Turnkey Hiring, for when the job is building a team rather than filling a seat
A governed hiring engine for planned team builds, new plants, new offices and expansion phases. You give us the specifications and the timeline. We give you a dedicated pod, defined SLAs and one accountable point of contact.
Workforce Planning & Sequencing
Build the hiring curve before execution begins
Dedicated Delivery Pod
A named team focused on your project
Search Governance
Defined SKAs and one accountable owner
What is project-based RPO, and when do you need it?
A turnkey project does not end at finding the best people. It ends at putting the best team together, in the right sequence, with the quality bar held from the first hire to the last.
Project-based RPO means we take responsibility for a defined block of hiring over a defined period, with agreed service levels and reporting, rather than working role by role. You are not buying candidates. You are buying a hiring capability for the length of the project.
If the right people are in place at the start, the foundation of a business stays solid. A new plant, a new office or a new business line needs a team of hard chargers who will build it from the ground up. Like the roots of a tree, they supply the life-blood of the operation. The success of an organisation rests on employees who go beyond their job descriptions and make decisions beyond their functional roles. That happens when the people you hire believe in what the company is doing and stay with it through difficult quarters.
We have hired for launches and lateral programmes across telecom, BFSI, pharmaceuticals, consumer durables, ecommerce and travel, watching new industries emerge and new companies form along the way.
Project-based RPO is usually the right structure when:
You are launching a plant, an office or a new business line and need 20 to 100+ hires in a compressed window.
Your internal talent acquisition team is capable but does not have the capacity for a one-time surge.
The hiring is planned, sequenced and budgeted, which makes a project structure more efficient than role-by-role agency fees.
You need consistent assessment standards across a whole team rather than across a single hire.
Leadership hires and volume hires have to run in parallel without one delaying the other.
What TRUSTKLUB brings to a turnkey mandate
Workforce plan and role sequencing
Which roles get filled first, which ones depend on those hires being in place, and what the realistic hiring curve looks like against your go-live date.
A dedicated delivery pod
A named team assigned to your project rather than consultants splitting attention across mandates. You know who is working on your hiring and so do we.
Search governance
Defined SLAs, agreed turnaround times, weekly dashboards and a single accountable point of contact from kick-off to closure.
Standardised assessment
One competency framework applied across every role in the project, so the fortieth hire meets the same bar as the first.
Volume and leadership hiring in parallel
Plant heads and functional leaders run through our leadership process while the wider team is built alongside, on the same timeline.
On-ground support
Three to five candidates, each with a written evaluation and clear notes on strengths and risk. Not a stream of forwarded CVs.
Reporting you can take to your board
Weekly progress against plan, pipeline health, offer-to-join ratios and honest flags on roles that are running behind.
Handover and closure
A closure report covering what was hired, what the market told us and what to expect on attrition in the first year.
Why run a project mandate with TRUSTKLUB?
Scale without dropping the quality bar
70+ recruiters and search consultants means we can commit real capacity to a project. Two decades of doing this means we can do it without the standard slipping halfway through, which is where most volume programmes come apart.
We have built teams from zero before
Launch projects, greenfield builds and expansion hiring across telecom, BFSI, pharmaceuticals, consumer durables, ecommerce and travel. Building a team from scratch has a rhythm to it, and it is not the same as filling forty separate vacancies.
Governance built in rather than bolted on
Weekly dashboards, agreed SLAs and one accountable owner. You should never have to ask us where a project stands.
Building a team against a fixed date?
Tell us the role list, the locations and the go-live date. We will come back with a hiring curve we believe is achievable, along with the roles we think will be hardest and why. If we cannot commit to your timeline, we will say so at that stage rather than at the halfway mark.
Dedicated Delivery Capacity
Named recruiters assigned to the programme.
Governed Project Execution
Weekly reporting and escalatio structure.
Multi-location Coverage
Support across plants, offices and new market launches.
How a turnkey mandate runs
Project timelines depend on role mix, locations and go-live date commitments.
Stage 1
Scoping and workforce plan
We work through the full role list, the sequence, the locations, the compensation bands and the go-live date. What comes out is a hiring plan with a realistic curve rather than an optimistic one.
Stage 2
Governance setup
SLAs, reporting format, escalation path, interview panel availability and a single point of contact on both sides. Agreed in writing before sourcing begins.
Stage 5
Assessment and selection
Structured screening against the shared competency framework, plus coordinated selection days or panel interviews where volume requires them.
Frequently Asked Questions
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