Grophi / Client partnership proposal
Engineering
workforce growth.
Build the engineering and revenue teams your next chapter needs. Specialist recruiting pods, AI-assisted structure and human judgment—from the first brief to the interview.
An introduction for prospective clients. Role scope, fees and delivery terms are agreed for each engagement—not accepted by viewing this page.
01 / The partnership
Your hiring context.
Our recruiting focus.
A technically impressive resume is only a starting point. The right search connects skills with business outcomes, candidate motivation and the team the person will join.
A specialist desk
Recruiters aligned to the role family, with a shared mandate rather than a generic resume collection.
Evidence over volume
Human-reviewed screening notes and recorded fitment context help your panel decide what to probe next.
One feedback loop
Client feedback informs the next submission and keeps recruiter effort connected to the actual hiring bar.
02 / Hiring scope
Technical depth.
Commercial understanding.
Core IT, engineering and GTM roles—from freshers and individual contributors to executives and global heads.
01
Software & product engineering
Backend, frontend, full-stack, mobile, QA and engineering leadership.
Evaluate the stack alongside the product, architecture and ownership expected of the hire.
02
Data & AI
Data engineering, analytics, data science, AI / ML and applied AI.
Separate familiarity with tools from experience building, deploying and maintaining useful systems.
03
Cloud, DevOps & infrastructure
Cloud architecture, SRE, platform engineering, Linux, networks and security.
Screen for production responsibility, operational judgment and the environment the person will inherit.
04
GTM & technology sales
Enterprise / IT / SaaS sales, account management, renewals, cross-sell and revenue leadership.
Align the search with your customer segment, sales motion, territory and commercial expectations.
03 / How delivery works
AI brings structure.
Humans own the decision.
AI assists requirement interpretation and screening preparation. Recruiters own candidate conversations, judgment and final submissions; your hiring team owns selection.
- 01
Mandate
Business context first
Agree role outcomes, must-have skills, seniority, location, budget and interview expectations before shaping the search.
- 02
AI Rubric
Structured, recruiter-reviewed
Use AI-assisted requirement analysis and fitment context to organize the screening bar. The recruiter reviews the interpretation.
- 03
Human Screen
It takes a human to understand a human
Probe the candidate’s work, motivation, communication and practical constraints rather than treating a resume score as the decision.
- 04
Submission
Context with every profile
Share reviewed profiles with screening notes, role-fit context and points for the hiring panel to validate.
- 05
Interview
Feedback closes the loop
Coordinate interview rounds, capture client feedback and refine the search as requirements become clearer.
04 / What your team receives
Clear submissions.
A shared view of progress.
Client Hub access is arranged for your engagement. It brings submitted profiles, feedback and recorded stages into a client-facing review view—not a public candidate database.
Role alignment
A shared understanding of the job, business outcomes and screening criteria.
Reviewed submissions
Candidate profiles accompanied by recruiter screening and recorded fitment context.
Client review view
A shared Client Hub link for submitted profiles, feedback and recorded interview / offer stages.
Search coordination
A recruiting point of contact for interview coordination, feedback and next steps.
05 / The teams we work with
Recruitment across
different business contexts.
Client marks represent the portfolio shown on this website; they are not a claim of endorsement or a guarantee of hiring results.
06 / Engagement & commercials
Start focused.
Agree the right model.
Standard market commercial structures. Frictionless deployment. Scope, fees, triggers and responsibilities are confirmed in writing for your engagement.
A focused mandate
Begin with a defined role or role family. Align the screening bar and review the submissions before widening the search.
A dedicated pod
Discuss dedicated recruiting ownership for recurring needs, with priorities and reporting agreed around your hiring plan.
A leadership search
Set the context, discretion and milestones for executive or global-head hiring. Commercial stages are agreed for the search.
Before we start, we align on
Role scope and location · Fee structure and payment trigger · Replacement terms, where applicable · Data handling and confidentiality · Interview ownership and reporting · Any client procurement requirements.
07 / Your next hire starts with a conversation
Bring the mandate.
Let’s define the search.
Share the job description, location, hiring priorities and what your team needs this person to own. We’ll discuss the delivery approach and the terms relevant to your search.
https://gogrophi.com/proposal