FAQ
The questions that come up on every first call.
What does it cost?
Embedded recruitment, the way Solvism usually works, runs on a cancellable monthly retainer, agreed in writing before it starts. No contingency, no success-fee-only model, and no lock-in when the partnership stops being useful.
If you want a diagnostic first, the assessment is EUR 15,000 to 25,000, fixed and agreed in writing before anything starts. Where it lands depends on how many pipelines are in scope, how many AI tools are already in the stack, and whether your reporting can be analysed as it is or has to be reconstructed first.
If it turns into a redesign, that work is scoped from your own fix list. Those two are one-off engagements, with no retainer and no minimum term. The retainer is the embedded partnership itself, and you can cancel it.
Do you guarantee that we will be compliant?
No.
Nobody can guarantee that. Anyone who offers to is selling you something they cannot deliver, because they do not operate your hiring or control every decision your team makes.
What Solvism does is build the system that makes your hiring defensible, and the record that makes it checkable. Written criteria, deliberate weighting, logging that remains useful when the decision is questioned later, and a human decision point that is real. Your legal responsibility stays with you and your counsel, where it belongs.
What happens if the AI Act timing slips, or enforcement turns out to be soft?
The assessment and any separately scoped redesign are one-off engagements. Embedded recruitment runs on a cancellable monthly retainer.
The regulatory argument is not what makes this worth buying. The effectiveness argument stands on its own: 160+ hires and 850+ interviews. Solvism also goes back and checks whether the people it placed are still there, and there is no aggregate retention figure on this site because there is not yet one worth publishing. Everything the compliance work asks for, which is written criteria, deliberate weighting and a decision record, is what a good hiring process needs anyway.
If the schedule moves, the work does not get thrown away. That is the test the offer was designed against, on purpose.
Where does candidate data go?
For the assessment, nowhere. You send aggregate reporting exports, which are not personal data. There is nothing to anonymise because there is nothing personal in it. That is written into the engagement.
For delivery work it is published rather than promised. The privacy page names every processor, where it is established, how a transfer out of the European Economic Area is covered, and the retention period, and the candidate data page says the same thing in the candidate's own words.
Does the assessment need access to our ATS?
Not necessarily. Reporting exports are usually enough, and starting there avoids a security review before we have even established whether this is worth doing.
If your exports cannot produce what is needed, the alternative is a screen-share session where your team exports and we look at it together. Slower, and it still works.
We already have a recruiter, or a whole TA team. Does this replace them?
No. Solvism works alongside them, not over them.
Embedded recruitment adds a partner who runs technical and IT searches inside the team: sourcing, candidate conversations and delivery. Your recruiter keeps the criteria, interview structure and records created through the work. A good internal recruiter benefits because Solvism adds accountable delivery without taking ownership away from the team.
If you would rather start with a diagnostic than jump into delivery, the assessment is the fixed-price way in. Either way the goal is a process your team owns, not a dependency on Solvism.
Who actually does the work?
Jonathan, with AI leverage.
There is no team behind this and the site does not pretend otherwise. You get the same person from the first call to the last deliverable. The cost of that is capacity, which is why Solvism runs a small number of engagements at a time and turns work down.
Do you work on contingency, or a success fee?
Embedded recruitment does not. It runs on a cancellable monthly retainer agreed in writing before it starts, with any performance component agreed up front and paid on top of the retainer, never instead of it.
Solvism does also run a placement-fee model for companies that specifically ask for one. It is not what this site is selling and it is not what most clients buy, but it exists, and you will be told plainly which one you are being quoted before anything is signed.
The distinction matters because contingency pays only when you hire. That puts your supplier's interest against yours at the moment the decision matters most, which is why the embedded work is not built on it.
How long does the assessment take, and what do we have to do?
Your side is small. Reporting exports from your ATS, one 45 minute call with whoever owns hiring, and your intake documents and interview guides if you have them. It is a finding in itself if you do not.
The timeline is agreed in the scoping call and written into the proposal, so you know the date before you commit.
What if our assessment data is too thin to analyse?
Then that is the finding, and it is a common one.
The deliverable changes shape: instead of what your data says, you get what you currently have no way of measuring, what to instrument, and in what order. That is a real answer to a real problem and you do not pay less for hearing it, because knowing you are flying blind is worth more than another dashboard.
Next step
Anything that is not answered here.
Email it. If the answer is that Solvism is not the right fit, that is the answer you get.