The hires behind the shortlist
Every story here is a real search: what the company needed, who we found, and where that hire is now. No composites, no rounded-up numbers.
Vetted candidates sent, instead of screening ~900 job board applicants
From discovery call to signed agreement
First interview to offer for the Content Manager
Both placements still on the team
Figures from the Aspen Tech Labs search, 2025–2026.
A company that tracks 11 million job listings for a living still couldn’t hire for itself. Here’s what changed.
Recruitment & Placement · South Africa
Aspen had always hired through referrals. When growth outpaced the network, one job board post returned about 900 applicants in two weeks — all of them needing screening time their Director of Sales & Marketing didn’t have.
“I spent so much time and resources on those candidates. It was very refreshing to work with you guys.”
Lana Shumyn, Director of Sales & Marketing, Aspen Tech LabsThe stories differ. The way we run a search doesn’t.
01
South Africa, Eastern Europe, and Latin America each solve a different problem — time zones, language, or cost of living. We start with the role, then pick the region.
02
Every candidate is screened and interviewed before you meet them. If the first shortlist misses, we tighten the brief and go again.
03
Hiring stalls when the founder gets busy. Our recruiters keep the loop moving, follow up on feedback, and stay on it until someone signs.
Tell us the role, and we’ll come back with vetted candidates who match it.
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