Your recruiting partner for the stage you’re at and the one you’re growing into.

Our clients are venture-backed high-growth tech companies. What they have in common is not headcount. It is pace: funded, growing, and needing candidates with high-growth tech industry experience in seats this quarter, not next year.

Seed and Series A teams whose next hires decide whether the business will succeed or fail. Growth-stage companies falling behind on their hiring plan. Late-stage and enterprise teams that need recruiters who can plug straight into a process that already exists or manage recruiting for a specific business unit.

We partner with you throughout your growth journey, providing stage-appropriate recruiting and talent solutions for early-stage startups, scale-ups, growth-stage companies, and large-scale hiring for mid-market and enterprise companies. We have customers ranging from 15 employees to over 50,000.

Most companies come to us when they are behind on hiring.

• You closed a round and the hiring plan tripled.
• You are a quarter into the year and nowhere near on pace with hiring.
• Your last several hires did not work out.
• Hiring is going well in one function and has stalled in another.
• You don’t know how long this hiring surge will last, so you don’t want to commit to W-2 recruiting headcount.
• You needed to hire yesterday.

Sound familiar?

None of that is solved by more applicants. It is a capacity and expertise problem, and it is the one we are built for.

An embedded recruiter does everything an internal recruiter does, but has the benefit of an entire RPO engine backing them up. They sit in your chat channels, your stand-ups, and your applicant tracking system. They run intake, write and sharpen the job description, source and screen, schedule interviews, manage the candidate pipeline, work with hiring managers, and help run the process all the way to an accepted offer.

Our embedded recruiters report to one of SecureVision’s delivery leads who manages their performance, meets with them weekly, and reports progress to you. They leverage our sourcing and outreach tech stack that helps find and engage passive candidates. Your assigned recruiter(s) will have hired for your stage before, so they ramp in days rather than months. That combination is why an embedded recruiter can significantly improve time-to-fill.

We dial in on your ideal candidate profile by aligning with your environment and stage of growth, so hiring managers avoid spending weeks interviewing candidates who aren’t the right fit. We calibrate on real candidate profiles with your hiring managers before any outreach begins. We execute multi-channel and multi-touch sourcing campaigns and ask our network for introductions to the best candidates, rather than waiting on inbound applications. We run structured interviews on scorecards, and we build your interviewers their own scorecards so no two interviews cover the same ground. Then we get meticulous at evaluation, to avoid costly bad hires.

If you are building your first U.S. team from overseas, this is where a lot of good companies stumble. Most candidates haven’t heard of you, and building trust is challenging. Your leadership team is spread thin and operates in multiple time zones. Diagnosing whether a U.S.-based GTM candidate is actually competent vs only a great interviewer is challenging. The go-to-market motion that won at home does not transfer, and the candidates you want have safer offers on the table from established companies they recognize, which can probably pay them more.

That is a market expertise and positioning problem before it is a recruiting problem. We have spent more than a decade helping international companies build U.S.-based teams from the ground up. We can tell your story to the people worth telling it to, and get the first hires in place who are capable of taking you from zero to one in the U.S. market.