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Contingent Recruiting

Strategic Talent Acquisition. Paid on Results.

Access exceptional, pre-screened talent through a performance-based recruiting model designed to help you hire confidently and scale efficiently.

The Challenge

The Inflection Point

Unpredictable Hiring Needs

You need to fill a few key roles without the long-term cost and commitment of expanding your internal recruiting team.

Scaling Friction

You are facing a significant hiring push and your current team doesn’t have the bandwidth to source and engage high-quality candidates at the pace you need.

Budget Sensitivity

You prefer a success-based investment where costs are directly tied to placements rather than upfront fees.

our expertise

The Numbers Behind GrassBridge

95%

5

20%

First-year candidate retention rate

Average number of qualified candidates interviewed by the client to make a hire

Cost per placement - no upfront fees

how we work

A Transparent Path to Your Next High-Impact Hire

Calibration & Strategy

01. 

Calibration & Strategy

We start with a deep dive into your goals, culture, and the specific “DNA” of the ideal candidate to ensure we are perfectly aligned from day one.

Targeted Sourcing

01. 

Targeted Sourcing

Using our senior-level network and consistent cold outreach, we hunt for passive talent: the top 1% of professionals who aren’t browsing job boards.

Rigorous Vetting

01. 

Rigorous Vetting

We filter through the noise. Every candidate undergoes a thorough screening to ensure they meet your technical requirements and cultural standards.

Seamless Coordination

01. 

Seamless Coordination

We manage the entire interview loop, from scheduling to gathering feedback, providing a white glove experience for both you and the candidate.

Candidate Tracking

01. 

Candidate Tracking

We manage candidate statuses in your ATS, or, if you do not have an ATS, we track candidates through the process in a shared spreadsheet to stay organized.

Offer & Closing

01. 

Offer & Closing

During negotiations we handle expectations to ensure your top choice says “Yes,” and maintain communication after the offer is accepted to ensure they start with momentum.

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Testimonials

Client Success Stories

“The GrassBridge team greatly improved our recruiting at Spotter over 4 years. Ashleigh guided our Greenhouse implementation, and her expertise was invaluable. She continues to enhance our hiring processes with her knowledge of Greenhouse and GoodTime, managing recruiting coordination with efficiency and care.”

‍

Deena Lear

Deena Lear

,  

Sr. Director, Talent Acquisition at Spotter

Deena Lear

,  

Sr. Director, Talent Acquisition at Spotter

123%

Increase growth in team revenue within the first two quarters.

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FAQs

Frequently Asked Questions About Our Hiring Solutions

What level of candidate screening do you conduct?

Each candidate has a call with one of our recruiters before they are presented to you. We confirm their skills and experience, learn about any job changes or gaps in employment, and gauge their communication and presence. We learn what they are looking for in their next position, in terms of both responsibility and compensation, and, if factors align, educate them about the company and position.

Where do you source your candidates from?

We source our candidates from a variety of sources, including: 

  • LinkedIn Recruiter (shows entire LinkedIn DB, not just your connections)
  • Our internal database of over 100,000 candidates 
  • Networking and referrals
  • Applicants to your job post
  • Multiple 3rd Party Job boards

Our goal is to meet candidates where they are—not rely on a single source. 

How much of the recruitment process do you handle?

We can handle the entire process, including interview scheduling and offer negotiation. Just let us know what the interview process entails, the offer details, and send the offer letter once they accept. Or, if you prefer your team coordinates calendars, we are happy to gather the candidate’s availability and let you take it from there. We can be as involved (or not) as you’d like us to be.

What is your typical time to fill?

Time to fill varies based on many factors, including the position’s level, uniqueness of requirements, location, and compensation, but on average, roles are typically filled within 4-8 weeks.

When do you bill?

We send our invoice on the new hire’s start date, and payment is due within 30 days. There are no upfront fees.

What is your warranty?

If a hire resigns or is terminated for cause within the first 90 days of employment, we will conduct a new search to find a replacement candidate for no additional fee. If we are not able to find a suitable replacement within 90 days of starting the new search, we will provide a pro-rated credit based on the remaining un-worked portion of the guarantee period.