THE
TALENT
VAULT
Every time you use an agency,
you rent their process.
We install it inside
your company instead.
$0
Placement fee. Ever.
100%
Data retained by client
Scroll to learn more
Why the agency model fails
You pay for the search.
You own nothing when it's done.
01
It takes too long
The average mid-market search takes 60 to 120 days. Revenue does not pause while you wait. The cost of an empty seat adds up fast and most businesses never measure it.
60–120 day average search
02
You start from zero every time
Every search ends with the agency keeping all the data, all the candidate relationships, and all the market knowledge. You paid for it. They kept it. Next time a role opens, you pay again.
Zero retained from every search
03
Their incentive is not your hire
Agencies get paid when a seat is filled, not when the right person is in it. A wrong hire six months into a critical role still generates a full invoice. You carry the cost. They do not.
$30k–$45k per placement
04
You cannot see what is happening
Most businesses have no idea how many candidates were approached, what the market said, or why a search stalled. You are paying for a result you cannot see, track, or verify.
No data. No visibility.
The solution
We install
the engine
inside your
company.

The same infrastructure executive search firms use to reach passive candidates in niche technical markets. Installed inside your company. Operated on your behalf. Owned by you permanently.

01
Done-for-you candidate outreach
We build targeted outreach to passive candidates at the right companies, in the right regions, at the right seniority. Not job boards. Not applications. Direct contact with people who are employed and performing.
02
Full search operation
We run the search end to end. Pipeline management, outreach execution, market intelligence, and weekly reporting. You respond to candidates and attend final interviews. The rest runs without you.
03
Ongoing consultation
We consult on role definition, compensation benchmarking, and search strategy throughout the engagement. If the market is telling us the brief is wrong, we say it directly and recommend the adjustment.
04
Market intelligence included
Every active client receives a monthly report drawn from live outreach across our searches. Candidate response patterns, compensation benchmarking, what is causing candidates to disengage. Real data from the market we are actively working.
05
The infrastructure stays
When the engagement ends, you keep the pipeline, the data, and the process. The next time a seat opens, you do not start from zero. That is the part that does not exist with any agency.
What you keep
The vault is a permanent asset
on your talent balance sheet.
The candidate pipeline
Everyone we approached during the search is yours. The ones who said yes and the ones who said not yet. Your next search starts warm.
The outreach data
How many people we contacted, what they said, and why they did or did not move. You see exactly what the market looks like for your roles at your pay range.
The candidate relationships
Everyone we spoke to knows your company. The next time a role opens, you are not starting cold. That relationship is already there.
The process
The search framework, scoring criteria, and role definitions we built together. Use them to run future searches yourself or with our support.
Live market intelligence
What pay rates are actually competitive right now. What candidates in your region respond to. Data from live searches, not surveys from twelve months ago.
No fee per hire. Ever.
Every hire made from the pipeline we built costs nothing extra. No percentage of salary. No placement invoice. One flat monthly rate and that is it.
Every search you run builds on the last one.
The next hire is always faster and cheaper than the one before.
Ideal client
We work with firms
that are always hiring.
Who they are
Owner, President, VP of Operations
At a growing business in the United States with active hiring volume and no dedicated internal talent acquisition function. Revenue $10M to $150M. Direct P&L accountability for the hiring problem. The person who feels every vacant seat in their margins.
The trigger
A role open for 21 or more days
They have posted the role, received inadequate applicants, and are absorbing operational vacancy cost while managing the search alongside their core responsibilities. The reactive model has already failed.
What they believe
That the market is just tight
They have not separated the scarcity problem from the infrastructure problem. They are treating a systematic failure as a market condition. The talent exists. The outreach capability does not.
What changes
They stop renting and start owning
The first search is also the foundation for every search after it. The pipeline built in month one is still running in month twelve. Every hire gets cheaper and faster.
Not a fit: Businesses above $150M with dedicated internal talent acquisition teams. Clients unwilling to provide timely feedback or move at candidate speed. Any business that does not have active, recurring hiring volume.
Next step
Stop renting a process
you will never own.
Start building
the asset.
01
30-minute call. We review your open roles, your current process, and whether there is a fit. No obligation.
02
Kickoff within 3 days. Intake documents signed. Engine configured. First outreach wave live within 72 hours of sign-off.
03
First candidates within 2 weeks. Market intelligence in your inbox before the end of month one.
Book a call
Jack Daley  |  GTM Engineering  |  The Talent Vault
United States