Recruiting,
embedded.
Not outsourced.
Three ways we show up.
We're built to feel like an internal teammate — not an outside vendor. Pick what your hiring motion needs, or let us help you figure it out.
Fractional Talent Acquisition
A part-time, embedded TA function on a monthly retainer. We run your pipeline, meet with hiring managers, and move roles forward — inside your tools and your cadence.
→Full-Cycle Recruiting
Sourcing, screening, pipeline management, offer support — end to end. Senior recruiter hands on the roles that matter most, without agency fees.
→Hiring Advisory
Job descriptions that actually attract. Interview loops that actually signal. Process design for founders and leaders who want to hire well, not just fast.
→Built for the in-between stage.
If you're hiring a handful of roles a quarter, and "put the CEO on another intro call" is your current TA strategy — we're probably the right fit.
- Small and mid-size companies, 20 – 500 employees
- Any industry — tech, professional services, healthcare, nonprofit, trades
- Hiring 5 – 50 roles per year, across functions
- No internal recruiter, or a generalist HR lead stretched too thin
- Leaders who want senior recruiting judgment, not a req-filling machine
A different shape of recruiting partner.
Traditional agencies are transactional — paid per placement, external to your team, gone after the signature. Traditional RPO firms need enterprise volume. GrayWorks is the in-between: outsourced recruiting that feels like an embedded teammate, on a monthly retainer, with every hire staying yours.
Embedded, not outsourced
Inside your ATS, your Slack, your voice. Candidates talk to someone who represents your company — not a recruiter pitching three clients at once.
Paid for the function
A monthly retainer — not a placement fee. Our incentive is being useful, not collecting a commission on a signature. It changes everything about how we show up.
Senior, consistent, honest
One person running your hiring — not a sourcing pod. If a role is unfillable at the comp you're offering, you'll hear it in week one, not month three.
You keep what we build
Every job description, interview guide, scorecard, and process improvement stays with you. When the engagement ends, your hiring function is better than we found it.
Hiring should feel less heroic.
If you've been wearing the recruiter hat on top of every other hat — or paying agency fees that make each hire hurt — there's a better way to run this. Let's figure out what that looks like for your team.
Start a conversation →