Recruiting as a Service for companies and investors
Build. Run. Optimise.
NAKAMA comes on board when recruiting needs to work immediately, internal capacity is limited or existing processes no longer meet your hiring needs.
We build recruiting structures, run your entire recruiting process or selected parts of it, and use AI selectively to optimise systems and workflows.
Flexible in scope. Integrated into your organisation. For as long as you need us.
What does Recruiting as a Service mean?
Recruiting as a Service is a flexible external recruiting function that works as part of your organisation.
We take responsibility for processes, systems, applicant management, candidate communication, reporting and the operational delivery of your hiring.
This can cover your entire recruiting function or the specific areas where you currently lack capacity or expertise.
Recruiting as a Service does more than fill vacancies. It creates a recruiting function that works.
Four starting points. One flexible model.
Build your recruiting function
If no effective recruiting function exists yet, we create the foundation.
We define roles and processes, select a suitable applicant tracking system, set up reporting and responsibilities, and support the first hires.
The result is a recruiting structure that fits your organisation and can be continued internally.
Add recruiting capacity
When hiring needs and internal capacity no longer match, we temporarily take over your entire recruiting or selected parts of the process.
We work as an integrated partner with hiring managers, HR and management, steering the agreed positions from briefing to onboarding.
You gain additional recruiting capacity without first having to build a complete internal team.
Optimise recruiting
When existing processes are too slow, inconsistent or administratively burdensome, we analyse and improve your recruiting end-to-end.
We optimise workflows, applicant tracking systems, the candidate journey, reporting and collaboration with the business. We use AI where it creates concrete, controllable value.
Recruiting without recruiters
We run your recruiting. You run your business.
For start-ups and scale-ups that want to recruit professionally without building their own recruiting team and applicant tracking system.
NAKAMA takes on the operational recruiting work and works directly with management, HR and hiring managers.
Recruiting as a Service in four steps
01
Analysis and prioritisation
We look at hiring goals, open positions, existing processes, systems, responsibilities and current bottlenecks.
Together we define which tasks NAKAMA takes on and which results are to be achieved.
02
Set-up and integration
We develop suitable processes and roles, set up the necessary tools and reporting, and integrate ourselves into the collaboration with HR, hiring managers and management.
03
Operation and optimisation
We take on the agreed recruiting tasks operationally, steer live positions and continuously improve processes based on data, feedback and results.
04
Handover or continuation
Once internal capacity is in place, we hand over processes, documentation, data and live tasks to your team in a structured way.
When is Recruiting as a Service the right choice?
No recruiting function yet
Your company is growing, but processes, systems, responsibilities and internal recruiting expertise still have to be built.
Hiring volumes are rising
Growth, project peaks or expansion create more vacancies than the existing team can reliably handle.
Part of the process ties up too many resources
Sourcing, applicant management, coordination or reporting are to be outsourced selectively, while other tasks remain in-house.
Recruiting processes no longer scale
Existing workflows are too slow, inconsistent or not sufficiently scalable.
The applicant tracking system and data are not used effectively
The applicant tracking system does not map processes in a meaningful way, reporting is missing, or manual work persists despite the technology in place.
You want to integrate AI and automation
You want to use new technologies but need a clear strategy, suitable use cases and controlled processes.
What we take on
Depending on the engagement, NAKAMA takes on the entire recruiting process or selected parts of it:
- Hiring demand planning and prioritisation of open roles
- Role definition and requirement profiles
- Job advertisements and competency frameworks
- Structured sourcing and direct outreach
- Applicant management and candidate communication
- Initial screening and structured interviews
- Scheduling and process coordination
- Collaboration with hiring managers
- Selection and optimisation of the applicant tracking system
- Funnel, process and management reporting
- Offer process and onboarding preparation
- Building and developing internal recruiting teams
You define the scope. We take operational responsibility.
How does recruiting without recruiters work?
- No in-house applicant tracking system required. We provide the technological infrastructure. Positions, applications and process status are managed centrally within the agreed recruiting workflow.
- A complete recruiting process. We take responsibility for role definition, advertising, sourcing, applicant management, initial screening, coordination, interviews, communication, hiring, onboarding and reporting.
- Hiring without an internal recruiting function. We show your leaders how to hire using the processes we establish and the targeted use of AI, without building an in-house recruiting function.
- Scalable to your hiring needs. Scope and recruiting capacity are adjusted to your open roles and growth plans.
You retain full transparency over positions, candidate status and the recruiting funnel at all times. The final hiring decision remains with you.
Recruiting without recruiters does not mean recruiting without people. Experienced NAKAMA recruiters run the process. AI supports where appropriate.
Recruiting excellence with AI
Faster. More precise. More efficient.
Growth needs more than qualified candidates. It needs recruiting processes that scale with the business.
We analyse your recruiting end-to-end and integrate AI where it meaningfully supports research, communication, coordination and administrative workflows.
Not every task should be automated. Our use of AI therefore follows one clear principle: AI prepares. People review, assess and decide.
AI optimisation can be part of a Recruiting as a Service engagement or a standalone optimisation project.
Who does what?
AI supports
AI can accelerate preparatory and administrative tasks:
- drafts of requirement profiles and job advertisements
- suggestions for competency frameworks
- sourcing and target company lists
- structuring applicant information for review
- drafts of interview guides
- first drafts of reports
- scheduling and standardised communication
People and AI work together
AI provides suggestions and analyses that experienced recruiters examine and put into context:
- defining must-haves and selection criteria
- reviewing search results and shortlists
- finalising interview guides
- checking assessments for consistency
- selecting outreach variants
- analysing funnel and process data
People decide
Personal and business-critical decisions remain a human responsibility:
- the final hiring decision
- personal interviews and briefings
- assessing motivation and cultural fit
- sensitive candidate communication
- salary and contract negotiations
- relationships with candidates and hiring managers
Why NAKAMA?
- 25+ years in Recruiting and Executive Search and 15+ years in interim Talent Acquisition management across Europe. We have experienced a wide range of processes, systems and team structures first-hand. This operational experience and long-standing market knowledge enable us to assess candidates and improve selection processes with confidence and context.
- Extensive knowledge of applicant tracking systems. We know numerous applicant tracking systems from hands-on practice and help you select the right system or use your existing one more effectively.
- Building with a clear handover. We do not build structures that stay dependent on us. Processes, documentation and knowledge are set up so that your internal team can take them over and develop them further.
- AI with clear guardrails. We do not automate for technology’s sake. Every use case has to deliver a concrete improvement in speed, quality or candidate experience.
Responsible AI in recruiting
AI in recruiting needs clear guardrails.
We design processes so that technology supports the work while hiring decisions remain transparent, accountable and made by people.
Data protection, access rights, documentation and human oversight are considered from the moment processes are designed and integrated. Our use of AI takes account of the applicable requirements of the GDPR and the EU AI Act.
Technology supports the work. It does not take responsibility for hiring decisions.
What improves as a result
- Up to 50 per cent shorter time to hire. Automated research, structured workflows and faster coordination can reduce lead times across suitable recruiting processes.
- More consistent selection processes. Clear requirement profiles, competency frameworks and structured interviews improve the comparability of candidates.
- A better candidate journey. Reliable workflows and timely communication create a professional experience from first contact through to offer or rejection.
- Less administrative burden. Automation reduces recurring tasks and frees up more time for conversations, assessment and collaboration with the business.
- Transparency across the recruiting funnel. Up-to-date reporting shows which channels attract candidates, where processes stall and where decisions are required.
- Scalable recruiting structures. Processes, systems and responsibilities are built to grow with your hiring needs.
A transparent commercial model
The scope of Recruiting as a Service is based on hiring needs, the division of tasks and the recruiting capacity required.
Depending on the engagement, the fee can consist of three components:
- a fixed price for analysis and set-up,
- a monthly retainer for the agreed recruiting capacity,
- a reduced success fee per successful hire.
Scope, the number of positions handled in parallel, responsibilities, metrics and fees are agreed transparently before the start. Not every engagement needs all three components.
For recruiting without recruiters, we develop a separate commercial model based on the recruiting capacity required and the use of our applicant tracking system.
Frequently asked questions
What is the difference between Recruiting as a Service and Executive Search?
Executive Search focuses on filling individual specialist and leadership positions. Recruiting as a Service can take over the entire recruiting function or defined parts of it, including processes, applicant management, systems, reporting and collaboration with hiring managers.
Is Recruiting as a Service limited to Finance & HR?
No. The Finance & HR specialisation applies to Executive Search. We offer Recruiting as a Service across all functions.
What does recruiting without recruiters mean?
Recruiting without recruiters is a fully managed recruiting function for start-ups and scale-ups without their own recruiting team. NAKAMA provides the recruiting expertise, the processes and the applicant tracking system.
Do we need to introduce our own applicant tracking system for recruiting without recruiters?
No. NAKAMA provides the applicant tracking system for the agreed recruiting process, or supports you in selecting and introducing one.
Do we need a new applicant tracking system for Recruiting as a Service?
Not necessarily. We first check whether your existing applicant tracking system can be used and optimised effectively. We only recommend a new system if it offers a clear benefit.
How does NAKAMA use AI in recruiting?
AI mainly supports research, text drafts, structuring, coordination, reporting and administrative processes. Requirements, assessments and selection decisions are examined and taken by people.
What happens when we build an internal recruiting team?
We prepare a structured handover. Processes, documentation, system knowledge, reports and live tasks are transferred to the internal team. On request, we support the search, selection, hiring and induction of the team.
How quickly can NAKAMA start?
That depends on scope, system access and the number of positions. After an initial conversation, we can give you a concrete estimate of the lead time required and a realistic start date.
It starts with a good conversation.
Let's talk about how your recruiting operates today, what needs to work in the short term and which structures you need for future growth. Together, we will determine whether NAKAMA should build your recruiting function, run it operationally, optimise it with AI or provide it as a complete external service.