Embedded recruiting on a flat monthly retainer. Three open roles at a time, intake through offer, no percentage fee at the end.
Three rolesCovered at once under a single retainer, swapped as your priorities move.
Flat monthlyOne predictable cost with no placement percentage when someone signs.
Weekly reportingA written pipeline update every week, so you always know where each search stands.
You have closed a round and the board expects headcount. Founders are still writing the job descriptions themselves. Agencies quote twenty percent per hire and send resumes without ever learning the product. An in house recruiter means a full salary, a tooling budget, and a manager who does not exist yet.
Embedded recruiting sits between those. You get one person working inside your Slack, your ATS, and your hiring meetings, running your roles the way an employee would, on an agreement you can end when the hiring wave passes.
The fit is strongest for venture backed companies between Series A and Series C hiring across engineering, product, go to market, and operations.
Four phases, defined at the start, so you always know what is happening in a given week.
Two hours with the hiring manager per role. We agree on the scorecard, the compensation band, the interview loop, and what a strong candidate actually looks like in your context. The intake document comes back to you in writing before any sourcing starts.
Outbound into a mapped market rather than a job board queue. A first slate of qualified, screened, genuinely interested candidates typically lands in the first two to three weeks, depending on how specialised the role is.
Scheduling, candidate communication, interviewer prep, debrief facilitation, and ATS hygiene. Your team spends its time on interviews and decisions.
Compensation conversations, offer delivery, counteroffer handling, and the handoff into your onboarding. A written pipeline report goes out weekly throughout, so nothing lives only in one person's head.
All of it is included. No sourcing surcharge, no per hire fee, no tooling passthrough.
Most clients start with one and add the other once the hiring plan is clear.
A dedicated recruiter running your open roles end to end, on a flat monthly retainer. Best for companies hiring into core functions where the work has to sit close to the founders.
How it runsBuilding out support, coordination, and back office functions with talent in the Caribbean and Latin America, employed through an employer of record so you keep working control without a foreign entity.
See the model
Candice Akessa, Founder
HEW Recruitment Group is led by Candice Akessa, a Toronto based recruiter and talent operations consultant. Several years across agency and internal recruiting taught her where hiring functions break. The intake that never happened, pipeline data nobody trusts, and process that lives in one person's head.
The work now sits at the operational layer of talent. Process design, workflow automation, delivery management, and the reporting that tells you whether any of it is working. Take something chaotic, give it structure, then hand it over so it keeps running without her.
Alongside the practice she serves as Vice President of Finance for a Toronto nonprofit, overseeing a multi million dollar asset base and leading its finance team.
Engagements are deliberately limited. Two to three clients at a time keeps every retainer properly staffed rather than spread thin.
A flat monthly retainer covering a set number of concurrent roles, with a three month minimum and thirty days notice to end. The exact tier depends on how many roles you are running and how complex the searches are, so it gets set on the intro call and confirmed in writing afterward.
Swap it. The retainer covers a number of concurrent roles rather than a fixed list, so a requisition can move out and a new one move in at any point without renegotiating.
No. The retainer is the entire cost. Hiring five people in a quarter costs the same as hiring one.
Yours. The work happens inside your systems, so the pipeline, the notes, and the candidate history stay with you when the engagement ends.
Yes. Caribbean and Latin America coverage runs through the nearshore practice, and there is advisory experience across the UAE for teams hiring into the Gulf. Raise it on the intro call and it gets scoped honestly rather than overpromised.
No deck. We look at your open requisitions, your timeline, and whether this model actually fits. If it does not, you will hear what would work better.
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