Service

Recruiting & Hiring Support

A structured recruiting process from role definition through candidate handoff, with your team retaining every final hiring decision.

An open role is not one task. It is a chain of small tasks that compete with sales, customer work, and daily operations: write the posting, choose channels, review applications, return messages, run first interviews, schedule managers, document feedback, and close the loop with candidates.

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IRS PTIN Holder

Service overview

Steady manages the agreed front end of recruiting so the process moves every week. We help define the role, build the workflow, source and screen candidates, conduct initial interviews, coordinate the next steps, and return a useful shortlist. Your team decides who advances and who is hired.

What recruiting support can include

role-intake meetings and approval steps;
job descriptions and candidate-facing job postings;
job-board setup, posting, and distribution;
active candidate sourcing for agreed roles;
resume and application screening against defined criteria;
initial phone or video interviews;
compensation-expectation and availability screening;
interview scheduling and candidate communication;
structured interview questions and scorecards;
reference-check and third-party background-check coordination;
offer-process coordination after employer approval;
recruiting-pipeline updates and exception reporting.

The scope can cover one difficult opening, several roles during a growth period, or recurring hiring administration. Transportation companies can use Steady's transportation recruiting service for driver, dispatcher, and related roles.

The recruiting process

Start with the job, not the job board

Before a posting goes live, Steady works with the hiring manager to define what the person will do, which qualifications are essential, which are preferred, how the schedule works, who approves compensation, and how interviews will be scored. This reduces candidate confusion and keeps interviewers from changing the standard halfway through the search.

The approved job description becomes the internal source of truth. The posting is then written for candidates, with a clear explanation of the work, schedule, requirements, and application process.

Build a sourcing plan around the role

Not every opening belongs on every job board. Steady can coordinate the channels selected for the role, maintain postings, source candidates, and track which source produced each applicant. The point is not to create the largest pile of resumes. The point is to create a manageable pipeline of people who meet the stated requirements and understand the job.

Screen consistently

Steady screens applications using the approved criteria and documents the result. Initial interviews can cover relevant experience, interest in the role, schedule and location, compensation expectations, work authorization questions that the employer has approved for the process, and role-specific screening topics.

Background reports are not informal internet research. When an employer uses a third-party background-check company, federal and applicable state or local rules can require disclosures, written authorization, and specific steps before and after an adverse decision. Steady coordinates with an appropriate screening provider and the employer's approved process; it does not make the final decision.

Give managers a usable handoff

A shortlist should tell the manager why each candidate advanced. Steady can provide the resume, screening notes, open questions, availability, stated expectations, and a structured scorecard for the next interview. We also coordinate scheduling and candidate follow-up so a strong applicant is not lost between rounds.

Close the loop

Once the employer makes a decision, Steady can coordinate offer documents, acceptance follow-up, and the handoff into employee onboarding . Candidates who are no longer under consideration receive the communication defined in the process.

What your team still owns

Your authorized managers approve the job, budget, selection criteria, interview decisions, offer, compensation, and final hire. They also decide whether legal counsel or another specialist should review a question. Steady administers the process and documents the employer's approvals.

This division matters. A recruiter can improve consistency and reduce administrative load, but the employer remains responsible for lawful, job-related decision-making and for applying the process consistently.

Recruiting connected to payroll and onboarding

Hiring does not end with an accepted offer. The employee record, payroll setup, benefits handoff, access, equipment, policy acknowledgments, and first-day schedule must be ready next.

Steady can connect the recruiting handoff to payroll-connected HR support and employee records administration . If Steady also handles payroll administration , the approved new-hire information can move into the payroll workflow without creating a separate chain of untracked emails.

Who this service fits

Recruiting support is useful when the business has a real hiring need but no one has dependable time to run the pipeline. It also fits companies whose managers can conduct final interviews but need help creating the shortlist and keeping candidates informed.

It is not a promise that a role will be filled by a particular date. Hiring results depend on the role, compensation, location, schedule, labor market, employer response time, and final selection decisions. Steady reports what is happening in the pipeline so those constraints can be addressed directly.

What Steady reports during a search

A hiring manager should not have to ask whether anyone is working on the role. Steady can maintain a simple pipeline view showing candidates sourced, applications received, screens completed, candidates awaiting manager feedback, interviews scheduled, candidates no longer active, and decisions or approvals that are blocking the next step.

Those counts need context. A large applicant total may still produce few qualified candidates, while a smaller, targeted pool may be more useful. Steady pairs the pipeline status with practical observations: which requirement is excluding otherwise viable candidates, whether compensation expectations are aligned, how quickly managers are responding, and where candidates are withdrawing.

The employer decides whether to change the role, budget, schedule, or requirements. Steady documents the approved change and applies it consistently to the remaining search.

Questions, answered

Common questions

Can Steady recruit for one position?

Yes. The engagement can be a defined search for one role or ongoing support for recurring hiring. The scope should match the hiring volume and the amount of the process your team wants Steady to administer.

Who writes and approves the job description?

Steady can draft the job description from a role-intake meeting, but the employer approves the duties, requirements, schedule, reporting line, employment status, and compensation parameters before publication.

Does Steady conduct interviews?

Steady can conduct initial phone or video interviews using approved criteria and questions. Hiring managers normally conduct the deeper role-specific interviews and make the final selection.

Can Steady run background checks?

Steady can coordinate checks through an appropriate third-party provider and help maintain the workflow and documentation. The employer remains responsible for the decision and for following applicable disclosure, authorization, adverse-action, anti-discrimination, and local requirements.

Do you guarantee a hire?

No. Steady commits to the agreed process, activity, communication, and reporting. No responsible recruiting provider can guarantee that a suitable candidate will accept a specific role on a specific schedule.

What happens after a candidate accepts?

Steady can move the approved candidate directly into an onboarding checklist, payroll and benefits handoffs, employee-file setup, acknowledgments, and first-day coordination. This work can be included in the recruiting scope or handled through the separate onboarding service.

Put one owner behind the hiring pipeline

A recruiting process works when each candidate has a status, each manager knows the next action, and communication does not stop when operations get busy.

Book a Free Discovery Call to discuss an open role or recurring hiring need.

Service scope

Founder-led service

Ivan Dyakov

Ivan leads client strategy, major relationships, and service standards, supported by a specialized delivery process built for consistency.

Meet the founder

QuickBooks Gold ProAdvisor
Intuit Certified Bookkeeper
Intuit Enterprise Suite Certified
IRS PTIN Holder

A clear next step

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