Several hard roles
Several niche roles, each needing research and direct outreach to fill.
Services
Embedded recruiting for infrastructure teams
A dedicated recruiter works inside your hiring process. You get the research, a written report every week and comp data, and you keep the candidate pipeline when the engagement ends.
Scope
One recruiter works your roles inside your systems and interview loop. That covers defining each role with you, mapping target companies, direct outreach, screening against agreed scorecards, weekly reports, offer support and handing over all the research at the end.
Fee structure
A recruiter paid per placement has a reason to submit candidates quickly and often. On a monthly engagement we're paid for the work, so we'll tell you when the scope, comp band or location means the role can't be filled as written.
Triggers
Hiring situations
Internal TA capacity
Your recruiters are covering volume hiring and cannot go deep on commissioning or platform roles.
Market data
You want comp bands, a count of qualified people in each metro, and how competitors structure their teams.
In-house handover
You want the research and candidate pipeline handed to your team when the engagement ends.
Model comparison
Recruiting models
Contingency
No fee until a hire starts
Paid for speed and volume. You don't see the market research, and the same candidates are often sent to your competitors.
Internal TA only
Long-term ownership and employer brand
Usually lacks contacts in niche disciplines, and learning a new discipline can take longer than the hiring deadline allows.
Retained search
Committed senior-level effort
Priced per role, so it's usually kept for a few executive or confidential roles.
Embedded (this practice)
A dedicated recruiter and market research for a set of roles. The pipeline transfers to you.
Needs your involvement: a named sponsor, approved comp and feedback within 48 hours.
Engagements
Engagement scopes
Embedded Search Sprint
When it fits: A defined set of hard roles that need a dedicated recruiter inside your process now.
- Scorecards per role, agreed with you
- Named target companies and candidates, with direct outreach
- Weekly written pipeline reporting
- Written notes on each candidate, including risks
- Offer strategy and counteroffer risk review
- Full research and pipeline handover
- Time box
- Two-month minimum term
- Commercial structure
- Monthly engagement, capacity-based
- Investment
- See homepage engagement scopes
- Complete when
- Agreed roles are closed or formally re-scoped
Fractional Talent Partner
When it fits: You need recruiting leadership and process design without adding a permanent TA hire.
- Hiring plan and role sequencing
- Interview process and scorecard design
- Comp bands updated with pay heard on candidate calls
- Training materials and research files for your team
- Monthly hiring review with leadership
- Time box
- Three-month initial term
- Commercial structure
- Capacity retainer, defined weekly commitment
- Investment
- Custom, scoped on the diagnostic call
- Complete when
- Your team can run the process without us
Selective Executive Search
When it fits: A site leadership, engineering leadership or confidential replacement role that needs a retained search.
- Confidential market approach reviewed with you
- Named target list and reference-check plan
- Structured assessment against an agreed scorecard
- Offer and transition management
- Time box
- Milestone-based leadership search
- Commercial structure
- Retained milestones
- Investment
- Custom, scoped on the diagnostic call
- Complete when
- The role is filled or the search is formally re-scoped
Talent Intelligence Sprint
When it fits: You need to know whether the role is fillable before committing to a search.
- Named target companies and people by discipline
- Number of qualified people by metro
- Observed compensation ranges
- Related industries to recruit from, and the titles they use
- Time box
- Defined research sprint
- Commercial structure
- Defined-scope research engagement
- Investment
- See homepage engagement scopes
- Complete when
- The written brief is delivered and reviewed
Reporting
Weekly report
- Roles in the engagement and where each one stands
- How many people we have mapped, by discipline and metro
- Outreach sent that week
- Candidates screened against the agreed scorecards
- Candidates submitted, each with a written case and any risks
- Candidates in your interview process
- Anything blocking the search, such as a pay range below the market
Method
Search stages
- Step 1
Brief
A written role brief, a scorecard agreed with the hiring manager, and a check of scope, pay and location against the candidate market before outreach starts.
- Step 2
Market map
A named list of target companies across AI infrastructure firms, operators, EPCs and OEMs, built with AI tools and checked against people we already know.
- Step 3
Outreach
Direct outreach from Czarina, with a weekly report on how many people were contacted, who replied and why people passed.
- Step 4
Screening
Screens against the scorecard, a written case for each candidate including the risks, and their pay expectations on the record.
- Step 5
Offer
Offer planning, a read on counteroffer risk, and help with the resignation and any relocation through the start date.
- Step 6
Handover
Your team keeps the pipeline, research files, messaging and comp data. The work stays with you when the engagement ends.
What the engagement requires from you
- A named hiring sponsor who can make decisions
- An approved compensation range before outreach begins
- Feedback on submitted candidates within 48 hours
- Interview slots held open during the active search window
We commit to delivery standards, research depth, outreach volume, reporting cadence and response times. Outcomes depend on market conditions, scope, compensation and process speed.
FAQ
Questions
- What is embedded recruiting?
- A dedicated recruiter who works inside your ATS and interview loop, using your scorecards and your employer brand. You pay for the recruiter's time and research each month.
- How is this different from contingency recruiting?
- A contingency recruiter is paid only when a hire starts, so the incentive is to send resumes fast, and the market research stays with the recruiter. An embedded engagement is paid for the work, so the target list, comp research and our feedback when a role can't be filled as written are part of what you get.
- When should we hire an internal recruiter?
- For roles you hire over and over, an internal recruiter is the better long-term choice. Embedded works for niche, time-bound hiring such as a site launch, a platform team build, or a few hard roles that don't justify a permanent recruiter.
- Do we keep the pipeline when the engagement ends?
- Yes. Research files, target company and candidate lists, outreach messages and comp data go to your team. The handover is the Handover step of our method and costs nothing extra.
- What is the minimum term?
- Two months for an Embedded Search Sprint, three months for a Fractional Talent Partner engagement. A shorter term doesn't leave time to take a role from intake to signed offer.
- How many roles can one engagement cover?
- There's no fixed number. It depends on how hard the roles are and where they're located. We agree on the roles at kickoff and re-scope in writing if one turns out harder than expected.
Model comparison
Bring the roles and the deadline. We'll tell you whether embedded, retained, a market map first, or no outside help makes sense.