Talent, technology, leadership, transition
We help companies hire full-time in the US
intofour is four businesses that share one subject: the working life of a person, from the first conversation about a role to the day they move on. Each pillar runs on its own, with its own owner and its own pace.
- Markets
- United States and India
- Model
- Four pillars, run in parallel
- Live today
- Talent Acquisition and Strategy
One lifecycle
Most companies buy these four things from four different suppliers.
Hiring, capability, leadership and exit are the same story told at four points in a person's working life. We built the company around the story rather than around the org chart, then let each part run at the speed its market allows.
Attract and hire
Finding the person, running the process, and building the strategy that decides which roles get opened at all.
Pillar oneOffer to first day
The weeks after a signature, when a candidate is most reachable by a competitor and least visible to you.
Pillar two, productGrow and lead
Turning strong individual performers into managers who can run a desk, a team, and a difficult conversation.
Pillar threeMove on
When a role ends, how the leaving is handled decides what the people who stay believe about the company.
Pillar fourThe four pillars
Four strokes. One mark.
The logo is a numeral four built from four separate strokes. That is the operating model, not a metaphor. No pillar waits on another to move.
Talent Acquisition and Strategy
Full-time placements for US employers, plus the strategy work that decides what to hire, when, and whether a role should exist at all.
Live today Explore pillar one → 02AI Tech and Business Transformation
Software, market intelligence and transformation consulting, including AI training for recruiters and the offer-to-joining platform we are building now.
Active build Explore pillar two → 03Leadership and Professional Development
Leadership and professional programs for recruitment industry professionals and the teams around them, taught by people who have run desks.
Launching Explore pillar three → 04Outplacement
Support for people leaving a business, modeled on the approach used at scale by Randstad. Held ready and activated when a client needs it.
On demand Explore pillar four →Pillar two, in build
The gap between a signed offer and a first day.
A candidate signs, then disappears into a notice period. In the United States that gap is often two to four weeks. In India it is commonly thirty to ninety days. Nothing in the applicant tracking system is designed for that window, so most teams manage it with a spreadsheet and a hopeful email.
- 01A joining feed the candidate actually opens, built from material their employer approved.
- 02Engagement signals that need two or three corroborating events before anyone is flagged.
- 03Bands and reason codes rather than a probability score, because a number invites a shortcut.
- 04No automatic deprioritization. A flag starts a conversation. It never quietly deranks a person.
Names and dates are placeholders. The product name is not final, so the platform sits at its own address until it is.
United States and India
Two markets, on purpose, and we say which is which.
What the United States gets
Full-time placement for US employers, run against at-will employment and the short offer-to-joining windows that come with it. Speed is the constraint, so the process is built for it.
What India gets
Delivery, engineering and training capacity, and a product designed for thirty to ninety day notice periods. Long windows are a different problem, not a slower version of the same one.
How we say it
The working model is stated plainly on the about page rather than hidden behind a single address. Clients find out anyway, and finding out late is worse than knowing early.
Who runs it
Small on purpose, with named owners.
Every pillar has one person accountable for it. That is the whole governance model, and it is the reason four things can move at once.
[One line on background and which pillars sit with him]
[One line on background and which pillars sit with him]
[One line on background] Owns the platform build, architecture and the technology behind pillar two.
Includes a former Randstad director whose input reshaped how the engagement signals work.
Insights
What we think, written down.
Positions we are willing to be held to, rather than posts written to fill a schedule.
Why we removed the joining probability score
A single number invites a shortcut, and the shortcut is deprioritizing a person. What we built instead needs corroboration before it says anything.
Read → MarketsTwo weeks in the US, ninety days in India
The length of the offer-to-joining window changes which interventions are even possible. Most preboarding advice quietly assumes one market.
Read → CapabilityAI training for recruiters that survives a quarter
Prompt tours age fast. Judgment, verification habits and knowing which decisions stay with a person do not.
Read →Start somewhere
Tell us which part of the lifecycle is hurting.
One conversation, one pillar. You do not have to buy the model to use one part of it.