Candidate sourcing.
You keep the process, the interviews and the relationship. We keep the top of the funnel full of people who are mapped, contacted, interested and worth an hour of your time.
Three pipelines, all of them named.
If a recruiter cannot tell you where a candidate came from, they cannot tell you why they are relevant.
Correlation One
A pipeline of technically assessed data, analytics, AI and engineering talent. Candidates arrive with completed, evaluated programme outcomes — evidence rather than self-declared skill lists.
The VRS network
Fourteen thousand tracked professionals across six sectors and forty countries. Maintained continuously: consultants speak to people between mandates, so availability data is current rather than archaeological.
Placement referrals
Every placement becomes a source. Referrals convert at roughly three times cold outreach and arrive with a working reference already attached.
What a pipeline actually delivers.
Mapped longlist
Named companies, titles and comp bands, updated as the market answers.
Contacted & responded
Approach text, response rate and the reasons people said no. The no's are the useful data.
Screened interest
A twenty-minute conversation, salary expectation, notice period and motivation, written up.
Market read
What your proposition is competing against, and where it is losing.
A subscription, not a percentage.
Sourcing is priced per active pipeline, per month. You are buying capacity, not a bet on an outcome — which means we have no incentive to push a marginal candidate into your process.
Pause a pipeline, or move it to a different role, at any month boundary. If a pipeline candidate is later placed through a full mandate, the subscription paid comes off the placement fee.
Practicalities.
Tell us the role. We will size the pool.
You get the market map whether or not the pipeline opens.