Recruiting and Talent Acquisition

Fill Up Your Open Roles Faster

Stop losing months to roles you can't seem to fill

Every week an open role sits vacant, costs you revenue, burns out your existing team, and gives competitors a chance to hire the candidates you should have landed. We Got U sources, screens, and delivers qualified candidates for the positions you’ve been struggling to fill without the time, overhead, or guesswork of doing it yourself.

[ The Hidden Cost of Trying To Fill Roles On Your Own ]

Hiring Is The Most Expensive Thing Your Business Is Doing Wrong

Illustration of a calendar with a downward arrow and shrinking stacks of coins, representing reduced advertising or recruiting costs over time

Every Week A Role Sits Open Costs You Revenue

An unfilled sales role doesn’t just mean missing one person, it means missed deals, dropped follow-ups, customers your existing team can’t service, and competitors closing the leads that should have been yours. The revenue cost of an open role often exceeds the salary you’d be paying within weeks of the position going vacant.

The Best Candidates Aren't Applying To Your Job Posts

Top performers in any field such as sales, technical roles, management, skilled trades are almost never actively looking on Indeed. They’re employed, busy, and only consider new opportunities when approached directly. If your hiring strategy depends on candidates finding you, you’re competing for the bottom half of the talent pool.

Illustration of a stressed person surrounded by a large pile of resumes and applicant folders, representing recruiter overwhelm from high application volume

Your Hiring Manager Is Buried In Resumes That Aren't Qualified

Indeed posts attract volume, not quality. Your hiring manager who’s already doing their actual job, is now spending 5-10 hours per week filtering through unqualified resumes, scheduling no-show interviews, and chasing candidates who ghost mid-process. That time isn’t free, and it isn’t being well spent.

Illustration of a person running on foot while a competitor speeds ahead in a race car toward candidates and a finish line, representing slow hiring processes

Your Hiring Process Is Losing You Candidates To Faster Competitors

The best candidates move fast. They’re often considering 2-3 opportunities at once, and the company that responds quickly, communicates clearly, and moves through the process efficiently wins. Slow hiring processes, even by a week or two, lose qualified candidates to competitors who don’t make them wait.

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See How Our Recruting Service Works

[ How we Can help ]

What Our Recruiters Do Differently

Illustration of a recruiter using a magnifying glass to identify a verified candidate within a connected network of applicant profiles

We Actively Source The Candidates You'd Never Find On Indeed

We don’t wait for candidates to come to us. We actively source through LinkedIn outreach, targeted industry searches, candidate database mining, referrals, and direct outreach to people currently employed in the roles you’re trying to fill. Most of the candidates we deliver weren’t actively looking for a new job and they considered yours because we made the introduction.

Real Screening Before You See A Resume

Every candidate we deliver has been pre-screened against your role requirements such as experience, qualifications, salary expectations, location fit, availability, and cultural match. You don’t get a stack of resumes to wade through; you get a short list of candidates already qualified to be interviewed. Your hiring manager’s time stays focused on closing the right hire, not screening hundreds of wrong ones.

Marketing-Backed Employer Branding That Attracts Better Candidates

Most recruiting agencies don’t do marketing. We do and we apply it to your hiring. Polished job postings, professional career pages, LinkedIn employer presence, and targeted outreach campaigns position your business as a place top candidates actually want to work. Better positioning attracts better candidates, which lowers your cost per hire and improves retention.

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Speed That Wins Candidates Before Competitors Do

We move fast, typically delivering qualified candidate shortlists within 7-14 days for most roles. We handle initial outreach, screening, scheduling, and candidate communication so your hiring process keeps moving even when your team is busy. Faster process = more qualified candidates accepting offers, instead of taking competing roles while you wait.

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What Recruiting Isn’t

Real Recruiting vs Job Board Reposting Services Some “recruiters” just take your job and post it on a wider distribution of job boards. They don’t source, they don’t screen, and they don’t add real value. We actively source candidates, including passive candidates not on any job board, and screen every one before you ever see a resume.

Real Recruiting vs Contingent Staffing Agencies Traditional staffing agencies focus on temporary or contract placements at high markups. We focus on direct-hire, permanent placements where you’re hiring people into your business, not paying ongoing fees on contractors. Different model, different role, different long-term economics.

Real Recruiting vs Executive Search Firms Executive search firms specialize in C-suite and senior leadership roles with retained fee structures starting at 30-35% of first-year compensation. We focus on the mid-level operational roles most businesses actually struggle to fill such as sales reps, technicians, managers, skilled trades, and office staff, at fee structures that fit those role values.

Real Recruiting vs DIY Hiring On Indeed Or LinkedIn You can post your own jobs and source your own candidates, but if your team is busy enough to need recruiting help, you don’t have the bandwidth to do it consistently. DIY hiring is slow, inconsistent, and frequently produces under-qualified hires made out of timeline pressure. Real recruiting is faster, more strategic, and produces candidates your team would never have found.

[ FREquently asked questions ]

Learn More About Recruiting

Isn't recruiting too expensive compared to doing it ourselves?

DIY recruiting feels free, but it isn’t. Between the hours your hiring manager spends sourcing and screening, the revenue lost during open-role periods, and the cost of bad hires made out of desperation, DIY hiring is usually the most expensive option. Professional recruiting fees almost always pay for themselves in the first 30-60 days through faster hires and better retention.

How is this different from a typical recruiting agency?

Most recruiting agencies just send resumes from job boards. We actively source candidates (including passive candidates not on job boards), pre-screen everyone before submission, and apply marketing-backed employer branding that makes your roles stand out. The combination of active sourcing + screening + branding is what most recruiters don’t do, and it’s why our candidates close at higher rates.

What kinds of roles do you recruit for?

We focus on mid-level operational and professional roles such as sales reps, technicians, managers, skilled trades, customer service leads, office staff, and similar positions. We don’t do high-volume entry-level hiring or executive search. If your role falls between those two ends, we’re likely a strong fit.

How does recruiting fit with my other marketing work?

For businesses already working with us on marketing, recruiting is a natural extension, we already understand your brand, your customers, and how to position your business. That same positioning translates into employer branding that attracts better candidates. For businesses new to us, recruiting often opens the door to broader marketing conversations once the hiring problem is solved.