Professional, management and executive hiring. A focused search, carefully screened candidates, and a clear reason behind every introduction.
AI Finds Candidates. We Understand People.
Finding a résumé is not the same as understanding a candidate. Our recruiters use conversation, relevant evidence and professional judgment to look beyond a title or keyword match.
Our proprietary Hiring Agent helps structure your requirements, identify potential candidates, organize their qualifications and evidence, and support the recruiting workflow. Human judgment guides where we look deeper.
Learn about our approachYou know what the role needs to accomplish. Ivy Recruiter turns that need into a focused search, evaluates relevant candidates, and presents a small slate your team can examine with confidence in the clarity of the information.
What your search includes
We clarify the role with you, identify appropriate candidate channels, review applicants, and speak with promising candidates about their experience and interest. We consider compensation expectations, location, availability, and the essential demands of the position before a presentation.
The intended slate is three qualified finalists. Their professional materials are prepared for the opportunity using accurate information, reviewed by the candidates, and submitted with their approval. A concise candidate brief explains the reason for each introduction and any questions still open.
We coordinate interview communication and the offer process, confirm the start, and remain available for the replacement commitment in your agreement.
A 20% employer-paid placement fee
Our placement fee is 20%. The employer agreement defines the compensation used to calculate the fee, the hiring event that earns it, and the payment deadline before the search begins. Candidates do not pay for recruiting consideration or included finalist preparation.
A 90-day candidate-replacement guarantee
If a placed candidate leaves within the first 90 days and the departure is covered by our agreement, Ivy Recruiter will replace the candidate at no additional placement fee. The signed employer agreement defines coverage and the replacement process.
A productive search starts with a clear brief
We ask for an approved opening, essential requirements, an approved compensation range, working arrangements, an interview process, and a person authorized to manage the agency relationship. Your team retains the final hiring decision.
We discuss a role’s specialist requirements before accepting the search. We do not represent that every industry or technical discipline is within our current coverage.
Working alongside your hiring team
Your internal recruiting team remains central to the process. We agree on responsibilities, avoid duplicate submissions, and follow the employer’s approved vendor and candidate-handling requirements.
A useful update explains the state of the search, what candidates are responding to, and which requirements may need clarification. We identify issues directly so both sides can make informed adjustments.
Start with one opening
Share the role and what the new hire needs to achieve. The first inquiry starts a conversation; a search becomes active after the employer agreement and job order are accepted.
Request a Hiring Conversation · Use the Hiring Brief
Attract talent with credibility
Clear role information, respectful communication and candidate permission support a considered introduction. Candidate engagement stays connected to the agreed search requirements.
Hiring Agent · Candidate Evidence Brief · Illustrative example · synthetic material
We don’t just send résumés.
We want employers to understand why a candidate belongs in the conversation. Our Hiring Agent organizes relevant experience, evidence supporting key requirements, transferable experience, missing information, areas requiring verification and recruiter assessment. The fictional example below shows the structure of a Candidate Evidence Brief. It is not an available candidate or independently verified assessment.
- Relevant experience
- Example: the fictional candidate reports coordinating a multi-team scheduling process. Each brief identifies the responsibilities, source and supporting evidence.
- Confirmed interest
- Example field: interest in this named employer and role, confirmed directly with the candidate. No candidate interest has been verified in this sample.
- Practical alignment
- Example fields: location, work arrangement, compensation expectations and potential start timing. Discuss gaps before presentation.
- Evidence limitations
- Candidate-reported experience is identified separately from independently confirmed facts. References and outcomes must not be assumed.
- Questions to examine
- How did the candidate resolve competing priorities? What changed because of their work? Which examples can be corroborated?
- Candidate-approved materials
- A real presentation links only the exact document versions approved for the named employer and role, after candidate permission and operator approval.