Your roadmap is ready. Your team isn’t.

Artificial Intelligence is not the enemy, it’s the lever.

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01. Augmented recruitment, not automated

We use AI as an augmentation lever never as an automatic decision-maker. Every engagement starts with a deep understanding of the business context, product challenges, and technical environment. Sourcing is targeted. Scoring is structured. Delivery is clear and actionable. Our tools strengthen our judgment without ever replacing human analysis.

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02. Managers who no longer recruit by default

Hiring should no longer distract teams from their core mission or create unnecessary cognitive load. We take ownership of the entire process from initial framing to operational execution through a clear and structured methodology. Managers gain visibility, clarity, and time. Recruitment progresses seamlessly, without disrupting product or business execution.

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03. Priority on time-to-impact

Speed only matters when it serves real, lasting impact. Our goal is not to hire fast, but to hire right with genuinely actionable profiles aligned with the role’s challenges. Fewer iterations. Fewer “almost-right” candidates. Stronger decisions. Every hire is designed to deliver measurable value and performance impact.

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04. Recruitment as a product, not chance

We approach recruitment as a product in its own right. Every step is designed, measured, and managed, from intake to final decision. Clear pipelines, consistent scoring, real time tracking, and structured feedback ensure full visibility. We continuously test, iterate, and refine to improve decision quality and guarantee a controlled, repeatable system.

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05. An AI trained collective aligned with your challenges

Our recruiters are independent, yet never isolated. They operate within a structured collective aligned around a shared professional standard and a common vision of recruitment. Shared tools, clear standards, and continuous skill development ensure consistent, high quality execution. This operating model allows us to rapidly understand your challenges.

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06. Fewer losses, greater value

Every recruitment engagement is designed to limit costly mistakes and premature decisions. We reduce the risks of churn, rework, and misalignment from the earliest stages. Decisions become clearer, more sustainable, and better aligned with your culture and objectives. Each hire directly contributes to overall performance and organizational growth.

Three engagement models, to secure your hiring decisions

Three formats, one consistent approach: precise scoping, decision governance, structured evaluation, and signal driven execution. The objective is simple: reduce uncertainty, accelerate without compromising quality, and make recruitment predictable, even for talent scarce roles.

What you are really buying

You are not buying “sourcing.” You are buying an execution system : a clear decision framework, calibrated criteria, and a structured mechanism that transforms an ambiguous need into decision ready candidates..

In practical terms: fewer iterations, fewer “almost right” profiles, and less reliance on intuition. We secure quality through methodology: scorecards, calibration, evidence based evaluation, and execution steering that highlights what creates friction, whether market conditions, compensation, process, scope, or timing.

Gouvernance
Decision rituals, clear ownership, and explicit criteria. What drives a yes. What drives a no.
Evaluation
Structured scorecards, rigorous calibration, bias mitigation, and full decision traceability.
Steering
Actionable KPIs: stage conversion, time to shortlist, drop off drivers, and corrective action plans.
01 RPO

AI Augmented RPO

A senior recruiter embedded into your teams, driving execution with structure.

We absorb execution from briefing to sourcing, qualification, and shortlist delivery, while installing a decision framework that accelerates outcomes without compromising quality. The result is faster decisions and managers who regain focus and clarity.

Deliverables and Artefacts
  • Structured intake + scorecard (must have, nice to have, and dealbreakers)
  • Weekly pipeline review with signal analysis (market, conversion, targets)
  • Decision-ready shortlists with clear, actionable recommendations.
  • Interview scripts + calibration toolkit (interviewer alignment)
Governance & KPIs
  • Structuring rituals: framed kickoff, regular check-ins, factual debriefs, and continuous calibration sessions.
  • Steering time to shortlist and time to decision, with clear friction analysis.
  • Tracking conversion rates by stage (screen → interview → offer → hire) to identify real drop-off points.
  • Quality indicators: interview pass rates, scorecard consistency, systematic analysis of no-hire reasons.
  • Decision traceability: why we move forward, why we stop.
  • Structured action plan in case of blockage: scope, package, process, or repositioning adjustments.
02 Talent Ops

AI-Powered Talent Ops

Making recruitment scalable: process, data, rituals, tools, and team upskilling.

We do not add complexity: we standardize what needs to be standardized, clarify responsibilities, and establish continuous improvement routines. Objective: more accurate and repeatable decisions.

What we design
  • Operating model: stages, responsibilities, SLAs, decision levels
  • Scorecards and calibration matrices (by role families)
  • Interview design: measurable criteria, relevant assessments
  • Stack & pragmatic automations (AI + ATS + templates)
What you get
  • Clear reduction in recruitment cycle and manager back and forth.
  • Better conversion at each stage: fewer drop offs, fewer “unclear” profiles, less wasted time.
  • More consistent quality: justified, comparable, and repeatable decisions.
  • Continuous visibility on the pipeline: real market conditions, level of tension, actionable levers.
  • Progressive team autonomy: manager playbooks, clear scorecards, and improvement routines.
  • A process that improves over time, instead of starting from scratch with each hire.
03 Succès

Success based mandate

For critical hires: rapid execution, targeted sourcing, and high evaluation standards.

Success is not “volume”: it is a short, accurate, actionable shortlist. We calibrate market positioning, address objections upfront, and protect decision quality through to the offer.

Execution framework
  • Mission scoping: criteria, risks, market positioning
  • Expert sourcing + senior qualification (in depth evaluation)
  • Short shortlist: comparison, objections, recommendations
  • Process acceleration: structured debriefs, supported decision
Success conditions
  • Clearly identified decision maker, with fast feedback loops (48–72h).
  • Stable and shared evaluation criteria; any evolution requires explicit and documented recalibration.
  • Structured and credible candidate value proposition: why now, real scope, expected impact, and trajectory.
  • Clear, streamlined, and controlled process.
  • Alignment from kickoff on key package parameters: range, flexibility, remote/hybrid, and real dealbreakers.
  • Effective client availability: grouped interview slots, structured debriefs.
THE FRENCH SOURCER

Our Intervention Philosophy

Collective Intelligence

Mobilizing collective intelligence to challenge perspectives and secure hiring decisions in complex environments.

Judgement

Looking beyond resumes and surface signals to identify genuine alignment between role, context, and trajectory.

Methodology

Combining human evaluation rigor and artificial intelligence as a lever for acceleration and deeper insight.

Long-Term Impact

Viewing every hire as a strategic decision shaping long-term impact, performance, and value creation.

Continuous Improvemen

Continuously refining our perspectives and evaluation frameworks to maintain a superior level of precision.

Trust & Confidentiality

Ensuring discretion, protecting exchanges, and respecting contexts — the foundations of any trusted relationship.