From brief to day one, nothing happens in a black box.
AI sweeps and scores. Senior recruiters screen, call references and make the final call. You talk to one person throughout.
Seven stages. You see every one of them.
At each stage you know who is doing the work, what you will receive and when.
Day 0
01Brief
We start with your goals, stack and team dynamics, not just a job description. Your Staffbees lead writes the bar we are hiring to and agrees the timeline with you.
- Who
- People
- You receive
- A written brief and an agreed timeline
Days 0 to 2
02Source
The Staffbees Talent Network is searched first: engineers we have already screened, with known availability. Acerebrum sourcing agents then sweep job boards and the open web, ranked against your bar, while our recruiters add reach through vendor partners.
aOur database
People we have already screened
bOur AI platform
Job boards and the open web
cOur people and reach
Our own consultants and vetted vendors
- Who
- AIPeople
- You receive
- Nothing yet. This is where we do the work.
Days 1 to 3
03Match
Every candidate is scored against evidence: the projects they shipped, the stack they used, the trajectory of their career. Ranking is bias-aware and fully audited, and a recruiter reviews every score before it counts.
- Who
- AIPeople
- You receive
- Transparent evidence behind every candidate
Days 2 to 5
04Vet
A senior engineer in the same discipline runs the technical screen. We check communication and collaboration, call references rather than collect them, and verify work authorisation before anyone is presented.
- Who
- People
- You receive
- A scorecard for each candidate
Within days for contract roles
05Present
You receive a shortlist of three to five people, each with evidence and a scorecard, and we coordinate interview slots so your calendar does the least work possible.
- Who
- People
- You receive
- A vetted shortlist with interviews booked
Start date agreed in the brief
06Deliver
Offer, paperwork and onboarding are handled with you. Staffbee Direct consultants are on our payroll in each country; contractors and permanent hires are set up to your process. Your new engineer plugs into your tools, rituals and roadmap from day one.
- Who
- People
- You receive
- A day-one-ready engineer
For the life of the engagement
07Support
Check-ins at 30, 60 and 90 days and throughout the engagement. We handle performance support, scale the team up or down as your needs change, and move fast on a replacement if the fit is not right.
- Who
- People
- You receive
- A partner who stays in the room
Six checks before you meet anyone.
Every candidate, every engagement model, every time. If a person is in front of you, all six are done.
Evidence-linked match
Every score traces back to real work: projects, stack and trajectory. No keyword bingo.
Technical screen
Run by a senior engineer in the same discipline, against the problems your team actually has.
Communication check
How they explain, ask, disagree and collaborate. Great engineers are great to work with.
Reference validation
We call former managers and peers. We do not just collect names.
Authorisation and compliance
Work authorisation verified and paperwork in order before you ever meet a candidate.
Fit review
Your team, your rituals, your pace. We present people who will thrive in your environment, not just pass an interview.
An AI hiring platform. People who make the call.
Staffbees runs on Acerebrum Talent, an agentic hiring platform built for staffing firms. Agents source across every channel, a match engine scores candidates against evidence, and our recruiters verify every shortlist before it reaches you.
Sourcing agents
Continuous sweeps across job boards, our network and the open web surface people who match the work, not just the keywords.
Evidence-linked matching
Every score traces back to projects, stack and trajectory, so you can see exactly why a candidate made the list.
Structured interviews
Live notes, scorecards and coverage guidance across the panel, so signal accumulates instead of evaporating.
Human judgement
Our recruiters run the technical screens and reference checks. The platform proposes; people decide.
Bias-aware ranking · Full audit trails · Recruiter approval on every step · Privacy-law aware
About Acerebrum TalentTypical staffing, corrected.
The same four moments decide whether a hire succeeds. Here is how we handle each one.
Typical: Keyword searches and inbox roulette.
With Staffbees: A pre-vetted network searched first, then sourcing agents across every channel.
Typical: Résumés that read well and interview badly.
With Staffbees: Evidence-linked scores, then a technical screen by a senior engineer.
Typical: A new account manager every few months.
With Staffbees: One accountable point of contact, from brief to day one and beyond.
Typical: Silence after the placement.
With Staffbees: Check-ins at 30, 60 and 90 days, and fast action if the fit is not right.
Answers before the first call.
For contract and contract-to-hire roles we typically present a vetted shortlist within days of agreeing the brief, because we search our Talent Network first. Permanent searches depend on the seniority of the role, and we agree a timeline with you up front.
Bring us one hard-to-fill role.
We will show you the shortlist, the evidence behind it and the timeline, before you commit to anything.
- United States
- +1 (215) 323-6902
- India
- +91 80087 12368