Test Drive With a 90 Day Pilot.
Our 90-Day Pilot gives you a focused way to test our recruiting capability, validate the talent market, and build a usable candidate pipeline without immediately committing to a large retained search or full recruiting desk.
Get momentum with a proven hiring model.
Many clients know they need stronger recruiting support, but they may not be ready to start a long-term engagement until they see quality, responsiveness, and market traction.
Unclear hiring reality
The role may look good internally, but the market may disagree on compensation, skill mix, seniority, location, or availability. The pilot surfaces those realities early.
Low-confidence candidate flow
You may often see resumes, but not enough well-matched candidates. The pilot focuses on calibrated outreach, screening, and shortlist quality.
Starting every search from scratch
When hiring starts only after a role becomes urgent, speed and quality suffer. The pilot creates an initial pipeline and market map that can be expanded later.
No dedicated recruiting bandwidth
Internal teams may be stretched across operations, HR, and business priorities. The pilot gives them focused recruiting execution without adding headcount.
Risk of a long commitment
Before signing a broader recruiting arrangement, you can see how we work, communicate, and deliver over a defined 90-day window.
Weak market visibility
Leaders need to know what kind of talent is actually available. The pilot turns recruiting from guesswork into a more informed business decision.
A practical recruiting sprint with useful outputs, not vague activity.
The 90-day pilot is designed to produce tangible recruiting assets and decision visibility that you can use immediately.
- Role calibration for priority technical roles, including must-haves, tradeoffs, and market positioning
- Target candidate profile definition for skills, seniority, domain exposure, location, and compensation range
- Talent market mapping across relevant companies, role titles, and candidate pools
- Targeted outreach and early candidate engagement for the most important roles
- Screened candidate conversations and qualified shortlists where the market fit is strong
- Weekly visibility into pipeline progress, market feedback, candidate objections, and hiring friction
- End-of-pilot recommendation: continue, expand, refine, or convert into an ongoing fractional recruiting desk
Outcome: by the end of 90 days, you will have a clearer view of the market, a better-calibrated hiring approach, and a practical basis for deciding whether to scale recruiting support.
A flexible 30-30-30 model.
The pilot keeps the engagement focused while giving enough time to calibrate, test, and produce useful recruiting intelligence. The timing and activities of the 90 day pilot can be customized to your needs.
Days 1-30: Calibrate
Confirm priority roles, define ideal candidate profiles, sharpen messaging, identify target pools, and align on what good looks like.
Days 31-60: Engage
Run targeted outreach, start candidate conversations, capture market feedback, and refine the search based on real response patterns.
Days 61-90: Convert
Present qualified candidates where available, summarize market intelligence, and recommend the best next step for ongoing recruiting support.
Start small, learn quickly, and decide with evidence.
The pilot is intentionally easy to start. We begin with a focused conversation, choose one to three priority roles or talent areas, and define what success should look like over 90 days.
Start with a 90-Day Recruiting Pilot.
Use the pilot to validate the market, build early candidate flow, and decide whether Godlr should become your ongoing recruiting partner.