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Cutting Noise: Scorecards with Receipts
How transcript-backed rubrics speed yes/no decisions.
Trusted By
"TRS gave us finalists in 5 days. Faster than our internal team. Filtered down from 250 candidates."— Abby W., HR Executive
Why We Built This
We Built Our Own Infrastructure. From Scratch.
Most recruiting agencies stitch together LinkedIn, a job board, and whatever ATS their ops person set up years ago. We tried those tools. They were frustrating, disconnected, and not built by recruiters. So we built our own.
TRS runs on a fully proprietary end-to-end system: intelligent auto-sourcing, candidate scoring, adaptive multichannel outreach, pipeline management, and interview intelligence, all built around how great recruiting actually works.
We also learned that sending great candidates isn't enough. Founders and lean teams don't have the bandwidth to manage a pipeline, keep candidates warm, or negotiate offers. We do all of it, so you can focus on your business.
Recent Results
15 Days
Head of Engineering placed for a cybersecurity company
1 Month
3 AEs, 2 CSMs, and 1 SDR hired for a software company. Every candidate sourced outbound by TRS.
Best Taste
Clients consistently tell us TRS has better candidate intuition than any recruiting firm they've worked with. We take that seriously.
Other firms patch together outdated tools. We built our own so we could offer more data, precision, speed, and better hires.
Who We Serve
Who TRS Is Built For
Established companies with real revenue, real urgency, and no margin for a bad hire.
Companies without an internal recruiter
Founders and hiring managers who need roles filled fast without a full-time HR hire.
PE and IB-backed companies
Firms that need experienced talent placed quickly, accurately, and discreetly.
Cybersecurity & infrastructure
Technical companies that need recruiters who actually understand the roles.
Established SaaS companies
Post-PMF companies scaling sales, engineering, and ops who need quality over volume.
Companies burned by recruiters before
If you've paid retainers and gotten irrelevant resumes, you know what bad recruiting costs.
Executive & C-suite searches
High-stakes leadership hires where the wrong call sets you back a year.
Model Comparison
The Numbers Don't Lie
| Contingency | Traditional RPO | Internal TA | TRS | |
|---|---|---|---|---|
| Setup Time | None | 2–6 weeks | 2–4 weeks | Hours |
| Avg. Time-to-Hire | 30–45 days | 35–50 days | 40–60 days | 21 days |
| Pipeline Visibility | None | Weekly reports | ATS dependent | Real-time, full funnel |
| Sourcing | Manual, recruiter-dependent | Manual + tools | Job boards + inbound | AI-scored, automated |
| Candidate Scoring | Subjective gut feel | Basic screening | Varies by team | Multi-stage AI + human |
| Cost Per Hire | $15K–$25K+ | $6.7K–$10K | Internal overhead | $5K–$8K |
| Volume | 1-6 roles | 15+ hires/yr | Limited by headcount | Any volume, any stage |
| Process Control | Outsourced entirely | Shared | Full control | Full transparency + AI |
Setup Time
Others
2–6 weeks (RPO)
TRS
Hours
Avg. Time-to-Hire
Others
35–60 days
TRS
21 days
Pipeline Visibility
Others
None / weekly reports
TRS
Real-time, full funnel
Sourcing
Others
Manual, recruiter-dependent
TRS
AI-scored, automated
Candidate Scoring
Others
Subjective gut feel
TRS
Multi-stage AI + human
Cost Per Hire
Others
$6.7K–$25K+
TRS
$5K–$8K
Volume Minimum
Others
15–25 hires/yr (RPO)
TRS
No minimum
Process Control
Others
Outsourced or ATS-dependent
TRS
Full transparency + AI
Our Infrastructure
End-to-End. AI-Powered. Human Where It Matters.
We built a workflow that actually works. AI handles volume. Humans handle judgment.
01
Req Synthesis
AI synthesizes your calls, emails, Slack, and JD into weighted scoring signals
AI-Driven02
Auto Source
AI scores and ranks candidates against your synthesis, not keyword matches.
AI-Scored03
Outreach
Multi-touch cadences generated from the synthesis, personalized per candidate
AI + Human04
Messaging
Centralized hub for all candidate conversations with AI-assisted responses
AI + Human05
Screening
Human recruiter calls with structured scoring across 5 behavioral dimensions
Human-Led06
Submit
Complete candidate profile with AI + human scores, synthesis match, and call report
AI + Human50K+
Candidate Network
30+
Years of Experience
135+
Roles Closed
Engagements
How We Engage
Not sure which fits? We'll tell you on the first call. Every engagement includes full sourcing, screening, scorecards, and offer management, integrated directly into your Slack or client portal.
Retained SearchMost Common
A true recruiting partner for companies with ongoing hiring needs. Unlimited active roles, dedicated team, full pipeline management.
Social Proof
What Clients Say
Trusted by founders, hiring managers, and security leaders.
Hector G.
People Operations at Buzz Solutions
“Best recruiter I have worked with”
Joe
Red Team Engineer
“I feel great about the role — recruiting heroes”
Brandi
CISO
“The best match I've had so far”
Alex
Security Advisor
“The first time a recruiter actually panned out”
Candidate
Placed via TRS
“The most thoughtful questions I've ever been asked”
Matt
CEO
“The best recruiter relationship we've had”
The Process
Here's Exactly What Happens
Here is what the first few days look like.
01
We Talk
One call. We align on the role, your team, and what a great hire actually looks like. You sign the intake agreement and we get to work the same day.
No JD? We write one.
02
We Build
TRS integrates into your Slack or gives you access to our client portal. Full pipeline visibility from day one. You see every candidate, every score, every note.
Full visibility, start to finish.
03
You Hire
First shortlist in under 9 days. Every candidate comes with a scorecard, call notes, and a clear recommendation. We handle all coordination and offer negotiation.
Avg. time to hire: 21 days.
Objections
The Hard Questions
The things people actually wonder before they get on a call.
We already tried a recruiter and it didn't work.
That's the most common thing we hear. Most recruiters send a pile of resumes and disappear. We own the entire process: sourcing, screening, scorecards, offer negotiation. We'd rather send you three people worth interviewing than fifteen you have to wade through. If you've been burned before, you'll recognize the difference immediately.
We don't have a job description ready.
Most JDs are wrong anyway. We extract the real job from a 30-minute intake call: must-haves, soft signals, red flags, culture fit. We write the JD. You approve it. Then we build the search around it.
Our hiring bar is very specific and nuanced.
Specific is our advantage. Most recruiters get confused by nuanced requirements. We go deep on your role and build the search around what you actually need, including the things you only mentioned once.
How fast is fast, really?
First shortlist in under 9 days. Average time to hire is 21 days. We placed a Head of Engineering for a cybersecurity company in 15 days and hired 6 GTM roles for a software company in one month. Those aren't outliers. That's the system working.
Our budget is tight right now.
Contingent recruiting means you only pay on results. A small deposit is applied in full toward your success fee when you hire. No hire, no fee.
Why not just use an AI sourcing tool?
AI tools surface names. We surface the right people: sourced, scored, personally called, and ready to interview. The difference is judgment, and that part is human.
Will this disrupt our current workflow?
No. We plug into your Slack or give you access to our client portal. We work around your setup. Your ATS stays intact.
What if it doesn't work out?
We pause or pivot. No long contracts. 60-day replacement guarantee on most engagements. If we're not adding value, we'll say so.
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