More ad spend.
Same open roles.
The people you want to hire are leaking out of your process before you ever see them.
See how to fix the leakWhere the leaks are
You think you need more candidates. You're losing the right ones at five points in your process, before they ever reach you.
- 01
The ad
What you need vs. what they get
Your job ad lists what you need. It never mentions what they get. The best candidates scroll past because nothing spoke to them.
- 02
The silence
Three days is a lifetime
A good candidate applied Tuesday. You called back Monday. By Friday they'd already taken another offer.
- 03
The filter
Screening for reasons to say no
You screen resumes for reasons to say no. The best candidates don't have a full-time job writing resumes, so you never talk to them.
- 04
The experience
Built to evaluate, not to attract
Your interview was built to evaluate them. Nobody considered what it felt like to sit in it, so the ones with options stopped showing up.
- 05
The offer
Assumed it was sold
You hand them an offer and assume it's sold. You'd never send a customer an estimate without selling the service first. Why do it here?
Your next hire
Whatever survived the trip down.
You kept buying more water. The pipes were the problem the whole time.
Why it keeps happening
You did exactly what you were told.
The Job Board
Recurring · billed monthly
Invoice
- Sponsored job post$499
- Promoted listing boost$250
- Featured placement$300
Same as last month. And the month before.
Every month, the same charge. Every month, the same advice: spend more, reach more, boost the post.
You paid it. Of course you did. It was the only fix anyone offered.
And every month, the role stayed open.
So you started to wonder if the problem was you.
It wasn't.
The people you were paying already knew.
They knew the role wasn't sitting open because of volume. They knew candidates were dropping out inside your process, not failing to find it.
But there's no money in telling you that. There's money in selling you another post.
So they didn't.
Memorandum
To: Account management
From:
Re: Renewal — flagged open role
- The role isn't open for lack of applicants.
- Candidates drop out inside their process, not ours.
- We've known for months. It's in the data.
- Saying so ends the renewal. Recommend another post.
You couldn't see the leak. The whole system was built so you couldn't.
That's the reason we exist.
Hundreds of hires.
Zero dollars in sponsored job ads.
Four years.
97%
Offers accepted
29
Avg days to offer
6 hrs
Of your time, total
“We rebuilt the hiring process from job ad to signed offer. Every step has a system. Every handoff has a checkpoint. Every move has a receipt.”
Alex McFarland
Your ad talks about you. Ours talks about them.
You screen for red flags. We screen for conversations.
You got invoices. You'll get receipts.
Recruiting you can audit.
Every candidate we contact. Every conversation we have. Every reason someone was filtered. Every step between the first call and the signed offer.
You see it. All of it. In real time.
Not because we think you want more dashboards. Because you've been making one of the most expensive decisions in your business with no visibility into how it actually works.
That's over.
The system behind better hires
Three parts, working together to fill the role the job board never could.
Here's how it starts.
Book 30 minutes with Alex.
Bring your last 12 months of job-board spend. That's it. No prep, no pitch deck, no commitment.
We find where it leaks.
We walk through your process from job ad to signed offer and show you exactly where candidates are dropping out — and why.
You choose the path.
You'll leave with a clear picture of what's broken and what it takes to fix it. If we're the right fit, we'll show you what that looks like. If we're not, you still walk away with the diagnosis.
No contracts.
We don't lock you in. The system works — we don't need a contract to prove it.
30-day money-back guarantee.
If you're not seeing the difference in the first 30 days, you get a full refund. No questions. No hoops.
The people you were paying before needed a contract to keep you. We just need results.
Free. 30 minutes. Bring your job-board spend.
Results
“23 Days From Kickoff To Offer Accepted. I Didn’t Have To Babysit Any Of It”
Lueder needed a Director of Preconstruction — a leadership hire that would sit on their executive team. 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
5h
Client Time Spent
Two futures. One decision.
Where does your business end up if hiring stays on the job board?
Another quarter of sponsored posts. The role's still open. Every week it sits unfilled, that's revenue your team can't generate and pressure your best people can't keep absorbing. The only advice you're getting is to spend more on the channel that already isn't working.
Hiring runs like the rest of your business: a system you can see into, candidates who are ready to say yes, and roles that actually get filled. Your spend stops leaking out of a broken process and starts producing hires.
Ready to see what's actually possible?
Questions we hear
Straight answers to what you're actually thinking.
We use job boards the way they're meant to be used: as one tool. The problem isn't the board. It's making sponsored posts your whole hiring strategy and paying more every time it doesn't work. We've made hundreds of placements without spending a dollar on sponsored job ads, because the system does what the board can't: find the right people, screen for whether they'll actually move, and show you every step.
No. We work with growing companies hiring sellers, doers, field leaders, and technical operators, across construction, manufacturing, commercial and home services, security, and technical operations. If the role is about character, skill, and drive more than a credential, it's in our lane.
You don't have to take our word for it. FUSE gives you real-time visibility into everything we're doing: who we contacted, who responded, and why each candidate made the cut. If we're not doing the work, you'll see it. That's the point. And if you're not seeing the difference in the first 30 days, you get a full refund. No contracts. No hoops.
About 30 minutes for the first call, then 5 to 6 hours total across the entire search. You review pre-vetted candidates, run final interviews, and make the hiring decision. We handle everything else.
When clients follow our recommendations on candidate experience, including scheduling automations and a structured offer process, searches that close go from first candidate touch to accepted offer in under 30 days. The 97% is what happens when the process runs the way it's designed to.
Stop buying more water.
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.
Free. No obligation.
Alex McFarland
Founder & President, Persevus