agency?
The difference is where the work sits. A typical agency forwards CVs and leaves the assessment to you. We do the sourcing and the practical screening ourselves, so what reaches you is a short list of people already tested against the role rather than a longer list to work through.
Where is the talent based?
We source internationally, which is what makes the cost difference possible. The deciding factors are capability, communication and enough overlap with your working hours to make the day-to-day workable. We will tell you where a candidate is based and what their hours look like before you interview them.
What kinds of roles do you fill?
Roles where the work can be done well remotely and judged on output. If you tell us what the person would be doing day to day, we will say plainly whether it is something we can source for, and we would rather decline a brief than take one we cannot fill properly.
How long does it take?
It depends on how specific the role is and how quickly the brief settles. A clearly defined role with a decisive client moves considerably faster than one still being figured out. We give you a realistic window once we have talked through the brief, not before.
How does the commercial side work?
That depends on the role and how you want the person engaged, so we set it out during the first conversation rather than quoting a number that may not apply to your situation. You will have the terms in writing before anything starts.
What if the person is not right?
Tell us early. A placement that is not working is a problem we would rather fix than defend, and we would far rather return to the search than leave you managing a poor fit.
Tell us about the role you need filled
Describe what the person would be doing day to day. We will tell you honestly whether it suits this model, and what a realistic timeline looks like.
Prefer email? Write to Ombrezallc@gmail.com