Fees Saved: $20.9K
“Nexstema managed the search from start to finish. We ultimately found a highly qualified provider who was a great fit. I’m glad you guys are part of the team. I needed you.”
Urban Medspa
MANAGED HIRING FOR BUSINESSES THAT KEEP HIRING
Nexstema makes hiring a system.
We run sourcing, screening and first interviews for you. Your managers receive qualified shortlists with recorded interviews. Behind every shortlist is a research-informed role playbook, refined through performance data and hiring feedback.
Hours Saved: 48
“Laurence was exactly what we were looking for. The process was straightforward, the shortlist was strong, and the result has made a real difference to the business.”
Glow
Hours Saved: 48
“The screening process alone saved us a huge amount of time. Nexstema understood exactly what we were looking for and made hiring incredibly easy.”
Still Waters / GVO
Hours Saved: 48
“Working with Nexstema changed the way I think about solving capacity challenges as the business grows.”
Mounts Bay Accountants
Hours Saved: 48
“Your whole team is amazing. The interview process saved me so much time and made hiring far easier to manage”
Still Waters
Hours Saved: 48
“Nexstema took a huge amount of recruitment work off our plate, helped us find a great hire, and gave us back valuable time to focus on growing the business.”
RAD
Hours Saved: 48
“Super slick, super clear and incredibly easy on our end. We saved a huge amount of time and ended up with several strong candidates to choose from.”
Des-Vu
Hours Saved: 48
“Having the recordings of your interviews is a completely game-changing piece that I haven’t seen any other recruitment setup provide us.”
Managing Director
-
Solskin
Hours Saved: 48
“Nexstema helped us focus on the right candidates while reducing the screening workload on an already stretched finance team.”
Financial Manager
-
Absolute Pets
Hours Saved: 48
“143 candidates in 22 days, a successful hire, and a far more structured recruitment process. Nexstema became a trusted extension of our hiring team.”
GVO / Sweetgrass
TEAMS WE'VE HELPED HIRE
10x
MORE COST EFFECTIVE
2x
QUALIFIED APPLICANTS
14 days
AVERAGE SHORTLIST DELIVERY
98%
RETENTION RATE
Stop starting from scratchevery time you hire.
Every vacancy creates work. Managers review CVs. Teams coordinate interviews. Different people use different standards. And when the next vacancy opens, much of the process starts again. This creates an inconsistent system with very little visibility into what's actually working.
60+ HOURS
WASTED PER WRONG-FIT HIRE
3–6 MONTHS
TO RECOVER MOMENTUM
Time gets wasted.
Hiring managers burn hours on weak CVs, repeat interviews, and broken processes
Standards change.
Different managers assess candidates in different ways.
Revenue takes the hit.
Open roles, slow ramp times and poor-fit hires create hidden leakage across the P&L.
Knowledge gets lost.
What worked (and what didn't) rarely gets documented for the next hire.
Hiring costs climb.
When the internal process struggles, expensive agencies become the fallback.
Hiring becomes reactive.
The process gets rebuilt around every urgent vacancy.
Hiring quality is a funnel problem.
Better hiring outcomes come from stronger candidate flow, sharper filtering and more informed decisions. The more relevant people you bring into a structured process, the stronger your final choice becomes.
We fix the hiring funnel and create a managed hiring system.
Nexstema manages the work between opening a role and selecting the people worth meeting.
We research the market, build the candidate funnel, screen applications and conduct structured first interviews.
Your managers receive a qualified shortlist with interview recordings, candidate evidence and clear recommendations.
But the work doesn't disappear when the vacancy closes.
We document the approach, review the pipeline and use what we've learned to make the next hiring cycle stronger.
We research the market, build the candidate funnel, screen applications and conduct structured first interviews.
Your managers receive a qualified shortlist with interview recordings, candidate evidence and clear recommendations.
But the work doesn't disappear when the vacancy closes.
We document the approach, review the pipeline and use what we've learned to make the next hiring cycle stronger.
Proof the system works.
Real hiring campaigns. Real roles.
See how companies used Nexstema to build stronger shortlists faster by turning their hiring into a system.
Amber Bolick
Urban Medspa
The challenge
- An established Weight Loss Provider had left, creating a revenue-critical hiring need.
- The clinic had patients requiring medication reviews and titration, with limited provider cover available.
- The internal team needed to hire quickly while already focused on running the business and supporting patients.
- The search required a hard-to-find mix of clinical credentials, weight-loss expertise, med-spa fit and local geography.
Our Solution
- Managed candidate attraction across multiple sourcing routes, including paid advertising, LinkedIn outreach, direct sourcing and headhunting.
- Repositioned the role and adjusted the campaign as market feedback developed, rather than relying on one fixed approach.
- Screened and interviewed candidates before client review, so Urban only spent time on people who met the brief.
- Maintained weekly hiring reviews, structured candidate notes and interview feedback to keep the process moving and support decision-making.
Stephen Crisp
Glow Accounts
The challenge
-
Growing client workload alongside a team member preparing to leave.
-
Need for flexible bookkeeping and accounting support.
-
Required someone who could take ownership independently.
-
Risk of strained client delivery.
-
Founder loosing time to firefighting and managing accounts
Our Solution
- Narrowed job title and created parallel bookkeeping and accountant job briefs to keep hiring flexible.
- Distributed roles across multiple job boards, prioritising organic reach.
- Generated as many qualified candidates in 2 weeks.
- Narrowed selection to the top 5% for recruiter interviews.
- Aim for a 90%+ interviewed-to-qualified rate.
- Deliver 10+ strong candidates to Glow Accounts.
Olivia Burgess
Still Waters / GVO
The challenge
- A Marketing Manager had left, creating an urgent hiring need.
- Internal resources were already stretched across multiple practices.
- Previous self-managed recruitment efforts produced limited candidate options.
- Screening candidates was consuming valuable management time.
Our Solution
- Managed candidate attraction across multiple platforms.
- Screened and interviewed candidates before client review.
- Presented structured candidate notes, interview recordings and recommendations.
- Maintained weekly hiring reviews to keep the process moving and support decision-making.
Lisa
Mounts Bay Accountants
The challenge
- Needed an experienced accountant capable of completing accounts independently.
- Existing team was already experiencing workload bottlenecks.
- Candidate availability was limited within the local market.
- Previous recruitment efforts had produced large applicant volumes but few suitable candidates.
- Business growth was creating increasing pressure on internal resources.
Our Solution
- Managed candidate attraction across multiple job platforms.
- Screened and qualified applicants against technical requirements.
- Coordinated interviews and candidate progression.
- Maintained campaign momentum while the client focused on running the practice.
- Provided ongoing hiring support and strategic workforce planning guidance.
Jo Ramirez
Still Waters
The challenge
- High-volume front desk recruitment with significant candidate drop-off.
- Large numbers of applicants required extensive screening and interview coordination.
- Internal management team had limited time to conduct first-stage interviews.
- Needed candidates with strong customer service skills, professionalism and long-term fit.
Our Solution
- Managed candidate attraction and application screening.
- Conducted first-stage interviews on behalf of the client.
- Shared interview recordings and candidate feedback for review.
- Maintained an active candidate pipeline and coordinated candidate progression.
- Continuously refined the process to improve candidate attendance and engagement.
RDA
The challenge
- Growing client demand required additional operational capacity.
- Significant bookkeeping and payroll work was being outsourced.
- Internal leadership team had limited time to manage recruitment.
- Previous agency recruitment had been expensive and time-consuming.
Our Solution
- Managed candidate attraction and sourcing.
- Conducted first-stage screening interviews.
- Shared interview recordings and candidate insights for review.
- Provided weekly hiring reviews to keep the process moving and aligned with business needs.
Kelly Egan
Des-Vu
The challenge
- Needed to fill a varied role requiring a mix of skills and cultural fit.
- Internal team had limited time to review and screen large volumes of applicants.
- Previous recruitment efforts had taken several months to complete.
- Hiring momentum often slowed as operational priorities took over.
Our Solution
- Managed candidate attraction and screening.
- Refined role requirements throughout the campaign to improve candidate quality.
- Conducted first-stage interviews and shared recordings for review.
- Held weekly hiring reviews to keep the process moving and maintain decision-making momentum.
Chris Mckee
Solskin
The challenge
- Operational complexity was increasing as the business grew.
- Key responsibilities were still sitting with senior leadership.
- The team needed someone who could take ownership quickly.
- Internal hiring capacity was limited during a busy trading period.
Our Solution
- Managed candidate sourcing and attraction.
- Ran first-stage interviews and candidate screening.
- Used AI-assisted filtering to support shortlisting.
- Shared interview recordings for deeper candidate review.
- Acted as an extension of the Solskin team throughout the process.
Ashtyn Tyler
Absolute Pets
The challenge
- Finance leadership was carrying significant operational workload.
- A key accounting role had remained difficult to fill.
- Existing team members were spending substantial time on processing and transactional work.
- The business needed an experienced candidate who could contribute quickly and provide long-term stability.
Our Solution
- Embedded into the existing recruitment workflow and screening process.
- Reviewed and screened candidate applications against agreed hiring criteria.
- Refined screening requirements through ongoing collaboration with finance and HR stakeholders.
- Shared candidate summaries and recommendations to support faster hiring decisions.
- Reduced the administrative burden associated with reviewing large volumes of applicants.
Aileen Ryan
GVO
The challenge
- Managed candidate sourcing across multiple vacancies.
- Screened applicants and conducted first-stage interviews.
- Improved shortlist quality using role-specific screening criteria.
- Supported hiring managers with candidate coordination, feedback and hiring workflow management.
Our Solution
- Managed candidate sourcing across multiple vacancies.
- Screened applicants and conducted first-stage interviews.
- Improved shortlist quality using role-specific screening criteria.
- Supported hiring managers with candidate coordination, feedback and hiring workflow management.
Most hiring options solve
only part of the problem.
Internal teams get overwhelmed. Recruiters are expensive. Hiring software still needs someone to manage the process. Nexstema combines sourcing, screening, filtering, and funnel management into one structured hiring system.
SYSTEM METRIC
Candidate Volume
Screening Load
Screening Standard
Shortlist Quality
Process Ownership
Decision Confidence
Internal Hiring
Limited bandwidth
Manual & time-heavy
Unclear or inconsistent
Mixed
Internal burden
Limited data
Recruitment Agencies
Depends on recruiters
Outsourced inconsistently
Recruiters interpretation
Consultant dependent
External dependency
Recruiter-led assessment
Hiring Software
High volume, low filtering
Left to your team
Configured manually
Highly Variable
Self-managed
Minimal validation
Nexstema
Structured candidate funnel
Screening built in
Bespoke requirements
High-signal candidates
Built around your team
Structured evidence for better decisions
How the hiring
system works.
Your managers make the decision. We do the work that gets them there.
We define what good looks like, create the right candidate flow, structure the process, filter out the noise and qualify the strongest people before they reach your team.
The immediate goal is a better hire. The bigger win is a hiring system that works better the next time too.
STEP 01
Define
Start with what good actually looks like.
We research the role and market, benchmark salary and availability, agree the must-haves and create the role playbook.
- ROLE & SUCCESS PROFILE
- MARKET RESEARCH
- SALARY BENCHMARKING
- SCREENING REQUIREMENTS
- ROLE PLAYBOOK
STEP 02
ATTRACT
Build the right candidate funnel.
We optimise the role and use the right mix of channels and targeting methods to create relevant candidate flow.
- JOB ADVERT OPTIMISATION
- MULTI-CHANNEL DISTRIBUTION
- CANDIDATE TARGETING METHODS
- PAID FUNNEL EXPANSION
STEP 03
STRUCTURE
Give the campaign a proper system.
Applications, communications, interviews, feedback and reporting all need somewhere to go.
We build the workflow behind the campaign so candidates move through clear stages, your team has visibility throughout, and nothing important disappears into an inbox or spreadsheet.
- ATS configuration
- Pipeline management
- Candidate tracking
- Workflow visibility
STEP 04
FILTER
Remove the noise early.
AI-assisted screening and human review assess applications against the agreed criteria before they reach your managers.
- AI-ASSISTED SCREENING
- RECRUITER REVIEW
- REQUIREMENT MATCHING
- CANDIDATE RANKING
STEP 05
QUALIFY
Find out what the CV can’t tell you.
We run structured first-stage interviews to validate candidate experience and uncover the details a CV cannot show.
Building on the initial screening, we explore role-specific requirements and client-defined questions to assess knowledge, suitability, and overall fit before candidates reach your team.
- First-stage interviews
- Interview recordings
- Transcipts & notes
- Hiring recommendations
STEP 06
SHORTLIST
Choose from qualified candidates, not a pile of CVs.
Your team receives a focused shortlist backed by screening data, interview evidence and clear recommendations.
Nexstema delivers the shortlist. Your team selects the hire.
- Pre-screened candidates
- Final shortlist delivery
- Decision support
- Weekly campaign reviews
- Hiring Playbook Improvement
Every hire makes your next hire smarter
Nexstema builds an Ai-driven playbook for every role, in every market: the exact criteria that predict a great hire.
Recruitment fees were built for a different hiring model.
Traditional recruitment fees rise with the salary of the person you hire. Nexstema doesn’t work that way. Our pricing is fixed around the campaign and what’s needed to run it properly.
LEGACY APPROACH
Traditional Recruitment
COST STRUCTURE: VARIABLE
15-25%
OF ANNUAL SALARY PER HIRE
NEXSTEMA PILOT
Nexstema Hiring Model
FIXED CAMPAIGN FEE
Fixed
MOST ROLES FILLED UNDER 2%
Run a pilot campaign. Fill the role. Build a hiring system your business can keep improving.
Contact usBuilt for businesses & teams
with recurring hiring needs.
HIRING MANAGERS
- LESS SCREENING.
- BETTER INTERVIEWS.
- CLEARER INSIGHT.
- FASTER HIRING.
HR TEAMS
- STRUCTURED SYSTEM.
- BETTER VISIBILITY.
- LESS ADMIN.
- CONSISTENT APPROACH.
Founders & Leadership
- LESS TIME LOST
- VISIBILITY & CONTROL
- SCALES WITH THE BUSINESS
- LESS RECRUITERS
Start with a recurring role.
We'll review the market, look at your current hiring process and identify where candidate flow, screening or assessment is breaking down. Then we'll show you what the role playbook and managed hiring approach could look like for your business.
Email
[email protected]
Prefer email? Send us the role.
Prefer a call? Pick a time.