Recruitment

Hire on outcomes, not on CVs

We start with one question: what must this person deliver in six months? Every step after that (sourcing, screening, interviewing, assessing) is built on the answer.

  • A shortlist of three to five vetted candidates
  • A practical, role-linked assessment instead of theory questions
  • At least two references verified before the offer
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Overview

Why hiring usually fails

Most bad hires do not fail in the interview, they fail in the job description. A posting full of generic duties attracts generic candidates, who are then judged on gut feel in an unstructured interview.

We reverse the order. We sit with the hiring manager and turn the role into three to five specific, measurable outcomes for the first six months, then design the screening and assessment to test exactly for those.

The result is a shortlist you can defend with evidence, and a hiring decision the manager can explain upward without falling back on "he felt right".

Discuss your case with our team

Recruitment

  • Role Design & Job Description
  • Active Sourcing
  • Screening & Practical Assessment
  • References, Offer & Start
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We reply within one business day.

Services

Why hiring usually fails

Each service below can be bought on its own or bundled. Open the full details to see deliverables and KPIs.

Role Design & Job Description

Turning the role from a task list into defined outcomes, the step that determines everything after it.

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Benefits

  • Internal clarity before the ad goes out
  • Applicants closer to what you need
  • A single standard for comparison

Features

  • A session with the hiring manager
  • Drafting three to five outcomes
  • Separating critical from desirable skills

Deliverables

  • An approved job description
  • A candidate scorecard
  • A suggested pay range based on market data

Process

  1. 01Definition session
  2. 02Drafting
  3. 03Management sign-off
  4. 04Search launch

KPIs

  • Outcome clarity
  • Applicant match rate
  • Sign-off time
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Active Sourcing

The best candidates are not job hunting. We reach them directly instead of waiting for applicants.

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Benefits

  • Access to candidates who are not publicly available
  • Less competition for the candidate
  • A higher-quality shortlist

Features

  • Search across our database and LinkedIn
  • Personal outreach rather than mass messages
  • A talent map for your sector

Deliverables

  • A targeted candidate list
  • An outreach and response log
  • A market summary for the role

Process

  1. 01Build the ideal candidate profile
  2. 02Search and outreach
  3. 03Gauge interest
  4. 04Move into screening

KPIs

  • Candidates targeted
  • Response rate
  • Interview conversion rate
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Screening & Practical Assessment

A structured screening call followed by a short practical assessment that tests real ability to do the job.

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Benefits

  • Early rejection of poor fits
  • A decision based on performance, not impression
  • Saves your managers time

Features

  • The same questions for every candidate
  • A role-linked practical exercise
  • Language assessment when relevant

Deliverables

  • A scorecard per candidate
  • A recording or summary of the first interview
  • A clear recommendation: advance or not

Process

  1. 01Screening call
  2. 02Practical exercise
  3. 03Scoring and ranking
  4. 04Shortlist handover

KPIs

  • Manager acceptance rate
  • Assessment accuracy versus later performance
  • Screening time
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References, Offer & Start

The stage where the best hires are lost. We manage it through to the actual start date.

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Benefits

  • Fewer rejected offers
  • Fewer withdrawals before the start date
  • Negotiation grounded in market data

Features

  • At least two references verified
  • Support in structuring the offer
  • Follow-up through to day one

Deliverables

  • A reference report
  • An offer ready to send
  • A confirmed start date

Process

  1. 01Reference checks
  2. 02Offer drafting
  3. 03Negotiation
  4. 04Start confirmation

KPIs

  • Offer acceptance rate
  • Actual start rate
  • Time to close
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How it works

From vacancy to start date

The same path for every role. The only variable is how deep the search goes, based on how rare the skill is.

  1. 01

    We define the role

    Six-month outcomes, critical skills, pay range and what the ideal candidate looks like.

  2. 02

    We search

    Active search across our database and the market, with personal outreach to every targeted candidate.

  3. 03

    We screen and assess

    A structured call and a practical exercise, then a scorecard that allows a fair comparison.

  4. 04

    We close and follow up

    References, offer, start date, then follow-up through the first ninety days to make sure the hire lands.

Why 4LeadGen

What makes our method different

Outcomes before duties

Our job description starts with what must be delivered, and that alone changes the calibre of applicants.

Practical, not theoretical, assessment

We ask the candidate to perform a miniature version of the job, because performance beats an answer.

A candidate pool we build daily

The 4LeadGen Academy graduates commercial talent continuously, so we have real depth in the roles we focus on.

Speed without compromise

The target is eighteen business days for a mid-difficulty role, with the screening depth unchanged.

Real reference checks

We call at least two references and ask specific performance questions, not courtesy ones.

Accountability after the hire

We follow the new joiner through ninety days, and the replacement guarantee is written into the contract.

Measurement

Recruitment metrics

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business days targeted from vacancy to offer

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candidates maximum on the shortlist

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references minimum before any offer

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days of follow-up after the start date

These are the metrics we commit to measuring and reporting. Target levels are agreed in writing before work starts.

Industries

Industries we serve

We work across B2B sectors in Saudi Arabia and the GCC. Pick yours to see how the message and method change.

Technology & SaaS Real Estate & Development Healthcare & Clinics Education & Training Logistics & Supply Chain Financial Services & Fintech Manufacturing & Industrial Professional Services & Consulting Retail & E-commerce Contracting & Construction
FAQ

Frequently asked questions

Which roles do you specialise in?

Commercial roles (SDR, BDR, Account Executive, Sales Manager), operational roles (customer service, technical support, operations coordinator) and administrative roles (accounting, HR, procurement). We do not take highly specialised engineering roles where we lack real depth, and we say so instead of accepting the brief and then stalling.

How are your fees calculated?

A fee per successful hire, set as a percentage of annual salary and agreed in writing before the search starts. There is no upfront search fee in the standard model.

Do you guarantee the candidate?

Yes, within a guarantee period defined in the contract that varies by seniority. If the hire leaves or fails probation inside that period, we restart the search under the agreed terms.

Can you hire in volume?

Yes, and it is one of our strongest offerings: building a full team of ten to fifty people for a contact centre or a sales floor, on a phased timeline with successive hiring waves.

Who runs the final interview?

You do. We handle everything before it, and the final decision always stays with you. We give you the scorecard and comparison report so the call is made on a clear basis.

Send us the role you need to fill

Describe the role and the pay range, and we come back within one business day with a straight view on market difficulty and the realistic timeline.

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