Structure your hiring process.

A Talent Acquisition process structured in 8 weeks

Staycation is a scale-up of around fifty employees making 15 to 20 hires per year, in full European expansion. Growth is fast, hiring needs are high, and a single in-house recruiter absorbs it all.

This pattern is classic in hypergrowth: while volumes stay low, the informal way holds. Past a certain point, the absence of a system turns every hire into a negotiation to redo from scratch, the recruiter becomes the bottleneck and quality depends on whoever runs the interview. Structuring is not adding red tape, it is removing the mental load and making the process sustainable at scale.

The starting point

• Time-to-hire too long. Roles stay open, business teams wait and compensate.
• Uneven candidate experience. Each team hires its own way, with a direct impact on the employer brand.
• Lack of standardisation. No shared interview structure or criteria, with a real operational impact.
• No data to steer. Impossible to know where the process leaks, or what a hire costs.

The goal we set together: a structured, measurable and scalable process that guarantees an excellent candidate experience despite the pace.

The assignment in 4 phases

What was delivered

• A structured interview process: TA screening, hiring manager interview, technical use case with debrief, final culture-fit interview, collective decision and offer.
• A complete interview kit on Notion: job descriptions, interview guides and scorecards, ready to use for every team.
• A steering dashboard on the Ashby ATS and Notion for the Talent Acquisition team, shared with hiring managers and the board. Key indicators tracked continuously to see what improves and what sticks.
• A hiring roadmap template to plan upcoming roles and steer the recruitment budget.
• Trained teams, to adopt the new processes.

The difference with a one-off push: we do not hire in the team's place, the team walks away with a system that runs without us. The kit lives in their tools, managers know how to run a structured interview, and the dashboard makes steering possible hire after hire. That is what makes a structured process hold over time rather than collapsing the moment pressure rises.