Hours Saved: 48
“Lawrence 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
STOP SETTLING FOR AVERAGE
Make Better Hires. Faster.
Most companies hire from limited candidate pools, leading to costly hiring mistakes. Nexstema fixes the funnel by increasing candidate flow, removing the noise, and delivering high-signal shortlists your team can hire from confidently.
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
STRATEGIC PARTNERS
14d
AVG. SHORTLIST DELIVERY
2x
QUALIFIED APPLICANTS
40%
LOWER COST PER HIRE
98%
RETENTION RATE
CompromiseCompounds.
Weak hiring decisions don’t stay inside the role. They drain leadership time, slow teams down, lower standards, and force expensive fixes later.
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 slip.
Under pressure, companies stop hiring the best person and start hiring the available one.
Revenue takes the hit.
Open roles, slow ramp times, and wrong-fit hires all create hidden growth leakage across the P&L.
Teams slow down.
One poor-fit hire drags down onboarding, management, delivery, and performance.
Hiring costs climb.
When internal hiring falls behind, expensive recruiters become the rescue plan.
Hiring becomes a gamble
Weak filtering and limited data turn hiring into guesswork.
Hiring quality is a funnel problem.
Better hiring outcomes come from stronger candidate volume, sharper filtering, and more informed decisions. When more relevant people enter the funnel, your final choice gets stronger.
We fix the hiring funnel.
A fully managed 4-week hiring campaign designed to attract more qualified candidates, remove screening bottlenecks, and deliver stronger shortlists faster.
Proof the system works.
See how scaling teams used Nexstema to improve
hiring speed, shortlist quality, and decision confidence.
Stephen Crisp
Glow
The challenge
- Growing workload creating pressure on internal resources.
- Need for a candidate who could take ownership and work independently.
- Traditional recruitment agencies were expensive and often delivered inconsistent results.
- Limited time available to review and interview large volumes of applicants.
Our Solution
- Managed sourcing and candidate attraction.
- Conducted first-stage screening interviews.
- Presented a structured shortlist of qualified candidates.
- Refined hiring criteria throughout the campaign to improve candidate quality and fit.
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.
The usual hiring options
all have limits
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 opinion
Hiring Software
High volume, low filtering
Left to your team
Configured manually
Candidate Volume
Self-managed
Minimal validation
Nexstema
Structured high- volume funnel
Fully managed
Based on agreed
role requirements
High-signal candidates
Managed end-to-end
Notes, recordings, and
requirement-based
scoring
How the hiring
funnel gets fixed.
Most hiring processes create noise long before they create signal.
Nexstema structures the entire funnel to increase quality, reduce wasted time, and improve hiring confidence at every stage.
STEP 01
Define
We begin with a focused onboarding session to understand your role, hiring process, and wider business need. We capture the key details around role requirements, screening criteria, urgency, and process specifics – ensuring every search has the right foundations from day one and the best candidates are progressed for your team.
- ROLE & PERSONA DESIGN
- Salary benchmarking
- SCREENING REQUIREMENTS
- PROCESS SETUP
STEP 02
ATTRACT
We position and distribute your role across the right hiring channels to maximise relevant candidate flow. From job advert optimisation and multi-platform posting to paid sponsorship and targeted outreach, we shape the approach around your role type, urgency, and hiring goals.
- Job advert optimisation
- Multi-platform distribution
- Candidate targeting
- Funnel expansion
STEP 03
STRUCTURE
We build the infrastructure behind the search, bringing applications, communications, interviews, feedback, and reporting into one streamlined workflow. This creates complete visibility for your team while ensuring candidates move quickly through the process.
- ATS configuration
- Pipeline management
- Candidate tracking
- Workflow visibility
STEP 04
FILTER
We combine AI-powered screening with human expertise to identify the strongest candidates quickly and consistently. Every application is assessed against your requirements, helping us remove low-fit applicants early and focus interview time on the people most likely to succeed.
- AI screening
- RECRUITER REVIEW
- REQUIREMENT MATCHING
- CANDIDATE RANKING
STEP 05
QUALIFY
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
- Candidate notes
- Hiring recommendations
STEP 06
SHORTLIST
We deliver a handpicked shortlist of the strongest candidates, backed by screening data, interview insights, and hiring recommendations. This gives your team the context to make confident decisions and spend time with the right people, not searching for them.
- Pre-screened candidates
- Final shortlist delivery
- Decision support
- Weekly campaign reviews
Recruitment fees were built for a different hiring model.
Nexstema removes the operational load, screening chaos, and decision bottlenecks that slow hiring down - helping every stakeholder spend less time managing the process and more time making confident decisions.
LEGACY APPROACH
Traditional Recruitment Model
COST STRUCTURE: VARIABLE
20-30%
PLACEMENT FEE PER HIRE
THE NEW STANDARD
Nexstema Hiring Model
COST STRUCTURE: VARIABLE
FIXED FEE
PREDICTABLE MONTHLY COST
Run a pilot campaign and fix your hiring system so that you don’t need to use recruiters.
Contact usBuilt for the people
carrying hiring pressure.
Spend less time filtering CVs, coordinating interviews, and restarting weak hiring processes. Nexstema delivers pre-screened candidates with interview recordings, notes, and clear hiring context — so your team focuses only on strong final-stage conversations.
HIRING MANAGERS.
- Less CV screening.
- More quality interviews.
- Better candidate insight.
- Faster hiring decisions.
HR TEAMS.
- More structure.
- Better visibility.
- Less admin.
- Smoother hiring processes.
Founders & Leadership Teams.
- Scale hiring efficiently.
- Reduce recruiter reliance.
- Maintain operational control.
- Build for growth.
Better hiring starts with a better funnel.
Nexstema builds and manages structured 4-week hiring campaigns designed to help scaling teams attract stronger candidates, reduce screening noise, and make faster hiring
decisions with confidence.
Email
[email protected]
Contact us