STEP THREE · THE HIRING SPRINT

A focused search built to actually place someone.

Most recruiting searches fail. Ours are built differently from the ground up — which is why they don't.

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THE NUMBER THAT MATTERS MOST

The industry fills a fraction of the searches it runs. We rebuilt ours not to.

Most contingency searches never end in a placement — clients wait months, the role goes stale, and everyone starts over. We didn't try to improve that model. We replaced it.

~20%

Roughly what the traditional contingency industry actually places, search to search.

80–90%

Bronwick's placement success rate on Sprint searches run through our current process.

90 DAYS

The guarantee window every Sprint placement is backed by — see below.

WHY POSTING A JOB ISN'T A STRATEGY

The candidate you need isn't reading job boards. They're not looking at all.

The strongest people for your role are already employed, already good at what they do, and have zero reason to apply to a posting. Reaching them takes a completely different approach than "post and wait."

POST & PRAY

  • Only reaches people actively job-hunting
  • Misses the employed, currently-thriving candidate
  • Produces volume, not fit
  • What most companies — and most recruiters — still rely on

TALENT MAPPING

  • We map every place your ideal candidate works today
  • We pitch the opportunity directly to people who'd never apply on their own
  • We call passive candidates, network relentlessly, and keep expanding the map every week until we place someone
  • Job boards are one small piece of a much bigger search — not the whole strategy
HOW A SPRINT ACTUALLY RUNS

Screen. Interview. Offer. Nothing reaches you unqualified.

A dedicated recruiter runs your search from day one — not a rotating queue of whoever's free.

01

Bronwick Finds, Screens & Assesses

Every candidate is interviewed, reference-checked, and assessed against the profile before you ever see a name. What reaches your desk comes with a written summary — not just a resume.

02

You Interview

We coordinate the process, help design the right interview format for the role — including working interviews where they make sense — and keep things moving with fast feedback loops.

03

Offer & Negotiation

We manage the offer conversation as a neutral party, staying in close touch with the candidate through acceptance and start date, so a strong hire doesn't fall apart from a communication gap on either side.

AFTER THE HIRE

We stay in it through the first 90 days — because retention starts before day one.

How a candidate is treated during the process predicts how long they stay after it. Every Sprint placement includes a structured feedback loop designed to catch problems while there's still time to fix them.

90

The 90-Day Guarantee

We survey every candidate at hire and again at day 30 — flagging training gaps, culture mismatches, or unclear expectations early enough for you to act on them. If it's not the right fit inside that window, we're already on it.

Stop running searches that don't end in a hire.

A Sprint starts with a Hiring Blueprint, built around the exact role you're trying to fill. Let's talk about what that looks like for you.

Talk to a Recruiting Specialist