How we recruit
Brief to live in 15 days.
Four stages, each with a defined window. You interview and decide at every step — nobody is placed without your approval.
Brief agreed
We confirm scope, seniority and the shape of the role with you.
Shortlisted resources submitted
You receive a shortlist of vetted candidates matched to the brief.
You interview
You interview and select. Nobody joins without your decision.
Offer issued and go live
Offer issued, accepted, and the engagement goes live.
Day 15 readiness
Not just hired. Ready to work.
By the time your engagement goes live, everything underneath the work is already in place.
Replacement window
If someone leaves, a replacement is submitted within 5–7 days.
Replacement is our cost and our problem, not yours. We move fast so the role stays covered.
We ensure there is no gap in the operation.
How a Hexa capability becomes operational
Seven stages, a published timeline, and a named owner at each one. A ten-person finance transition runs eight to twelve weeks.
Discovery and scope definition
Week 1-2
Current state, systems, entities, volumes, statutory calendar, constraints and success measures. Output is a signed scope document.
Process mapping and SOP capture
Week 2-4
Every in-scope process documented to task level, with controls, approvals and exceptions. Output is a process manual you own.
Pod design and recruitment
Week 3-6
Roles, qualifications, lead and review model defined. You interview and select. Nobody joins the pod without your approval.
Shadow
Week 5-8
Your team executes, our team observes and documents variance against the SOP.
Reverse shadow
Week 7-10
Our team executes, your team reviews. Errors are caught here, not in production.
Go-live and hypercare
Week 9-12
Full handover with daily checkpoint calls through the first close cycle, then weekly.
Steady state and governance
Ongoing
Weekly operations call, monthly service review, quarterly business review against a documented improvement target.
We Align With Your Stack
Retention, guaranteed
Every important hire spends their first month at your office.
Flights, visa, accommodation and allowance, arranged and covered once. They meet the team, learn the systems in the room, and go home knowing exactly who they work for. If they do not stay twelve months, that cost is refunded pro rata.
A retention promise with terms attached, not a claim about culture.