Recruitment POD: Stop losing quarters to unfilled engineering roles. Get a dedicated recruiting team from $5,000/month.

Maxima's Recruitment Pod gives you a dedicated TA Lead, recruiter, and sourcing specialist focused entirely on your roles, headhunting niche senior talent or screening high-volume pipelines, with placed candidates as the measurable output every month.

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30-minute call · Role scoped · First candidates presented within 1 week

Technical roles are going unfilled for months and your team is absorbing the gap

Sourcing a Staff SRE or a Lead AI Engineer requires a recruiter who understands what those roles actually do, can evaluate a candidate's technical credibility before wasting a hiring manager's time, and knows where that talent spends its attention, because it isn't on job boards.

  • A generalist recruiter or agency sends CVs that look right on paper but fail the first technical screen
  • A niche role has been open for four months, every week of delay is a week of velocity the team doesn't have
  • High-volume roles have a screening problem: inbound is there, but no one has the bandwidth to run structured 15-minute technical screens at scale
  • No sourcing muscle, job postings are reactive, and passive candidates who would be a strong fit are never reached

The cost of an unfilled engineering role isn't just the salary savings. It's the work that doesn't get done, the features that slip, and the existing team that absorbs the pressure.

What dedicated recruiting capacity actually produces

That's the outcome a dedicated recruiting pod produces, not a pipeline of profiles to filter, but a small number of genuinely qualified candidates, vetted to the standard your hiring managers can trust.

"A hiring manager reviews two fully vetted finalists this month instead of a stack of CVs. One of them starts in six weeks. The role doesn't re-open for 18 months."
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Aldona Milej, Director of Talent & Delivery
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Active headhunting for passive candidates

The best senior engineers aren't on job boards. The Sourcing Specialist maps and reaches the passive candidate pool, directly, not through a database of recycled CVs.

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Technical pre-screening

The Senior Tech Recruiter runs a domain-specific screen before any candidate reaches your hiring manager. No more first-round technical interviews that fail in the first ten minutes.

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Predictable monthly output

A defined deliverable every month, qualified finalists or a screened pipeline, not a vague promise of "active search." Progress is visible and measurable week to week.

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Retainer, not per-placement fees

A fixed monthly cost regardless of how long the role takes to fill or how many roles are in scope simultaneously. No placement fees eating 20% of first-year salaries.

From role brief to first finalists in two weeks

Week 1

Role alignment & candidate persona

The TA Lead runs a structured intake session with your hiring manager, technical requirements, compensation band, culture signals, deal-breakers, and the profile of the last person who succeeded in this type of role.

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Week 2

Sourcing & first outreach

The Sourcing Specialist runs targeted outreach to passive candidates, LinkedIn, community channels, referral networks, while the Senior Recruiter begins technical pre-screening of interested candidates.

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Ongoing

Pipeline delivery & weekly reporting

Weekly pipeline health check with the TA Lead, candidates in each stage, upcoming screens, and any persona adjustments based on market feedback. Finalists are presented with written candidate summaries before any hiring manager meeting.

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Placement

Offer support & onboarding handover

The Senior Recruiter (Tier 1) or Mid-Level Recruiter (Tier 2) supports offer negotiation based on real-time market data and candidate expectation intelligence gathered during screening. Once an offer is accepted, the TA Lead coordinates the pre-start communication cadence to minimise drop-off risk.

Recruitment pods for solving your hiring situation

Engineering organizations with niche senior roles open for more than 60 days

If a Lead AI Engineer or Staff SRE role has been open for two months and the pipeline is empty, a generalist recruiter isn't going to solve it. Tier 1 puts a Senior Tech Recruiter with domain knowledge onto the role, with a sourcing specialist mapping the passive market from day one.

Companies scaling engineering headcount after a funding round

Post-Series A and Series B hiring pushes typically require more recruiting bandwidth than an internal team can absorb. The Recruitment Pod provides a scalable, retainer-based extension with predictable monthly costs, not placement fees that scale with your hiring velocity.

GCC teams that need local hiring support

Companies building Global Capability Centers can use the Recruitment Pod to source and vet talent in EMEA and LatAm, the same markets our delivery centres operate in, with sourcing specialists who know those candidate pools.

Recruiters who understand the roles they're filling

Our Senior Tech Recruiters are embedded in the same engineering communities as the candidates they're sourcing, which is how they evaluate technical credibility before a hiring manager's time is spent, and how they reach passive candidates who won't respond to a generic InMail.

2 weeks

From signed retainer to first vetted finalists (Tier 1) or first screened candidates (Tier 2) presented to your hiring manager

0%

Placement fees on top of the retainer — fixed monthly cost, no per-hire commission regardless of role seniority or salary level

What hiring managers and TA leaders ask before engaging

How is this different from a staffing agency or executive search firm?
Staffing agencies work on contingency, they earn a placement fee (typically 15–25% of first-year salary) when a hire is made, which incentivises volume over quality and means your role competes for recruiter attention against every other client. Executive search firms charge retainer fees but at a price point that's typically only viable for C-suite and VP-level searches. The Recruitment Pod sits between the two: a fixed monthly retainer with a dedicated team focused on your roles, technical pre-screening before your hiring managers invest time, and a predictable cost regardless of hire timeline.
What does "fully vetted finalist" mean for Tier 1?
A Tier 1 finalist has passed a sourcing review, a 30–45 minute technical screen with the Senior Tech Recruiter covering domain knowledge and role alignment, a compensation and availability qualification, and a written candidate summary documenting technical strengths, potential concerns, salary expectations, and notice period. By the time a finalist reaches your hiring manager, the Recruitment Pod has identified genuine contenders.
Can you recruit for roles in Poland or India for our GCC?
Yes, the Sourcing Specialist has active networks in both Poland and India, which are the markets Maxima's GCC delivery centres operate in. For GCC clients using the GCC-as-a-Service model, the Recruitment Pod provides a natural extension: Maxima sources, screens, and presents engineering candidates in your target GCC market, using the same technical standard and persona alignment process as a domestic UK or US role.
What if the role takes longer than one month to fill?
The monthly retainer continues until the role is filled. The TA Lead runs a persona review after month one if placements haven't been made, adjusting the candidate profile, compensation band, or sourcing strategy based on market feedback. The pod adapts its approach. The retainer gives the recruiter the time to do this properly, rather than the incentive to push a mediocre candidate through to earn a placement fee.

Ready to stop waiting on an empty pipeline?

If you have an engineering role that's been open too long, or a hiring push you need dedicated recruiting capacity for, book a 30-minute hiring strategy call. We'll scope the role, recommend the right tier, and tell you what a realistic timeline looks like.

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