Opus Start hiring

TWO HOURS, TOTAL

Hiring should not become your second job

Sorting applications, chasing references and rewriting the job post is work that quietly replaces the work you were hired to do. One customer summed up his entire involvement across three hires as two hours. That is the target.

Start hiring One call in, one shortlist out.
Two hours of owner time, across three hires20-minute discovery call to startPayroll and compliance handled permanently

ON YOUR INVOLVEMENT

How much of this lands on you

What is the minimum I have to do?

A twenty-minute discovery call, then interviews with a shortlist of about five. Everything else is absorbed.

Do I have to manage the person afterwards?

You manage the person and the work, which is the part that should be yours. Payroll, compliance and administration stay with us.

What if I want to be more involved?

Plenty of teams add their own assessment stage or sit in earlier. The process accommodates it, it just does not require it.

Who writes the role profile?

We do, from the discovery call, and you confirm it. That is faster than starting from a blank job description.

WHAT WE TAKE OFF YOUR DESK

The parts of hiring that are not judgment

You should spend your time deciding between good candidates. Everything upstream and downstream of that is ours.

Sourcing at volume

Roughly 500 candidates per search, none of whom reach your inbox. The funnel is our problem to run.

Screening and reference calls

Eight layers including live English assessment and real reference conversations, completed before you meet anyone.

Offer, onboarding, paperwork

The two weeks between yes and first day involve contracts, compliance and coordination. None of it needs you.

Payroll, permanently

Cross-border payroll and compliance stay with us for the life of the placement rather than becoming a recurring monthly task.

YOUR ACTUAL INVOLVEMENT

Four touchpoints, and nothing in between

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  1. 01

    Twenty minutes to define the role

    A discovery call with your hiring manager produces the scorecard. This is the only briefing required.

  2. 02

    Review a shortlist of five

    Not fifty applications. Five people who already cleared every layer, with the reasoning attached.

  3. 03

    Interview and decide

    The conversations are about fit, because verification already happened.

  4. 04

    Meet your new hire on day one

    Onboarding, contracts and compliance were handled while you got on with your quarter.

GET THE WEEK BACK

Spend twenty minutes now instead of the next two months

Walk us through the role. We will take the parts that are not judgment.

Start hiring