Names in 24 hours.
Ready to present in five days.
We don't do keyword matching. We evaluate what candidates have actually built — and by day five you hold validated people, each with a written introduction you can put straight in front of your team or your customer.
The Decision-Ready Profile.
This is what lands by day five. Click through the shortlist — each candidate carries a forwardable introduction, a requirement check-off, the three-layer read, and named risks.
Senior Salesforce Technical Lead
Helsinki B2B SaaS scaleup · billing platform re-architecture · English-first, distributed team
The Decision-Ready Profile is not the CV. It is not a sales pitch. It does not confirm fit — it gives you what you need to make the call, including the reasons to say no. Three to interview, two strong, one baseline — that's the bar we staff to.
Nobody ever waits
for the recruiter.
You see the real numbers — found, contacted, responded — updated as we work, not at the end.
A short message each day: what moved, what we're chasing, and tomorrow's focus. No silence.
Everyone you meet through us lives in your private pool — we keep them current and surface them next time.
From a vague need
to a Teams invite.
Friction-free, and human-led at every customer-facing step.
Submit the need
A short brief — or a messy one. We translate it, and we'll push back on scope where the market says we should.
We source & evaluate
Breadth from our engine, judgment from us. Each candidate scored against your specific context, not a generic bar.
You accept candidates
Open the shortlist, read the reasoning, pick who to meet. Give us your availability — we coordinate the rest.
The invite lands
We arrange the interview and the Teams invite shows up. You never chase us for a status update.
Frequently asked questions
How fast does HelloWork deliver candidates?
We deliver concrete results within 24 hours in every case — first real names on the table on day one, not just "we're on it." The first validated, presentation-ready shortlist lands in about five working days, with a story written for each candidate. You also get a short daily note on what moved and what we're chasing next.
How are candidates evaluated?
We don't do keyword matching — we evaluate what candidates have actually built, in what complexity of products and roles. Evaluation runs across three layers: direct fit (does the literal experience match), adjacent capability (have they solved the hard part in a different shape), and contextual inference (reasoning from what we know about the company and market). The gold is usually deeper down.
What is the Decision-Ready Candidate Profile?
It's the deliverable that lands by day five: a forwardable introduction, a requirement check-off, the three-layer read, and named risks — signed by a human. It is not the CV, it is not a sales pitch, and it does not confirm fit. It gives you what you need to make the call, including the reasons to say no.
What is the Talent Pool?
The Talent Pool is a free relationship-memory of everyone you meet through us. Everyone automatically lives in your private pool; you can add others for free, we keep them current, and we surface them on future searches. It's bundled with Recruitment and sold as a service, not a platform you have to procure.
What does it cost?
Recruitment is priced as a placement fee (a percentage of salary) plus a service fee, structured either role-based or as a retainer, depending on how you want to work with us. The Talent Pool is bundled in for free. We'll agree the exact shape with you up front — no surprises.
Send us a brief.
First names inside 24 hours. No strings attached.