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BX function · Talent Operations and RPO

Fill roles faster.
With better candidates.

We run the operational side of recruiting for growing companies building sales, customer support and operations teams: sourcing, screening, scheduling, ATS upkeep and onboarding. That leaves your hiring managers free to spend their time choosing people instead of chasing calendars.

Talk to us about hiring See the hiring models
A candidate pipeline, run by one dedicated team

SourcedStage 1

  • Sales development repReferral
  • Customer support repJob board

ScreenedStage 2

  • Sales team leadCriteria met
  • Customer support repPhone screen notes in ATS

InterviewingStage 3

  • Sales development repRole-play call booked
  • Billing specialistScorecards in

OfferStage 4

  • Customer support repOffer approved

OnboardedStage 5

  • Sales development repProduct training scheduled

Example view

The problem

Where hiring slows down

Growing companies tend to hire in waves: a new product, a new market or a seasonal peak brings more work, and more customers means bigger sales and support teams. Most hiring delays come from operations rather than a shortage of candidates. Good people get lost in slow replies, crowded calendars and a tracking system nobody has time to update, and that operational work is what we take on.

  1. Slow replies

    Good candidates apply to several companies at once. The ones who hear back first tend to be the ones who stay in the process.

    How we fix it: Every applicant gets a status update, and every stage has an owner who moves it forward.

  2. Calendar ping-pong

    Finding a slot that works for a candidate and three interviewers can take longer than the interview itself.

    How we fix it: Coordinators and scheduling tools book, confirm and rebook, so managers just show up.

  3. A stale ATS

    Stages left un-updated, duplicate profiles and missing notes make reporting unreliable and leave candidates in limbo.

    How we fix it: Your applicant tracking system is updated as work happens, and cleaned up on a schedule.

  4. Inconsistent screening

    When each screener asks different questions, it is hard to compare candidates fairly, and hard to know who will stay clear and calm on a difficult customer call.

    How we fix it: Structured criteria, scorecards and a short role-play call, agreed with you and applied the same way to everyone.

Hiring models

Hiring models we run

Pick the model that matches the roles you need to fill. Many clients use more than one: steady high-volume hiring plus specialist search for harder roles, for example.

High-volume hiring

When you need to hire a group of sales or customer support reps into the same kind of role, the hard part is speed and consistency. We set up one clear set of screening criteria, run it the same way for every applicant, and keep interview calendars full so good candidates never wait.

What is included

  • Structured screening criteria agreed with you before launch
  • Phone screens in daily batches, with a check of spoken English
  • Short role-play calls based on real sales and customer support situations
  • Same-day status updates to every candidate
  • Weekly funnel review: where candidates drop out, and why

Best fit for

  • Sales and lead qualification teams
  • Customer support teams
  • Order and back-office operations roles
  • Ramps ahead of a launch or seasonal peak

Hybrid Intelligence in recruiting

Who does what at each hiring stage

Our coordinators do the legwork and AI handles repetitive admin, while your hiring managers make the decisions. The table shows how the work splits across the pipeline.

  1. Source

    Our recruiting coordinators
    Search job boards, talent databases and referral lists. Write personal outreach under your brand. Build a talent pool for repeat roles.
    AI assistance
    Suggests possible matches against the role requirements and flags duplicate profiles, for a coordinator to review.
    Your hiring managers
    Approve the role profile, the must-have criteria and where we should look.

  2. Screen

    Our recruiting coordinators
    Run phone screens using the agreed questions, including a check of spoken English for phone roles. Answer candidate questions honestly. Record notes and scores in your ATS.
    AI assistance
    Organizes applications against the structured criteria and highlights missing information. It does not reject anyone.
    Your hiring managers
    Review the shortlist with written summaries and choose who moves to interview.

  3. Interview

    Our recruiting coordinators
    Brief candidates on what to expect, confirm logistics, collect scorecards and follow up on late feedback.
    AI assistance
    Finds times across calendars and time zones, sends invites and reminders, and rebooks when plans change.
    Your hiring managers
    Interview candidates, complete scorecards and discuss the results with your panel.

  4. Offer

    Our recruiting coordinators
    Prepare offer paperwork for your approval, deliver offers when you ask us to, and keep the candidate informed.
    AI assistance
    Drafts offer documents from your approved templates and tracks signatures and deadlines.
    Your hiring managers
    Make the hiring decision. Approve compensation and terms. Make or join the offer call.

  5. Onboard

    Our recruiting coordinators
    Coordinate paperwork, equipment and accounts. Book product and compliance training. Check in with the new hire before day one.
    AI assistance
    Sends checklist reminders and flags any task at risk of missing the start date.
    Your hiring managers
    Welcome the new hire, set their first goals and own their first weeks on the team.

AI in our recruiting work assists with matching, organizing and scheduling. It never rejects or hires anyone on its own. Hiring decisions stay with people. How Hybrid Intelligence works

Candidate experience

How we treat candidates

Candidates you don’t hire today may still become customers, future colleagues or referrers. These are the standards our team works to on every search.

  • Fast responses

    Every application is acknowledged. Every candidate knows where they stand and what happens next.

  • Clear communication

    Plain-language job descriptions, honest answers about the role, and no surprises late in the process.

  • Easy scheduling

    Candidates pick times that work for them, get reminders, and can reschedule without a long email chain.

  • Respectful rejections

    Candidates who are not moving forward hear it from us, promptly and politely. Nobody is left waiting for an answer that never comes.

  • Prepared interviews

    Candidates know who they are meeting, how long it will take and what to bring. Interviewers get the candidate summary in advance.

  • A warm hand-off

    Once an offer is accepted, the new hire hears from a real person about paperwork, equipment and day one.

Your employer brand

Recruiting under your employer brand

Candidates should feel they are dealing with your company directly. Our team works under your employer brand and sends every message from your email domain, using language you have approved.

Job descriptions
Written or refreshed with your hiring managers: clear responsibilities, real requirements, and your voice.
Outreach messaging
Sequences for sourcing, re-engagement and referrals, personalized to each candidate, sent from your domain.
Candidate emails
Confirmations, reminders, updates and rejections, all written to match your tone and approved by you.
Interview guides
Consistent questions and scorecards for each role, so every candidate is assessed on the same things.

Your applicant tracking system

Working inside your ATS

There’s no new portal, and we don’t move your data into a tool of ours. Our team works in the system your recruiters and managers already use, with the access you grant, and treats it as the single source of truth.

  • Greenhouse
  • Lever
  • Workday
  • iCIMS
  • BambooHR
  • SmartRecruiters
  • Ashby
  • and others

ATS hygiene, as a standing routine

A clean ATS means reliable reporting, fewer candidates lost in the system, and a clear record of how each decision was made.

  • Every candidate in the right stage, updated the same day
  • Rejection and withdrawal reasons recorded consistently
  • Duplicate profiles merged, contact details kept current
  • Screen notes and scorecards attached to each profile
  • Source tracked on every candidate, so reporting is reliable
  • Stale requisitions and old pipelines closed out on schedule

Need more than clean-up? During the assessment we look at your stages, templates, permissions and integrations, and recommend changes for you to approve before we make them.

After the offer

Onboarding coordination after the offer

The weeks between an accepted offer and a first day are where new hires feel forgotten. We coordinate every step with your HR and IT teams, so your new hire arrives expected and ready to work.

A team room at the Insaan Global Amman hub

  1. Offer accepted

    We confirm the start date, send a welcome note and share what happens next.

    • Welcome message sent
    • Start date confirmed with the hiring manager

  2. Paperwork

    We collect and track the documents your HR team needs, using your forms and systems.

    • New-hire forms sent and tracked
    • Background or reference checks coordinated with your provider, where you use one

  3. Equipment and access

    We request laptops, accounts and tools from your IT team and follow up until they are ready.

    • Equipment request raised and confirmed
    • System access requested for day one

  4. Day one and training

    We build the first-day schedule and the training plan with the hiring manager, so new hires learn your product and processes before their first day on the job.

    • First-day agenda shared
    • Product and compliance training booked

  5. First weeks

    We check in with the new hire and the manager, and flag anything that needs attention.

    • Early check-in completed
    • Feedback shared with your HR team

Recruiting analytics

Recruiting reporting in NAS-AI

Every stage, source and hand-off is tracked. You see the whole funnel live in NAS-AI, our operational intelligence platform, so decisions are based on data rather than anecdotes.

Explore NAS-AI

What you can see

  • Stage-to-stage conversion for every role
  • Which sources produce hires, as well as how many applicants each sends
  • Drop-off points and how long each stage takes
  • Candidate feedback and offer outcomes

Fair and consistent screening

How we keep screening fair and consistent

We agree the structure with you in advance, check it with data, and leave decisions with accountable people.

  1. Structured criteria

    Before we screen anyone, we agree the must-have and nice-to-have requirements with you. Every candidate is assessed against the same list.

  2. Consistent questions and scorecards

    Screeners use the same questions and scoring guide for each role, so candidates can be compared on the evidence.

  3. Data-driven QA on screening

    We review screening decisions and notes across the whole pipeline to check that criteria are applied consistently between screeners and over time. Where scoring drifts, we recalibrate and coach.

  4. People make the decisions

    AI helps with matching, organizing and scheduling. It does not decide who is rejected or hired. Those decisions stay with people: our screeners at the screening stage, and your hiring managers for interviews and offers.

  5. Your policies, followed

    Screening follows your fair-hiring and equal-opportunity policies. We build them into the criteria, the scripts and the training for everyone who works on your roles.

The open operations floor at the Insaan Global hub in Amman, where our own teams workOur Amman hub

We hire for ourselves too

We recruit our own teams the same way

The teams we run for clients are recruited by us, in Amman. Our team is young, and we hire for fluent English with American accents, because that is what our clients' customers hear. Every hire goes through phone screens and role-play calls, then deep training on the client's operation before they start live work.

The workflows, templates and QA we bring to your roles are the ones we rely on ourselves. We are still building, and we would rather hire carefully than hire fast.

Apply to join our team Visit the Amman office

Your talent operations team

Who works on your roles

Everyone who works on your roles works only on your roles. They learn your business, your hiring managers and what a great hire looks like for you.

  • From day one

    Operations Analyst

    Maps your hiring process, ATS setup and hand-offs. Designs the workflow and the reporting before we start recruiting.

  • From go-live

    Function Manager

    Runs your talent operations day to day. Accountable for the pipeline, the candidate experience and the results you agree with us.

  • Dedicated to you

    Sourcers and screeners

    Find, contact and screen candidates for your roles, under your brand, against your criteria.

  • Dedicated to you

    Recruiting coordinators

    Own scheduling, candidate communication, ATS updates, offer paperwork and onboarding hand-offs.

How we start

How a talent operations engagement starts

If the hiring process itself is slow, more recruiters only make it busier. So every engagement follows the same BX path, and we fix the workflow before adding people.

  1. Assess

    We map your hiring process from requisition to day one: who does what, where it waits, how your ATS is set up, and what candidates experience.

  2. Build

    We fix the workflow. That can mean ATS stages and templates, scheduling automation, scorecards, or a workflow layer on top of the tools you already use.

  3. Run

    Your dedicated team starts recruiting. Your Function Manager takes over at go-live and reports progress with live data.

How we engage

Co-sourcing or full outsourcing

Co-sourcing

We add capacity to your recruiters

Our sourcers and coordinators work inside your team, on your ATS and to your playbook. Ideal when you have recruiters who need their time back, or a spike your team cannot absorb alone.

Explore co-sourcing Full outsourcing

We run recruiting end to end

We own the recruiting operation, from requisition to day one, with a Function Manager accountable for the pipeline and the candidate experience. Your managers interview and decide.

Explore full outsourcing

FAQ

Questions about talent operations

What is recruitment process outsourcing (RPO)?

RPO means handing all or part of your recruiting operation to a partner. With Insaan Global, that can be the whole process, from sourcing to onboarding, or just the parts that slow your team down, such as screening, scheduling or ATS administration. We work inside your hiring process, under your brand.

Which kinds of companies do you recruit for?

Companies across North America in industries such as technology and SaaS, retail and ecommerce, financial services, professional services, logistics and healthcare administration. We help them hire sales, customer support, operations and back-office teams, and we screen for what matters in each role, such as clear communication, patience and good judgment.

Which parts of recruiting can you take on?

Candidate sourcing, screening and qualification, interview scheduling and coordination, candidate communication, ATS management and data hygiene, offer paperwork, onboarding coordination, employer brand content such as job descriptions and outreach, and recruiting reporting. You choose the scope.

Who makes the hiring decisions?

Your hiring managers do. Our team handles the operational work and screens candidates against the criteria you approve. AI assists with matching, organizing applications and scheduling, but it does not reject or hire anyone. Decisions stay with people.

How do you keep screening fair and consistent?

We agree structured criteria with you before screening starts, use consistent questions and scorecards, and follow your fair-hiring and equal-opportunity policies. We also review screening decisions across the pipeline to check that criteria are applied the same way by every screener, and recalibrate when they drift.

Can you recruit for roles in North America, not just in Jordan?

Yes. Our team works from our Amman hub, but the candidates are wherever your roles are. We source, screen and coordinate for your locations, on your time zones for candidate-facing work.

What if we already have in-house recruiters?

That is a common starting point. With co-sourcing, our coordinators and sourcers work alongside your recruiters and take on the operational work, while your team keeps the relationships and leads the function.

Can you handle a sudden hiring surge?

Yes. When a product launch, a seasonal peak or a growing customer base means you need more people fast, we set up a dedicated project team, build the hiring plan backward from your start dates, and wind it down cleanly once the roles are filled.

How do we see progress?

Your Function Manager shares regular updates, and NAS-AI, our operational intelligence platform, gives you live visibility into the pipeline, stage conversion, sources and drop-off points.

Explore Business Experience

How we engage

Functions we run

Let’s fill your open roles with the right people.

Tell us which roles you are hiring for. We will map your current process, show you where it slows down, and propose a team and model that fits.

Talk to us about hiring Looking for a job? Apply here