Why This Exists
We didn't set out to build software. We set out to fix real hiring problems as recruiters and talent acquisition leaders ourselves. That same team now runs searches directly, as consultants, embedded recruiters, and fractional TA leaders, bringing the same hands-on expertise behind our platform straight into your hiring.
How We Help
Strategy, process design, and hands-on training. We audit how your team hires, fix what's broken, and build the playbook, including your Honeit workflows, dashboards, and metrics.
Full-cycle recruiters who work inside your team like they're on payroll. They handle sourcing, screening, interviews, and offers, all running on the same interview intelligence as our platform.
Senior talent acquisition leadership, on demand. Build the function, mentor the team, and own hiring strategy without a full-time executive hire.
Consulting, embedded, or fractional, the workflow does not change. Show more on any stage to see what is included.
A structured call that captures what the role actually needs, so the first submissions land instead of recalibrating the search.
We sit down with the hiring manager and capture what the role actually needs: the problems this person will solve, what a strong answer sounds like, and what would make them say no. That becomes the scorecard everyone works from for the rest of the search.
Most of the time lost in hiring is spent recalibrating after the first few submissions come back wrong. This is where that gets prevented.
Media slot. A real intake guide and the scorecard it produced.
Posts and outreach describing the real role and team, so candidates opt in or out early instead of withdrawing at offer.
Recruitment marketing built from the intake call rather than a template, including honest previews of the team, the work, and the tradeoffs. Candidates self-select in or out before they take up a hiring manager's calendar.
A candidate who understood the job before applying is a candidate who does not withdraw in week four.
Media slot. A job presentation with the hiring manager describing the role in their own words.
Targeted outbound to people who are not applying, with a scheduling link in every message so interest becomes a booked call.
Targeted outbound against the profile agreed at intake, with messaging that reflects the real role rather than a generic pitch. Every reply carries a scheduling link, so interest becomes a booked conversation the same day instead of a thread that goes cold.
The best people for a hard role are rarely the ones answering job posts.
Media slot. An outbound sequence and the response it generated.
Guides written for this role and scored against it, so every candidate is measured on the same things by whoever runs the call.
Every screen runs against the competencies agreed at intake, so candidates are compared on the same things by whoever is running the call. Scores, notes, and soundbites are captured during the conversation rather than reconstructed afterward.
Consistency is what makes candidates comparable. Without it you are asking a hiring manager to choose between four differently-run conversations.
Media slot. A req-specific interview guide in use on a live call.
Scorecards and soundbites your hiring managers can hear, reviewed in four minutes instead of repeated as another phone screen.
Each submission arrives as a candidate presentation: the scorecard, the recruiter's assessment, and soundbites of the candidate answering the questions that decide it. It opens on a phone and takes about four minutes to review.
This is the handoff where most hiring time disappears. A submission someone can act on turns a week of back-and-forth into a same-day answer.
Media slot. A real candidate presentation as the hiring manager sees it.
Everyone scores and comments in one place, so decisions land in hours and each round calibrates the next.
Recruiters, interviewers, and hiring managers comment and score in one place, so feedback lands where the evidence is. Each round calibrates the next one, and the search gets sharper rather than slower.
Feedback scattered across email and Slack is feedback nobody acts on.
Media slot. Hiring team feedback and scores on a submitted candidate.
Why Honeit Solutions
Every engagement runs on Honeit's proprietary interview intelligence technology, the same platform, not a generic playbook.
Our consultants and embedded recruiters have run recruiting functions inside real companies, not just advised on them from the outside.
Every interview our team runs is captured and scored, so your hiring managers align on facts, not gut feel.
Why teams trust Honeit
Steve Cadigan - Former Chief HR Officer, LinkedIn
Angie Verros - Founder & CEO, Vaia Talent
Stephen Owens - VP, Talent Acquisition, Protective Insurance
Questions
Still deciding what you need? Tell us what's not working and we'll point you to the right option.
No. Consulting, embedded recruiting, and fractional TA engagements stand on their own. Most clients also get access to the platform as part of the engagement, since that's what our team runs on day to day.
Embedded recruiters work full-cycle inside your team, day to day, on your open roles. Fractional TA leadership is more senior and part-time. It focuses on building the function, setting strategy, and mentoring your existing recruiters rather than filling reqs directly.
Most engagements kick off within two to three weeks of a scoping call, depending on the size of the team and the roles involved.
Yes. We've built consulting and embedded engagements for internal talent acquisition teams, HR and People Ops functions, RPOs, and independent recruiting and staffing firms.
Every engagement is scoped to the work. Consulting projects, embedded recruiter placements, and fractional leadership retainers are priced differently. Tell us what you need and we'll put together a proposal.
Yes. Many embedded and fractional engagements are built to identify and train a permanent hire, so the role stays covered after we step back.