Give your internal HR leaders more capacity without disconnecting the work from your culture. Dedicated CF professionals can support recruiting, onboarding, employee administration, documentation, and other assigned HR workflows under your team’s direction.
Give your internal HR leaders more capacity without disconnecting the work from your culture. Dedicated CF professionals can support recruiting, onboarding, employee administration, and other assigned HR workflows under your team’s direction.
Recruiting
HR Operations
Source
Screen
Interview
Onboard
Support & Grow
Client leadership retains responsibility for employment decisions, HR policy, legal compliance, employee relations, and final approvals unless otherwise agreed in writing.
A staffing plan should start with the operating gap, not a generic list of roles. These are the conditions to map during discovery before CF confirms scope and recruiting requirements.
This is a Dedicated Team model: the client directs day-to-day work and retains business approvals. CF supplies and supports the employment and delivery layer within the agreed scope.
Dedicated professionals use only approved ATS, HRIS, payroll-support, scheduling, assessment, document, ticketing, and collaboration systems. The client approves permissions and owns its employment policies, record requirements, and final workforce decisions.
Map requisitions, funnel stages, HR workflows, data types, owners, service expectations, and approval points.
Confirm system permissions, communication authority, templates, retention rules, and restricted employee-relations work.
Train on approved roles, screening criteria, scheduling, records, onboarding checklists, and escalation paths.
Pilot representative work, review data quality and handoffs, then expand volume through an approved transition.
Limit access by role and task, use approved repositories and communication channels, and define retention, correction, download, and escalation requirements.
The client retains requisition, selection, offer, compensation, policy, and employee-relations authority; support staff follow the documented decision path.
Define entry and exit criteria for sourcing, screening, interviews, offers, pre-employment steps, onboarding, and record completion.
Approve templates and identify which candidate or employee questions require a recruiter, HR leader, hiring manager, legal adviser, or other client owner.
Not in a Dedicated Team scope. The client retains selection, offer, compensation, policy, termination, and employee-relations authority. The assigned team supports approved operational steps.
Yes when the target roles, sources, screening criteria, templates, calendars, system access, and approval path are defined and approved.
Access is limited to the assigned workflow and approved systems. Discovery defines data categories, retention, permissions, exports, communication methods, correction, and escalation requirements.
The client and CF define a report based on the actual scope, which may include funnel volume and aging, scheduling, onboarding readiness, records, exceptions, dependencies, and workload capacity.
Bring the sourcing, onboarding, and documentation workflows you need covered. CF will help turn that into dedicated HR and recruiting capacity with recruiting, onboarding, and support built in from day one.
Review service ownership, delivery structure, security scope, and the people supporting the work.
