Recruitment as a Subscription
We’re called in when hiring stops working — and execution starts slipping.
About the service
For Series A–B startups where growth didn’t slow, but hiring did.
Founders and leadership teams are still deeply involved in hiring — often searching themselves — after agencies and internal recruiters failed to deliver.
This isn’t about more candidates.
It’s about restoring execution capacity.
Founders and leadership teams are still deeply involved in hiring — often searching themselves — after agencies and internal recruiters failed to deliver.
This isn’t about more candidates.
It’s about restoring execution capacity.
Who this is for
- This model is built for:
- Series A startups (10 – 50 people) experiencing their first real hiring chaos
- Series B startups (40 – 150 people) where hiring quietly slows execution
- Typical signals we see:
- You tried agencies — fees were high, outcomes inconsistent
- You hired (or plan to hire) an internal recruiter — but leadership is still overloaded
- Roles stay open, decisions stall, execution pressure grows
- Founders are still sourcing, interviewing, and closing themselves
-
Hiring looks active. Execution feels stuck.
What this is not
We deliberately do not operate as:
- Traditional recruitment agencies
- CV delivery services or candidate marketplaces
- Volume hiring or junior‑only recruiters
- Generic “RaaS” vendors selling capacity without ownership
Recruitment as a Subscription — explained
Instead of paying per hire or adding permanent headcount too early, you get:
An experienced Head of Talent + a dedicated Tech recruiter embedded into your company for a predictable monthly fee.
This gives you:
This gives you:
- Execution capacity without long‑term headcount risk
- Senior decision ownership without agency incentives
- A hiring system that works beyond the next role
What’s included
Our subscription covers the full hiring system — not just sourcing.
Role clarity & execution ownership
What success in the role looks like
Defining decision flow
Defining decision flow
Hiring system design
Process design aligned to your team
Interview structure that supports decisions
HR systems setup (available as a separate engagement)
Interview structure that supports decisions
HR systems setup (available as a separate engagement)
Active sourcing & outreach
What is the result? What will your client get as an end product?
Shortlisting & calibration
Candidate calibration with founders and hiring managers
Continuous alignment as the search evolves
Continuous alignment as the search evolves
Interview orchestration
Managing interview flow and stakeholder input
Preventing feedback sprawl and decision drift
Preventing feedback sprawl and decision drift
Closing support
Offer strategy aligned with risk, equity, and market reality
Candidate management through final decision
Candidate management through final decision
Founder & hiring manager alignment
Reducing founder involvement without losing control
Re‑establishing trust in the hiring system
Re‑establishing trust in the hiring system
Post‑hire execution feedback loops
Early signals on execution, ownership, and integration
Adjusting hiring assumptions before the next role
Adjusting hiring assumptions before the next role
Roles we focus on
We work on roles where mistakes are expensive and delays hurt execution:
Industries we know deeply:
- Fintech (Web3, Crypto, Blockchain)
- AI & Robotics (software and hardware)
- Mobility (software and hardware)
Commercial model
Projection equipment: slide projectors, presentations, overhead projectors, and computer projectors.
- Monthly subscription + fixed rate per hire
- Engagements typically run 3, 6, or 12 months
- Flexible by design — we adapt to your hiring reality
Tell us what’s breaking — we design the engagement around it.
This model is designed for founders who need control over hiring spend without losing execution.
You avoid the unpredictability and high fees of recruitment agencies.
You avoid committing early to a full in-house Head of Talent with salary, taxes, and long-term risk.
Instead, you get full executive-level hiring ownership — plus hands-on recruiting execution — through a single, predictable model.
We take responsibility for hiring outcomes, not just activity.
That means roles move, decisions close, and execution capacity is restored — without adding permanent headcount too early.
You avoid the unpredictability and high fees of recruitment agencies.
You avoid committing early to a full in-house Head of Talent with salary, taxes, and long-term risk.
Instead, you get full executive-level hiring ownership — plus hands-on recruiting execution — through a single, predictable model.
We take responsibility for hiring outcomes, not just activity.
That means roles move, decisions close, and execution capacity is restored — without adding permanent headcount too early.
Why founders choose this model?
Because it solves the real problem:
- Execution capacity beats headcount growth
- Predictable cost beats agency risk
- Ownership beats activity
When hiring breaks, founders get pulled back in.
We exist to reverse that.
We didn’t need more candidates. We needed someone to own hiring end to end. The subscription model gave us senior judgment and execution without adding permanent headcount.
Agencies were expensive and inconsistent. Internal hiring wasn’t ready yet. This model gave us predictable cost and real execution when hiring became the bottleneck.
Hiring looked busy, but most candidates were ‘almost right.’ Olga and the team took full ownership, clarified the roles, and brought the right people in — so I could finally focus on execution.
Talk to Olga
Olga Fedoseeva
Hiring and HR Executive with 20+ years experience in Tech - Fintech, AI, Crypto, Robotics & Mobility
Phone: +34 623 942 461
Email: olga@unitiq.com
Email: olga@unitiq.com
Our contacts
Phone: +34 623 942 461
Email: olga@unitiq.com
Email: olga@unitiq.com
Our locations:
London:
Madrid:
Dubai:
London:
Madrid:
Dubai: