Recruiting for Owner-Led Companies
The people you want to hire are leaking out of your process at every stage. Fixing that is our whole job.
Hundreds of hires in 5 years$0 on sponsored job ads
Alex McFarlandThe ads bring them in. Watch where they go.
The candidates were there. Your process lost them.
The Job Board
Recurring · billed monthly
Sample invoice
Same as last month. And the month before.
The job board sends an invoice. The open seat doesn't.
Your office manager runs it between payroll and safety renewals. Your PM screens resumes at nine at night. A side job carried on top of a real one.
We rebuilt hiring from job ad to signed offer. It holds because of one rule.
We can hold that line because of how you pay us: a flat monthly fee, not a cut of anyone's salary. On your search, nothing pays us to keep a weak candidate alive, so we cut them early. On one recent search we sourced 706 people; 3 reached an interview. That rule is why 97% of our offers get signed.
706 to 3
Sourced to interviewed, one recent search
“When I talk to them, it's typically someone we do want to move forward. That saves a lot of time.”
One recruiter owns your account, not just the search. They learn how to sell your company, so you're never re-explaining it to a stranger. An account manager holds them to the plan, so you don't have to. The only work that reaches you is picking the person and onboarding them.
About six hours of your time, total.
One good year can be luck.
Hundreds of hires. Zero dollars in sponsored job ads. Five years.
97%
Offers accepted
Industry average: 70–84% (Ashby Talent Trends Report)
29
Avg days to offer
6 hrs
Of your time, total
Measured across all placements, 2022 through 2026
“More candidates for supervisors than we've received for any post in 10 years. I don't know how you do it.”
Results
Lueder · Director of Preconstruction
“23 Days From Kickoff To Offer Accepted. I Didn’t Have To Babysit Any Of It”
Lueder needed a Director of Preconstruction, an executive-team hire. After months of DIY recruiting and endless emails from recruiters promising candidates if they’d just sign an agreement, they engaged Persevus. 23 days later, the role was filled.
3
Qualified Candidates
23
Days To Offer Accepted
6h
Client Time Spent
SecurAlarm · Senior NICET Technicians
“The Candidates We Needed Didn’t Exist In Our Market. So We Changed The Search.”
SecurAlarm had been posting for senior NICET certified technicians in Grand Rapids for months, but the candidates weren’t coming. When Persevus showed them the data, the picture was clear: there simply weren’t enough Level 3–4 techs in the area. SecurAlarm made the call to expand their radius and open up to candidates qualified to sit for certification.
4
Technicians Hired
3
Markets Searched
2
Already NICET Certified
SecurAlarm · Applications Engineers
“We Were Finalists For A Major Contract. We Just Needed Local Support To Close It.”
SecurAlarm was in the final stages of landing a municipal contract that would open up a new market. The contract required local technical support, and they didn’t have it yet. Instead of scrambling internally, they brought in Persevus to find Applications Engineers who could represent them well on-site.
28
Days To First Hire
2
Applications Engineers Hired
1
New Market Opened
A ballpark number on your job-board spend is enough. No prep, no pitch deck, no commitment.
We walk through your process and show you where candidates are dropping out, and why.
We show you what's broken and what it takes to fix it. Right fit or not, the diagnosis is yours to keep.
We don't lock you in. The system works, so we don't need a contract to prove it.
You pay the same rate no matter who takes the job. Nothing pays us more to place someone expensive.
If you're not seeing the difference in the first 30 days, you get a full refund. No hoops.
Straight answers to what you're thinking.
We use job boards as one tool, not the whole strategy. We've made hundreds of hires without a dollar of sponsored spend, because the system does what a post can't: it gets you talking to people who want to work with you.
If the role is about character and skill more than a credential, it's in our lane. If you're hiring for a license and nothing else, we're probably not for you.
A flat monthly fee, not a percentage of anyone's salary. Subscriptions start at $2,500 a month, and the level of service gets diagnosed on the 30-minute call. A lot of companies assume they need heavy outbound recruiting, when a sealed process and their own job ads can fill the role.
Before you ever meet a candidate, they answer why they're on the market. No real answer, no introduction. FUSE shows you who we contacted, who responded, and why each candidate made the cut, in real time. And if you're not seeing a difference in the first 30 days, you get a full refund.
About 30 minutes for the first call, then about six hours total across the search. You review vetted candidates, run final interviews, and make the decision. We handle the rest.
It's measured across every offer we extended from 2022 through 2026. The refusal screen does most of the work: candidates who can't give a real reason they're on the market never reach an interview, so the offers we extend go to people who already had a reason to say yes.
One conversation. Bring your last 12 months of job-board spend, and we'll show you whether it's solving the problem or feeding it.
Another quarter of sponsored posts. The role's still open, and the only advice you're getting is to spend more.
Hiring runs in the background.
You watch it happen. Roles get filled.
Free. No obligation. Leave with a one-page map of where it leaks.
Not ready to talk? Send your job-board spend and get a written leak read back.
Alex McFarland
Founder & President, Persevus
