Rem Assist
HR & Recruiting

Recruiting that moves,
without the chase.

Sourcing, screening, interview coordination and onboarding administration — run inside your ATS and HRIS by a seat you interviewed. Every hiring decision still lands with you.

  • We advance and reject against your written scorecard, and show the reasoning on every candidate.
  • Work happens in your systems — Greenhouse, Lever, Workable, BambooHR or in-house. Nothing to migrate back.
  • We never make a hiring decision or attest to anyone's eligibility. Those stay yours by design.
Talk to a talent specialistQualify in two minutes
Your ATSWhere the pipeline lives
2 wksConsult to a working pipeline
YouApprove shortlist and hire
ISO 27001Independently audited controls
Where it breaks

The hiring plan was never the problem. The operations were.

Nothing below is a strategy failure. It is the volume of coordination sitting between a decision and the thing actually happening.

The requisition list outgrew the recruiter

One person cannot source, screen, schedule and chase feedback across a dozen open roles and still have a thought left over for how you hire.

Coordination quietly eats the week

A four-person panel across two time zones, one reschedule, and a follow-up nobody sent. Hiring managers end up administering the process instead of assessing people.

The offer is not the finish line

Paperwork, accounts, equipment, a day-one schedule, records that have to be complete and correct. It lands on whoever is least busy, which is nobody.

Candidates feel all three. A week of silence is a week they spend answering somebody else's email — and that cost only shows up later, as a declined offer nobody can quite explain.

What you can staff

Two systems, one people operation.

Recruiting operations and HR administration run on different clocks. We staff them separately, and you can take either one on its own.

Recruiting Support

Before you can choose

Everything that has to happen before a hiring manager has a real decision in front of them.

  • Candidate sourcingBoolean and profile-led search against your scorecard — not one posting pushed to more boards.
  • Resume screeningEvery applicant read against your written criteria, with a note on why they advanced or did not.
  • Pipeline managementYour ATS kept honest: stages accurate, notes written, nothing parked where no one owns it.
  • Interview coordinationPanels booked across stakeholders and time zones, reschedules absorbed, feedback chased.
  • Candidate communicationA reply inside a day and an update at every stage, in your voice and under your brand.
  • Talent communityRunners-up kept warm, so the next opening starts with a list rather than a blank search.

Off your deskThe sourcing hours, the screening volume, the scheduling thread, and the follow-up nobody sent.

See a week of this seat's tasks
  • Build and run search strings for the open roles
  • Review and disposition the inbound applicant queue
  • Write candidate summaries against the scorecard
  • Book and confirm the week's interview panels
  • Absorb reschedules and re-confirm the panel
  • Chase outstanding interview feedback
  • Send stage updates to everyone still in play
  • Close out and notify everyone who is not
  • Reconcile ATS stages against reality
  • Re-engage a shortlist from a role you closed

HR Administration & Onboarding

After they say yes

The lifecycle administration that has to be complete and correct, and that lands on whoever happens to be free.

  • Onboarding administrationOffer paperwork prepared, accounts and kit requested, day one built and confirmed.
  • Employee recordsFiles current in your HRIS, plus a standing list of what is missing and who owes it.
  • Documentation & policy adminHandbooks, acknowledgements and templates versioned, distributed and tracked to completion.
  • Benefits administration supportEnrolment windows tracked, routine questions answered from your own documented answers, the rest routed to your broker.
  • HR operations supportThe rhythm nobody owns: trackers, reminders, and audits of your records before anyone else audits them.
  • Offboarding coordinationChecklist run end to end, access removal requested on the day, exit paperwork filed.

Off your deskThe checklist, the chasing, and the file that turns out to be incomplete at exactly the wrong moment.

See a week of this seat's tasks
  • Prepare and issue the week's offer packets
  • Request accounts, licences and equipment
  • Build and confirm each day-one schedule
  • Chase outstanding new-hire documents
  • File and index completed paperwork in the HRIS
  • Audit a slice of records against the checklist
  • Track policy acknowledgements to completion
  • Answer routine benefits questions from your FAQ
  • Run the offboarding checklist for any leavers
  • Update the trackers your reporting reads from

Where we stop, on purpose. We prepare I-9 and E-Verify paperwork and keep the workflow moving; the employer completes and attests. Payroll runs and filings sit with thefinance desk, not this one. And we do not make hiring decisions. Anyone offering you all three is offering to hand you their liability.

The lifecycle

Seven stages. Two of them are yours.

This is the actual sequence a requisition runs through. Every stage has one owner, agreed in writing before anybody starts work. Open any of them.

  1. 01

    Intake & scorecard

    Together
    We run

    The session and the write-up. Must-haves, deal-breakers, the profile that has actually lasted on this team, and the criteria every later decision gets measured against.

    You own

    The answers. What the role is for, what good looks like, and which trade-offs you will accept — nobody outside your company can supply that.

    Then

    The scorecard becomes the document, not a conversation someone half remembers. Sourcing does not start until you have signed it off.

  2. 02

    Sourcing

    Rem Assist
    We run

    Search strings, profile-led outreach, referral mining and the inbound queue — all of it logged into your ATS as it happens, under your employer brand.

    You own

    The brand and the pitch. We use your language for the role and the company, not a generic template with your name pasted into it.

    Then

    You watch the funnel fill in your own system, at any hour, without asking anyone for a status update.

  3. 03

    Screening

    Rem Assist
    We run

    Every applicant read against the scorecard, structured screening calls to your question set, and a written summary saying what matched and what did not.

    You own

    The bar. If we are advancing the wrong people, that is a scorecard conversation, and we would rather have it in week one than month three.

    Then

    Rejections are reasoned and recorded, so a decision can be revisited later instead of re-litigated from memory.

  4. 04

    Shortlist review

    You
    We run

    The pack: candidates, summaries, the scorecard mapping, and the open questions worth putting to each of them. Assembled, not narrated at you on a call.

    You own

    Who moves forward. We recommend and we show our reasoning; the shortlist is not final until you say it is.

    Then

    Your feedback on this pack sharpens the next one. This is where calibration actually happens.

  5. 05

    Interview coordination

    Rem Assist
    We run

    Scheduling across the panel and the time zones, confirmations, reschedules, candidate prep notes, and the chase for feedback afterwards.

    You own

    The interviews themselves. Your people assess candidates; that is the part of this process worth your calendar.

    Then

    Panels stop slipping a week because one calendar was full and nobody had time to fix it.

  6. 06

    Hiring decision

    You, always
    We run

    Nothing. We assemble the debrief and the evidence, and then we get out of the way.

    You own

    The hire. Fully, and with no exception we would ever ask you to make. This is the one stage that cannot be delegated and should not be offered.

    Then

    Say yes and stage seven starts the same day. Say no and the pipeline behind it is already moving.

  7. 07

    Offer & onboarding

    Rem Assist
    We run

    Offer paperwork prepared, documents collected and filed, accounts and equipment requested, day-one schedule built and confirmed with everyone in it.

    You own

    The offer terms, the signature, the I-9 attestation, and the welcome itself. Culture is transferred by your people, not by an administrator.

    Then

    Someone starts on a Monday with accounts that work and a calendar that makes sense — and your records are complete without a cleanup later.

Stage one is the one everybody wants to skip. We do not, because every other stage is measured against what comes out of it — and where nothing is written down yet, we document it as we go and hand you the SOP either way. It is the sameonboarding process every Rem Assist seat runs.

Control

The final call is yours. Everything before it is ours.

An operational extension is not a softer phrase for handing the function over. The judgment stays exactly where it is; the workload does not.

Runs on our side

  • Sourcing, outreach and the inbound queue
  • Screening against your written criteria
  • Pipeline hygiene inside your ATS
  • Scheduling, reschedules and reminders
  • Candidate communication at every stage
  • Onboarding and offboarding administration
  • Records, documentation and the trackers

Stays with you

  • The hiring decision, without exception
  • Which roles open, and in what order
  • The bar, the scorecard and the trade-offs
  • Culture, values and how they are assessed
  • Interviews and the final conversation
  • Offer terms, compensation and signature
  • Employment eligibility and employee relations

The rule we do not bend: we do not decide who gets hired, and we do not attest to anyone's eligibility. We prepare the work so you can do both quickly, and the record stays in your systems — which is what makes ending the engagement a decision rather than a migration.

See how a requisition would run with us
Trust

What we can show you, and what we will not claim.

This work touches your employer brand, your candidates' data and your team's judgment. Here is what underwrites it.

Calibration, not guesswork

Cultural fit is not something an outside team can intuit, so we do not pretend to. The profile is written down with your hiring manager first, and every advance or reject is argued against that document — in writing, where you can see it and correct it.

Visibility without asking

The pipeline lives in your ATS, so the primary record is one you already own and can read at any hour. On top of that: hourly work logs, a short written report every working day, and a named supervisor who is not the person doing the work.

Security you can audit

Applicant and employee records are among the most sensitive data a company holds. Access is least-privilege and scoped per client, the data stays in your systems, and the controls are independently audited rather than self-declared.

ISO 9001:2015 certifiedISO 27001:2022 certified

The proof we do not have yet

We are not going to put a time-to-fill number or somebody else's logo on this page. Client write-ups publish when clients sign off on them, and not before. Until then the process above is what there is to judge — plus a free trial, where you watch a seat work your own open roles before anything is signed.

What a seat costs

Two tiers, same controls.

Published, hourly, per seat — the same two rates on every service line. Every seat operates under the same ISO 9001 quality and ISO 27001 security controls. What changes is the experience in the seat and how much direction it needs.

Best value

Pro

from$8/hr

Fully trained and fit for work from day one. Pro seats clear our core programme and pick up whatever software you run — CRM, helpdesk, ledger, billing, scheduling, or a tool you built in-house.

  • Works on any stack
  • Core programme certified before placement
  • Best rate per seat
  • Suited to repeatable, rules-based work
Most judgment

Expert

from$11/hr

More years on the job and a far more rigorous assessment path. Experts arrive already fluent in your kind of operation and need the least direction to get moving.

  • Senior experience
  • Rigorous assessment path
  • Least supervision needed
  • Suited to client-facing, high-stakes work

A pod can mix tiers — an Expert lead with Pro seats underneath is the most common shape we place, and the cheapest way to buy senior judgment. Coverage drives the monthly cost far more than seniority does: see the full pricing grid.

Before you ask

The questions worth asking before anyone near your pipeline.

Who makes the final hiring decision?

You do. There is no version of this where we decide, recommend-then-proceed, or hold a tie-break. We assemble the evidence and the debrief; the yes or no is yours. If a provider offers to take that off your hands, they are offering to hand you their liability along with it.

Will an outside team understand our culture?

Not by intuition, which is exactly why we do not rely on it. Stage one produces a written scorecard with your hiring manager covering must-haves, deal-breakers and the working style that has actually lasted on your team, and every screening decision is argued against that document. Your feedback on the first shortlist is where calibration really happens — and we would rather have that conversation in week one than in month three.

Do you work in our ATS or yours?

Yours. Greenhouse, Lever, Workable, Ashby, BambooHR or something built in-house — we train on it during the ramp window. Candidates, notes, stages and history stay in the system you already own, which is what gives you real-time visibility and means there is nothing to migrate back if we stop working together.

Is this RPO? Are you replacing our recruiter?

No. Full RPO usually means handing the function over, which is the thing most teams are nervous about in the first place. This is an operational extension: your recruiter or people lead keeps the strategy, the bar and the relationships, and stops spending the week on sourcing volume and calendar management. If you do not have anyone in that seat yet, say so on the call — the shape of the engagement is different.

How is candidate and employee data handled?

Under ISO 27001 information security controls, independently audited rather than self-declared, with ISO 9001 covering the quality side. Access is least-privilege and scoped per client, and the records live in your ATS and HRIS rather than in a system of ours. Anything we build or document during onboarding stays with you if the engagement ends.

What about I-9, E-Verify and payroll?

We keep those workflows moving and prepare the paperwork, and we stop short of the parts that are legally the employer's. The I-9 attestation and E-Verify enrolment stay with you, because the obligation cannot be delegated and the penalties for getting it wrong are yours. Payroll runs and filings sit with our finance desk instead, under the same prepared-by-us, signed-by-you split — see Finance & Accounting. On this page we are a workflow partner, not your employment counsel.

Can we start with one seat, or one role?

Yes, and most engagements should. One seat on the roles that are currently stuck is the cleanest way to find out whether this works on your process rather than in principle. Every engagement starts with a free trial, and you interview and approve the seat before it touches a requisition.

From the blog

Reading for whoever owns the shortlist.

Playbooks on scoping the role, ramping it, and keeping the scorecard honest — written by the people who source and manage these recruiters.

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