Fractional Recruiting Partner
Add embedded recruiting leadership and execution without the cost or commitment of building the function too early.
Discuss Your Hiring Plan
RecruitingSniper for companies
The Recruiting Partner for Teams Making High-Consequence Hires
Senior recruiting judgement, focused search execution, and a hiring system your team can trust when the next hire matters.
Senior recruiting perspective from
Google
Microsoft
Airbnb
01 Identify the target
The hiring problem usually arrives in one of three forms
Recognise your situation, then go straight to the offer built for it.
You need recruiting leadership and execution, but not another permanent senior hire.
Explore Fractional Recruiting →You have one pivotal role that needs a more disciplined search.
Explore Critical Search →Your team is growing, but the hiring system is creating inconsistent decisions and unnecessary drag.
Explore the System Sprint →02 Select the approach
Three ways to work together
Pick the engagement that matches where your hiring need actually sits.
Critical Search
Run a focused, high-conviction search when the wrong hire — or an open seat for too long — has a material cost.
Talk About a Critical HireRecruiting System Sprint
Turn inconsistent hiring into a disciplined operating system before scaling the team or launching the next search.
Fix the Hiring System03 Run the sequence
Less Hiring Noise. Better Evidence. Stronger Decisions.
1
Define the decision
Success profile, constraints, and the evidence that actually matters for this hire.
2
Create market signal
Targeted search, credible outreach, and calibrated candidate conversations.
3
Assess for evidence
Structured interviews and clear decision inputs, not gut-feel handoffs.
4
Close with conviction
Market feedback, stakeholder alignment, and offer support to get to yes.
04 Rule out the alternatives
What This Isn't
Three other ways to solve a hiring problem, and where each one stops.
A volume agency
Sends candidates and is paid when one of them starts. The incentive is throughput, which is why the shortlist arrives long and loosely calibrated.
An RPO
Rents you process and headcount. It scales capacity well once the bar is already defined. It does not define the bar for you.
An in-house recruiter
Gives you a dedicated pair of hands. At the seniority a pivotal hire demands, it also takes months to find and a permanent salary to commit to.
RecruitingSniper
Senior judgement applied straight to the hire. Joshua scopes the role, calibrates the market, and runs the close himself, with a small research team behind the search. The person you brief is the person doing the work.
05 Confirm the record
Why Teams Trust the Process
19+
Years Recruiting
50,000+
Resumes Reviewed
2,000+
Interviews Conducted
500,000+
Talent Network
Senior recruiting perspective shaped by experience across Google, Microsoft, and Airbnb.
Built Airbnb India's engineering team from zero.
Every engagement is scoped, calibrated, and closed by Joshua personally, with a small research team behind the search.
A focus on the hires that change a team's trajectory, not recruiting volume.
06 Answer the objections
Common Questions
Is RecruitingSniper a recruitment agency?
No. An agency is paid to place candidates and is measured on volume and speed. RecruitingSniper is engaged to make a specific hiring decision go well — running one search, embedding as your recruiting function for a phase, or fixing the process underneath. The engagement is scoped to the problem, not to a placement fee.
What size and stage of company do you work with?
Growing technology and technology-enabled companies making meaningful engineering, product, go-to-market, specialist, or leadership hires — teams where a slow search or a wrong hire carries real cost. If your hiring is high-volume and price-led, a staffing agency will serve you better, and we'll tell you so.
Who actually runs the search?
Joshua Talreja, personally. He scopes the role, calibrates the market, and runs the close on every engagement, with a small research team supporting the work. You are not briefed by one person and handed to another.
Which geographies do you work across?
Global, with the closest real-time overlap across IST-aligned markets — Singapore, the Gulf, Israel, and Europe — alongside US and other teams working async. The search itself doesn't change with geography; only the meeting times do.
Which of the three engagements is right for me?
Hiring across several roles without in-house recruiting capacity → Fractional Recruiting. One role carrying outsized impact → Critical Search. Inconsistent decisions and a process that is the real problem → the System Sprint. If you're not sure, say so on the enquiry form — working that out is part of the first conversation.
Make the Next Hiring Decision With More Conviction
Tell us about the role, and we'll help you figure out the right way to run the search.
Discuss Your Hiring Plan →