Need recruiting support without a defined QIA Search? We also conduct searches on an hourly basis. This can be a good fit when you want experienced search support but prefer a more flexible engagement. Hourly services can also include market mapping and research, exploratory sourcing, candidate pipeline development, compensation validation, recruiting research and additional recruiting capacity. Whether you need us to run a search, help you understand the market or work alongside your internal team, hourly support gives you the flexibility to use QIA where you need us most.

Sometimes you don't need more recruiters. You need a better recruiting process. We look at how your team works today and help identify where things are slowing down, breaking down or creating unnecessary work. Then we help you build practical solutions your team can actually use.

A good interview should help you make a better decision. We build structured interview frameworks, question guides, evaluation criteria and scorecards that help hiring teams evaluate candidates consistently and make decisions based on the things that actually matter for the role.

We help organizations design internship, fellowship and early career programs that create relationships with emerging candidates before they're competing for experienced hires. Support can include program structure, university strategy, recruiting approaches and plans for converting participants into long-term employees.

The best time to think about a critical vacancy is before you have one. We help organizations identify potential gaps, understand the external market and build a clearer picture of where future candidates could come from. That might mean mapping external candidates, researching competitors, evaluating availability or building a proactive plan for roles you know will matter in the future.

If your recruiting process lives mostly in people's heads, it's difficult to keep it consistent. We document the way your organization hires so recruiters, hiring managers and leaders have a clear process to follow. The goal is a playbook people actually use.

Better information leads to better decisions. We can help you understand who's in the market, where they work, what relevant organizations look like and what candidates are telling us about compensation and opportunity. Projects can include organizational mapping, compensation research, competitive research and custom market intelligence.

You don't have to wait until a position opens to start building relationships. We help organizations identify future candidate pools, develop sourcing strategies and create pipelines for roles that are critical, recurring or consistently difficult to fill

We help connect the moving pieces of your hiring process. That can include workflows, responsibilities, hiring criteria, scorecards, communication standards and the way your recruiting tools fit into the process.

There are a lot of AI recruiting tools and even more promises about what they can do. We help organizations determine where AI can genuinely improve recruiting, evaluate potential tools and build an implementation approach that makes sense for the team using it. The goal isn't to add technology for the sake of technology. It's to use it where it actually makes recruiting better.