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
Fix Your System Fill Your Roles
Most companies hire from limited candidate pools, leading to costly hiring
mistakes. Nexstema helps companies hire better without becoming dependent on recruiters. We run focused campaigns that deliver qualified candidates and show your team a smarter way to hire.
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
CompromiseCompounds.
Hiring problems rarely stay inside one role. Weak processes waste leadership time, slow teams down, lower standards and eventually force expensive fixes.
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.
When hiring drags on, “the best person” quickly becomes “the best person available.”
Revenue takes the hit.
Open roles, slow ramp times and poor-fit hires create hidden leakage across the P&L.
Teams slow down.
Open roles and poor-fit hires create more work for the people already carrying the load.
Hiring costs climb.
When the internal process stops delivering, expensive recruiters become the rescue plan.
Hiring becomes a gamble
Weak filtering, limited data and inconsistent assessment turn hiring into guesswork.
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.
A fully managed 4-week pilot that helps you fill the role while fixing the process behind it - more qualified candidates, sharper filtering and a stronger shortlist.
Proof the system works.
Real hiring campaigns. Real roles.
See how companies used Nexstema to build stronger shortlists, make better decisions and fill roles faster.
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.
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
funnel gets fixed.
Most hiring processes create noise long before they create signal.
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.
It all starts with a focused onboarding session, we get clear on the role, the business need and what separates a strong candidate from an expensive mistake.
We benchmark the market, agree the must-haves and build the screening criteria around the things that actually matter.
- ROLE & SUCCESS PROFILE
- SALARY BENCHMARKING
- SCREENING REQUIREMENTS
- CAMPAIGN SETUP
STEP 02
ATTRACT
Build a bigger, more relevant top of funnel.
A great shortlist needs enough qualified people entering the process in the first place.
We optimise the role, distribute it across the right channels and target candidates based on the job, market and urgency.
- 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.
More applicants only help if you can identify the right ones quickly.
We combine AI-assisted screening with human review to assess candidates against your criteria – removing poor-fit applications early and ranking the strongest people for the next stage.
- 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
- Candidate notes
- Hiring recommendations
STEP 06
SHORTLIST
Choose from qualified candidates, not a pile of CVs.
We deliver a focused shortlist backed by screening data, interview evidence and clear 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.
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
$650
MOST ROLES FILLED UNDER 2%
Run a pilot campaign. Fill the role. Fix the hiring system so you don’t need to default to recruiters next time.
Contact usBuilt for the people
carrying hiring pressure.
Spend less time filtering CVs, coordinating interviews and rescuing hiring processes that aren’t working. Nexstema brings structure to the campaign from first requirements to final shortlist - so the people responsible for hiring can focus on making the right decision.
HIRING MANAGERS
- LESS CV SCREENING.
- FEWER, BETTER INTERVIEWS.
- CLEARER CANDIDATE INSIGHT.
- FASTER HIRING DECISIONS.
HR TEAMS
- A STRUCTURED HIRING PROCESS.
- BETTER PIPELINE VISIBILITY.
- LESS HIRING ADMIN.
- MORE CONSISTENT CAMPAIGNS.
Founders & Leadership
- LESS TIME LOST TO HIRING
- LESS RELIANCE ON RECRUITERS
- MORE VISIBILITY & CONTROL
- SCALES WITH THE BUSINESS
Better hiring starts with a better funnel.
Bring us a live role. We’ll give you a data-backed view of the market, share what we’ve learned from similar hiring campaigns, spot potential challenges and opportunities, and explore what we’ve seen make the biggest difference to a successful hire.
Email
[email protected]
Prefer email? Send us the role.
Prefer a call? Pick a time.