Because nothing changes the world faster than the right person working on the right problem.
How it works
Most growing companies make their most consequential hires without any structure underneath them. No brief. No process. No scorecard. A wrong hire does not just cost the salary. It costs the 18 months that follow.
Before sourcing anyone, we build the brief that defines who you are actually looking for, what success looks like at 90 days, and what the non-negotiables are. Every search that fails does so because this step was skipped.
Direct sourcing from LinkedIn, GitHub, Stack Overflow, and specialist communities. Candidates who are not actively looking and would never have seen your posting. Screened against three qualities: hard working, humble, and hungry.
Interview loop designed for the specific role. Scorecards built before the first candidate is seen. Structured debrief run after each stage so decisions are made on evidence, not gut feel.
Offer strategy built before the offer is made. Pre-offer audit on the finalist. Verbal offer presented before the letter goes out. Counter-offer conversation had in advance.
The hiring strategy, scorecard, and interview process stay with the company. Every future hire is built on what worked. The function repeats.
I work inside your company as your fractional talent acquisition partner. Building the strategy, designing the process, securing the hire. End to end. One person.
Best for: companies making 1-5 critical hires where getting it right matters more than getting it fast.
I build and maintain a pre-screened candidate pipeline your team accesses directly when a role opens. The right people available before you need them.
Best for: companies or funds with ongoing hiring who want talent on demand, not a reactive search each time.
Results
Who runs this
14 years in talent acquisition. 500 hires. £7.2M in agency fees that stayed in my clients' budgets where they belonged.
Ministry of Justice. Nationwide. Frontiers EMEA. Microsoft. Equal Experts. EY.
Every brief I ever took started the same way. Someone had a job title and no idea who they were actually looking for. That gap is what A Player Talent was built for.
Full background at luisbotsio.com →Free Resources
The frameworks behind every engagement. Free to use.
9 prompts doing the strategic hiring work before you source anyone. Role Killer, Interview Loop Designer, Pre-Offer Auditor and more.
Get access →Every template, scorecard, and framework for companies making their first ten hires.
Get access →15 behavioural questions across Hard working, Humble, and Hungry. Five role-specific versions.
Get access →10-point diagnostic that identifies where your pipeline is breaking. Takes 20 minutes.
Get access →What six priority roles cost at seed stage in the UK. Base, OTE, and equity benchmarks.
Get access →How to close candidates who are not looking. The pitch deck framework. Counter-offer scripts.
Get access →Embed or Pipeline. Let's find the right fit.
Book a call →Or connect on LinkedIn: linkedin.com/in/luis-botsio