Partnership Model

EMBEDDED TALENT
PARTNERSHIP

Specialist recruitment capacity for one role or several, for hiring that moves with your projects. You see the search as it runs, and keep the market view when each role closes.

Discuss Your Hiring Plan
Why It Works

BUILT FOR PROJECT-LED HIRING

Project-led businesses hire in waves. Roles open when a contract is won, and they stall when a project slips.

Plug Ader in for one role, then add roles as a project grows. The calibration, the market map and the candidate conversations carry from one role to the next.

  • Briefs calibrated to the work, not the job title
  • A search you can see while it runs
  • Market feedback, including why candidates said no
  • A talent pool of candidates who agreed to stay in touch
Illustrative role timeline across six monthsRole A starts alone in January. Roles B and C are added in February when a project is won. Role A closes in March. In April, Role B pauses and Role D is swapped in. Role B resumes in May.JANFEBMARAPRMAYJUNRole ARole BRole CRole D1 roleProject wonPause, swap
Illustrative. Start with one role, add roles as projects land, then pause or swap them as the projects move.
How The Partnership Works

FOUR STEPS

  1. SCOPE

    We agree the roles, one or several, and scope each one on its own. You pay a monthly fee per live role, not a placement fee.

  2. CALIBRATE

    For every role, we agree the key skills with your hiring leader before sourcing starts.

  3. DELIVER

    A named Ader recruiter maps the market, approaches and screens candidates and introduces a shortlist, with a regular review of every live search.

  4. FLEX AND HAND OVER

    Roles can be added, paused or swapped as projects move. Each role closes with a documented record of the search.

Scope, review cadence and terms are agreed with you before the partnership starts.

Who It Suits

IS IT RIGHT
FOR YOU?

  • You hire in waves that follow project awards.
  • You want specialist help on one role now, and more as projects land.
  • Your roles need technical calibration that a job title cannot give you.
  • You want market feedback with every shortlist, including why people said no.

Prefer a placement fee to a monthly fee per role? Professional Search is the route. For an executive or critical hire, use Retained Search.

Inside Every Search

THE WORK

Every search is run by a named Ader recruiter with your hiring leaders. We work across AI and Deep Tech, Data Centres, Lifesciences, Medtech and Industrials in Singapore and APAC.

You see the search while it runs: who we approached, who engaged and what the market told us. The shortlist is only part of what you receive.

  1. Stage 01

    CALIBRATE

    We agree with your hiring leader what the role needs in practice: the systems, the level of ownership and the experience that genuinely transfers. For a sales role, that can mean experience selling into data centres rather than general B2B sales.

  2. Stage 02

    MAP

    We map the key skills the role needs, then where those skills sit, including adjacent industries where the work transfers.

  3. Stage 03

    ENGAGE

    We approach the people on the map directly, including people who are not looking for a move.

  4. Stage 04

    SCREEN

    Every candidate is assessed on capability and on the practical constraints: motivation, salary expectations, timing and any concerns about the move.

  5. Stage 05

    INTRODUCE

    We introduce shortlisted candidates with the assessment behind them, then run the interview process with your team.

  6. Stage 06

    HAND OVER

    When a role closes or pauses, you receive a documented record of the search. The work done on one role carries into the next.

Choosing The Route

THE RIGHT ROUTE

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EMBEDDED TALENT PARTNERSHIP

One role or several, a monthly fee per live role, and a search you can see as it runs.

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Mid-to-senior

PROFESSIONAL SEARCH

Permanent mid-to-senior search on contingency or retained terms.

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Critical hire

RETAINED SEARCH

Executive and business-critical hires. Exclusive, with an upfront engagement fee.

Explore →

Embedded Talent is not RPO (recruitment process outsourcing). We do not take over your recruitment function.

Common Questions

FREQUENTLY ASKED

What is an Embedded Talent Partnership?

Specialist recruiting capacity for one role or several, run by a named Ader recruiter. Each role is scoped on its own. You can see the search while it runs, and each role closes with a talent pool of candidates who agreed to stay in touch.

How is it different from RPO?

RPO usually outsources a large part of a company’s recruitment function. An Embedded Talent Partnership does not replace your recruitment function. It adds specialist search capacity for the roles you choose, on a scope agreed with you.

When should I choose it over Professional Search or Retained Search?

Choose it when you want a monthly fee per live role rather than a placement fee, for one role or several, with the search visible as it runs. Professional Search is permanent mid-to-senior search on contingency or retained terms. For an executive or business-critical hire, use Retained Search.

Can we add or change roles later?

Yes. As projects are won or delayed, roles can be added, paused or swapped. How that works is agreed with you before the partnership starts.

What do we keep when a role closes?

A documented record of the search: the hiring funnel, the reasons candidates declined, and a named list of candidates who agreed to stay in touch for your next hire.

Discuss Scope

HIRING FOR
A PROJECT?

Tell us about the roles and the projects behind them. Ader will come back to you directly to talk through scope.