Fixed-price redesign
Hiring processes do not arrive whole. They accumulate
Build the hiring-process improvements your recruitment work actually needs.
A stage was added after a bad hire. A form was added after a complaint. Somebody left and took the reasoning with them. Each part can make sense on its own without the whole process ever having been designed.
The redesign builds the criteria the panel scores against, the workflow, the records that survive the decision, and a named owner for each part. It covers only the areas the findings justify, and nothing is included because it happens to appear on this page.
- Scope
- Justified findings from the assessment or embedded recruitment
- Terms
- Fixed price. No retainer. No minimum term
- Who leads it
- Jonathan. Every engagement
Where to start
Start with the recruitment problem.
A live search may show what needs changing. A separate assessment can also identify the work. You do not need to buy an assessment before embedded recruitment or a redesign based on embedded findings.
Work together on recruitment
Embedded recruitment means running the search inside your team. It can reveal improvements needed in your hiring process. This is the separate, cancellable monthly-retainer offer.
Or review the process first
The assessment examines your hiring tools and reports, then recommends changes in priority order. Fixed price, with no retainer and no minimum term.
Build the agreed improvements
Build the approved fixes and the records that make the process usable and explainable. Fixed price, with scope set by justified findings from the assessment or embedded recruitment.
The redesign turns the parts of a hiring process that people rely on into criteria, interview structure and records the team can keep using.
What can change
The findings decide which improvements you need.
A redesign can touch one area or several. None is included simply because it appears on this page.
Write down what the role requires
Agree what the person needs to be able to do before finding, reviewing or interviewing candidates.
Give interviewers a shared basis for decisions
Turn those requirements into an interview assessment guide. Agree how interviewers compare their observations and record the reasons for a decision.
Make the hiring reports useful
Set up hiring stages and candidate-source labels so your team can understand where applicants come from, where they move forward and where the process gets stuck.
Make responsibility clear
Name the person responsible for each decision, what they need to review and how they use any information supplied by a tool.
Keep the records the work needs
Where the findings require it, document how candidate information and hiring tools are used, which risks need attention and what checks the team needs to make.
Agreeing the work
Know what will change before work starts.
Each proposed change explains the problem, why it matters, the work involved and who is responsible. Together, these findings define the redesign. We agree the work and fixed price before starting.
Who decides
People remain responsible for hiring decisions.
A tool may provide information. The process still needs to make clear who reviews it, what they considered and why they made the decision.
The legal boundary
Legal responsibility stays with the client. Solvism designs and builds the hiring system and the documentation that makes it explainable. It does not certify anyone and does not guarantee anyone's compliance.
Solvism is not a law firm and does not give legal advice.
Experience behind the system
Built from hiring work, not a compliance template.
160+ hires across 7 countries and 850+ interviews inform the design. They describe past experience, not a promised outcome for your engagement.
How 160+ hires, 7 countries, 850+ interviews is defined and measured
- Definition
- Three distinct counts: hires placed, countries those hires were made in, and interviews conducted. They are not combined into one rate.
- Measurement window
- No separate date range is published for this aggregate. The per-engagement figures further down this page carry their own detail.
- Denominator
- The exact engagement count and inclusion dates behind these totals are not published in more detail.
- Source
- The Solvism proof ledger, aggregate row. Its underlying row register, inclusion dates and denominator are not part of the published evidence set.
- Last verified
- Reviewed August 2026.
- Limitation
- These figures are kept as three separate counts on purpose. No average or rate is calculated across them.
Next step
Tell me what is getting in the way of hiring.
Tell me what is happening in your search or hiring process. We can discuss whether embedded recruitment is the right starting point or whether a separate assessment would help. A redesign follows only when findings from either route justify the work.