We have raised funding and need to grow the teams.
Build the hiring foundation before the scaling wave arrives, then run it at speed.
Hiring is a system - not a guess.
Talent Ascent helps scale-up leaders turn hiring into a productive operating system - that works like the rest of their business: cost-effective, measured, repeatable and built to scale, not improvised role by role.
Free tools
Quick Cost of Hire Check for Sales Teams
Most teams only count the agency fee and sign-on. The real cost of an open role is the contribution it leaves on the table while it sits empty. Adjust the sliders to see both.
Interested in more granular detail? Try the free tools designed by Talent Ascent.
€
€
€
Visible cost of hire
€26,000
Agency fee + sign-on bonus
Opportunity cost of the vacancy
€67,500
Gross-margin contribution lost across 24 weeks the seat is unproductive (vacant + ramp), at expected attainment.
True cost of the vacancy
€93,500
Visible cash + the opportunity cost, on the same basis as our full calculators.
Get a tailored report to help you understand and reduce the cost of your next hire.
New Hire Cost Report - €800
Includes
- Loaded cost of the hire
- Opportunity cost
- Manager & onboarding time
- 25-minute delivery call
Where to start Pick what challenge you need solved.
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Where to start
Pick what challenge you need solved.
Pick the path that best fits your hiring stage. We will help you move from challenge to clarity.
Hiring is slow and expensive, and we don't know why.
We decide what to offer based on each candidate - but the hires keep underperforming.
We need senior hiring leadership, but not a full-time Director of TA.
We are not attracting the right talent.
What we do
Three ways we fix how you hire.
01 · Diagnose
We quantify the current cost and efficiency of your hiring system.
Our goal is to give you quantitative clarity before you commit further spend on hiring.
02 · Design
We design a hiring engine which delivers measurable results as you scale.
We architect a system tailored to your business context and ambitions.
03 · Direct
Strategic hiring leadership and retained monthly advisory.
We stay with you through your journey and continue to guide you and troubleshoot as you scale and pivot.
Talent Ascent Diagnose. Design. Direct.
Who is behind Talent Ascent
Founded and led by Kristina.
A decade designing roles, building teams and rebuilding hiring processes inside high-growth technology companies — in-house, at the stage where hiring decides whether the plan lands.
Read the full background →- In-house talent leadership
- Deel · Amazon Music & Games · Disney+
- Earlier
- Executive recruitment at BAT; talent-strategy consulting for FMCG clients including Mars, Unilever and Royal Canin
- Markets
- US & Canada · EMEA · LatAm · APAC
- Background
- Graduate expertise in Organisational Psychology
Why not a contract recruiter, an RPO, or an agency?
A contract recruiter fills the roles you've defined. An RPO runs your process as-is. An agency charges a fee per hire.
We design the hiring system that all three work inside.
Option
What they own
What you pay for
What you keep
Agency
Individual placements
A percentage of pay, per hire
The hire
Contract recruiter
Filling roles you have already defined
A day rate
Roles filled, process unchanged
RPO
Running your process as it stands
Per hire, at volume
Throughput, same system
Talent Ascent
The hiring system the others work inside
A fixed fee for a defined piece of work
A hiring system your team runs