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Here is exactly what happens next.
Sonar is a subscription-based Recruiting-as-a-Service firm for mid-market companies in the United States. Starting is not a procurement exercise — it is a conversation about the roles giving you trouble, followed by a calibrated brief and a pod that gets to work.
The first few weeks
From first conversation to candidates in process.
Tell us what you are hiring for
Send the roles you are struggling to fill, the ones you know are coming, and what has not worked so far. A job description helps, but the honest version of why the last search stalled helps more.
Calibration
We sit down with you and the hiring manager to agree on what a qualified candidate actually looks like, what is genuinely required versus preferred, and what the market realistically supports. Most searches fail here rather than in sourcing.
Your pod goes to work
Your five-person pod — account manager, recruiter, sourcer, data analyst and candidate ambassador — starts sourcing against the calibrated brief. Outreach is continuous from day one rather than batched.
First submissions
You get candidates with context: why this person, what they are looking for, where they are in the process, and what it would take to close them. Submissions land in days, not weeks.
Weekly cadence
A standing weekly review of the funnel — screen-to-submit, submit-to-interview, where each role is stuck and what we are changing. Nothing happens in the dark, and nothing waits for a quarterly business review.
What we need from you
Three things that decide whether this works.
Worth saying up front rather than discovering in month two. None of it is heavy, but the engagements that go badly are almost always missing one of these.
A calibrated brief
Thirty minutes with the hiring manager at the start is worth more than any amount of sourcing volume later. If the brief is wrong, everything downstream is wrong faster.
Timely feedback on submissions
Candidates in process have other options. Feedback within a couple of days keeps a pipeline warm; feedback in two weeks means starting over with people who have moved on.
A real decision-maker in the loop
We work best when the person who will actually say yes is part of the calibration, not hearing about candidates third-hand at the offer stage.
Start here
Tell us what you are hiring for.
The more specific you are about the roles that are stuck, the more useful our first reply will be.
Still weighing whether the model fits?
The full explanation of Recruiting as a Service — including where it is the wrong choice — is one page away.