Model 2: Technical Hiring Pipeline Partnership

A continuous stream of vetted engineering candidates — without resume spam, agency chaos, or hiring delays.

Not every company needs a recruiter full-time.
Some need steady technical talent supply over months as they scale.
This model builds a predictable hiring pipeline — sourced, screened & shortlisted by a technically fluent recruiter.

You only interview candidates who are worth engineering time.

Why engineering teams choose this model

• Continuous pipeline — not stop-start hiring
• Predictable spend versus 18–25% agency commissions
• Technical screening before it reaches your team
• Faster hiring velocity for roadmap-driven scaling
• Works like a fractional in-house recruiter, without full-time overhead

Ideal for teams hiring across 3–12 months.

How it works

Role Planning & Hiring Roadmap
Tech stack, skills, hiring volume & timelines.
Continuous Sourcing & Outreach
US-aligned sourcing + passive talent engagement.
Technical Screening & Shortlisting
Skill validation, project work review, culture alignment.
Candidate Delivery & Interview Coordination
Weekly shortlists or rolling submissions.
Scale Up/Down Flexibly
Adjust monthly based on product milestones.

Pipelines we build

When to choose this

This model fits best if:

✔ You’re planning multiple hires, not one
✔ Hiring needs align with product roadmap cycles
✔ You want screened candidates, not resume drops
✔ You prefer a technical hiring partner over staffing vendors

Engagement Format

Monthly Retainer — predictable, scalable
Fixed fee for pipeline management.
Hybrid % available only for retained/specialized roles.

Available for: Full-Time | Contract | Hybrid hiring support

Build a predictable engineering pipeline

If you want consistent access to technically vetted talent, this model is built for you.

📅 Book a discovery call — https://meetings-na2.hubspot.com/archan
📧 Email — archan@arckits.com