Fully managed hiring
Ploomo turns what you spend, in fees, manager hours, and misses, into a capability that compounds: better hires, less of your time, and commercials that flex with how much you hire.
How most companies hire
The way the market hires is automated, error-prone, and built on the wrong signal. The numbers are not subtle.
01 The screen is automated
02 It’s fast but gets it very wrong
03 Because it measures the wrong thing
Years of experience, the one thing most shortlists are built on, is among the weakest predictors of how someone will actually perform.Schmidt & Hunter, 1998; Sackett et al., 2022
What it costs you
You’re already paying for it, in three ways, and only one shows up on an invoice. In most growing businesses, hiring sits wherever there’s a gap, and none of it gets cheaper with practice, because nothing is held between one role and the next.
Agency fees when the harder roles get pushed out, ads and job boards for the rest. The line you can see, and the smallest of the three.
A manager runs the search between their actual job: around 60 hours of internal work for a single role, landing on people who were never meant to do it.
Everything that waits while it happens: roles sit open, work piles up, and you end up in the middle chasing progress. A wrong hire means paying all three again.
The second dimension
Most hires that fail, fail on attitude and fit, the part a CV can’t show. So we built the process to find it from the very first step.
What you actually see
Most managed hiring is a black box. You brief it and wait. With Ploomo, you see exactly what’s happening, what’s been decided, and why, at every stage. Here’s what that looks like.
Every live role, its stage, and what needs your attention, on one screen. Oversight without chasing anyone.
What you get
No random CVs landing in your inbox from a recruiter. No trawling Seek and cold-calling strangers. You get a high-performing hiring function, scalable and flexible, working from day one.
What the best companies build in-house, without you building any of it.
89% of hires that fail, fail on attitude and fit, not skill (Leadership IQ). So that’s what we assess, not just the CV: a system aimed at the thing that actually decides.
Nothing for your team to set up, integrate, or learn.
Full visibility the whole way through, and every decision is still yours.
Proof
of Ploomo hires are still performing at 12 months.
of early-stage hiring bias removed.
cut in team turnover, after switching to a structured process.
Common questions
If something isn’t covered here, the fastest way to get an answer is a short call.
Ploomo manages the entire hiring process for growing businesses. We handle sourcing, assessment, and candidate evaluation so your managers can stay focused on their actual jobs. You retain full visibility and every decision stays yours. We carry the work.
A recruiter solves one piece of the job: finding candidates. Ploomo runs the whole capability behind a great hire:
And it doesn’t end at the hire. The same partnership extends into leadership and engagement, because what we’re built around is the people in your team performing. That’s the difference in results: 93% of the people we place are still performing at a year.
Hiring software gives you tools to operate yourself. Ploomo runs the whole thing for you. There is nothing for your team to set up, integrate, or learn. It works from day one.
Any business that wants to invest in finding better people. We work with companies from one person up to enterprise, with solutions for every stage of maturity: a solo operator making their first hire, growing businesses where hiring sits across managers, and in-house talent teams looking to lift how they hire. The system meets you where you are and scales from there.
Ploomo hires across all functions, from leadership and commercial roles through to technical, operations, and specialist positions. The process is adapted to the role, not templated.
Our average is 32 days, start to finish. Timeframes vary with the role and the market, so before any search begins we map the role against the live talent pool and you know how competitive it is and what to expect. There are no surprises six weeks in.
The best starting point is a 30-minute conversation. Pick a live role or one you have been trying to fill, and we will show you how we would approach it and what you would see at each stage. If it is not a fit, we will say so.
Start here
Pick a live role, or one you’ve been trying to fill. In 30 minutes we’ll show you how we’d approach it and what you’d see at each stage. If it’s not a fit, we’ll say so.
For anything else, reach us at contact@ploomo.io