How we work
Staffing has a volume problem. Firms are paid per submission, so they submit. Hiring managers drown, candidates get ghosted, and everyone quietly assumes that's just how it works.
Zytheq is built the other way round. Our recruiters are specialists who came from the fields they hire for. Practitioners on our bench screen every candidate. And the only number anyone here is paid on is whether the person we placed is still doing great work a year later.
01 / What we're measured on
Incentives decide behavior. So we chose ours carefully.
Shortlist-to-hire
1 in 3
Recruiters are measured on how often a shortlisted candidate gets hired. Not on how many resumes they send.
12-month retention
94%
Bonuses vest when the person is still happily in the seat a year later. A fast bad hire costs us, too.
Candidate reply rate
100%
Everyone who applies hears back from a person. Yes or no, usually within two business days.
02 / Promises
Four things we won't do.
To clients and candidates alike. If we ever break one, email the founders directly at founders@zytheq.com.
- 1
We don't send resumes we haven't spoken to.
Every candidate you see has had at least two conversations with us, one of them with a practitioner in their field.
- 2
We don't submit anyone without their consent.
No blind resume blasting. Candidates know your name, the band and the reason the role exists before we introduce them.
- 3
We don't hide the math.
Ask what a contractor is paid and what you're billed. We'll tell you, in writing.
- 4
We don't disappear after the start date.
Check-ins at 30, 60 and 90 days, with both sides. Problems surface early, while they're still small.