You're 3 people with 3 open roles. Hiring has taken over your calendar. Here's how to close them in 6 days without burning out.
Hashir Jamil
Growth Associate
TEAM SCALING
OPERATIONAL GROWTH
REMOTE TEAM MANAGEMENT
HIRING CHALLENGES
TEAM SCALING
OPERATIONAL GROWTH
REMOTE TEAM MANAGEMENT
HIRING CHALLENGES
TEAM SCALING
OPERATIONAL GROWTH
REMOTE TEAM MANAGEMENT
HIRING CHALLENGES
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How to fill three roles in six days
Closing three open roles in six business days requires a system, not more effort. That means pre-built talent pipelines, structured vetting before candidates reach you and end-to-end process ownership by someone other than the founder. When sourcing, screening and offer management are handled with an established infrastructure, your only job is to interview a shortlist and make a call.
0+
Average-time-to-fill for a role in the US • SHRM
~0 days
Average availability of top candidates in the market.
Why open roles drain more than just your calendar
Every day a seat stays empty, it's cost compounds. Your existing team absorbs the workload. Timelines slip. Decisions get deferred. The problem isn't the vacancy itself, it's the downstream effect. Open roles don't just slow hiring. They slow everything.
Every open role is a tax on the people around it. Someone takes the extra handoffs. A manager covers two jobs instead of one. Product slips because no one owns the brief.
One unfilled role becomes a morale issue, then a retention risk. Then a capacity problem. Then a harder board conversation.
The hidden cost of a slow hire
Top candidates are typically off the market within 10–14 days of starting their search. A slow process doesn't just lose time, it loses the right people to a faster competitor.
The hidden cost of a slow hire
Top candidates are typically off the market within 10–14 days of starting their search. A slow process doesn't just lose time, it loses the right people to a faster competitor.
The hidden cost of a slow hire
Top candidates are typically off the market within 10–14 days of starting their search. A slow process doesn't just lose time, it loses the right people to a faster competitor.
How most CEOs approach hiring and where it breaks
Most founders try one of two things: manage hiring themselves or hand it to a recruiter. Both approaches fail for the same reason. There's no system connecting sourcing, vetting and closing. Just effort, applied at the wrong time, in the wrong places.
DIY Hiring
You write the job post from scratch
You filter a high volume of inbound CVs
Screening calls eat your interview calendar
Candidate drops after the final round
You start the whole process over
DIY Hiring
You write the job post from scratch
You filter a high volume of inbound CVs
Screening calls eat your interview calendar
Candidate drops after the final round
You start the whole process over
DIY Hiring
You write the job post from scratch
You filter a high volume of inbound CVs
Screening calls eat your interview calendar
Candidate drops after the final round
You start the whole process over
Freelance recruiter
You receive a spreadsheet of names
No context on fit or communication style
No follow-through after submission
You still run every interview
Process stretches past 45 days
Freelance recruiter
You receive a spreadsheet of names
No context on fit or communication style
No follow-through after submission
You still run every interview
Process stretches past 45 days
Freelance recruiter
You receive a spreadsheet of names
No context on fit or communication style
No follow-through after submission
You still run every interview
Process stretches past 45 days
The failure isn't the person. It's the absence of infrastructure. Neither approach has a system. They have effort. And effort alone doesn't close roles in a company that also needs to ship and talk to customers.
What happens when there's actually a system
You stop seeing resumes. You see three or four candidates who've already been sourced, screened for real production ability, assessed for communication and remote execution, and validated against the specific role you need to fill.
You interview them. You hire one. The role closes in six business days.
That's it. You didn't write a job post. You didn't run a screening call. You didn't chase anyone for feedback. You just made a hiring decision, which is the only part that actually needs you.
What a 6-day hiring process actually looks like
A 6-day close isn't a shortcut. It's what happens when the right infrastructure is already in place. The sourcing is done, the screening criteria are defined and the pipeline exists before the role arrives.
1
Day 1: Role scoping and brief
We define the role before anything else. Most open roles are underdefined. We align on must-haves, deal-breakers, and how this person will operate within your team.
2
Day 2: Active sourcing
We either search our pre-vetted database or tap into our extensive talent pool across Pakistan and the wider South Asian region. These are markets where we have real insight into who's genuinely exceptional.
3
Day 3: Screening and vetting
Candidates are assessed for execution ability, communication quality, and remote readiness. We filter hard so you don't have to.
4
Day 4: Shortlist delivered
You receive 3–4 pre-vetted candidates with context notes. A scoresheet containing assessed profiles with red flags already removed.
5
Day 5: You meet the right fit
You're evaluating a decision, not running a process. One conversation is enough.
6
Day 6: Offer extended and closed
We manage the offer, handle negotiation, and close. Role filled.
1
Day 1: Role scoping and brief
We define the role before anything else. Most open roles are underdefined. We align on must-haves, deal-breakers, and how this person will operate within your team.
2
Day 2: Active sourcing
We either search our pre-vetted database or tap into our extensive talent pool across Pakistan and the wider South Asian region. These are markets where we have real insight into who's genuinely exceptional.
3
Day 3: Screening and vetting
Candidates are assessed for execution ability, communication quality, and remote readiness. We filter hard so you don't have to.
4
Day 4: Shortlist delivered
You receive 3–4 pre-vetted candidates with context notes. A scoresheet containing assessed profiles with red flags already removed.
5
Day 5: You meet the right fit
You're evaluating a decision, not running a process. One conversation is enough.
6
Day 6: Offer extended and closed
We manage the offer, handle negotiation, and close. Role filled.
1
Day 1: Role scoping and brief
We define the role before anything else. Most open roles are underdefined. We align on must-haves, deal-breakers, and how this person will operate within your team.
2
Day 2: Active sourcing
We either search our pre-vetted database or tap into our extensive talent pool across Pakistan and the wider South Asian region. These are markets where we have real insight into who's genuinely exceptional.
3
Day 3: Screening and vetting
Candidates are assessed for execution ability, communication quality, and remote readiness. We filter hard so you don't have to.
4
Day 4: Shortlist delivered
You receive 3–4 pre-vetted candidates with context notes. A scoresheet containing assessed profiles with red flags already removed.
5
Day 5: You meet the right fit
You're evaluating a decision, not running a process. One conversation is enough.
6
Day 6: Offer extended and closed
We manage the offer, handle negotiation, and close. Role filled.
You show up on day four to interview people who are already qualified.
How East Consulting runs your entire hiring process
What we handle
Role scoping and definition
Sourcing and outreach
Screening and vetting
Interview process
Offer and close
What you handle
Share the brief
Review the shortlist
Final call with the right fit
Make the hire
What we handle
Role scoping and definition
Sourcing and outreach
Screening and vetting
Interview process
Offer and close
What you handle
Share the brief
Review the shortlist
Final call with the right fit
Make the hire
What we handle
Role scoping and definition
Sourcing and outreach
Screening and vetting
Interview process
Offer and close
What you handle
Share the brief
Review the shortlist
Final call with the right fit
Make the hire
We manage everything through to signed offer. You share a brief about the role. We run the hiring process. You meet a few candidates. You hire one. You move on.
What you're actually getting
Not a recruitment service. Not a faster version of what you've been doing.
You're buying your time back. A roadmap that stops slipping because a seat is empty. The ability to scale without hiring becoming the thing that blocks everything else.
What kinds of roles do you place?
Which markets does East Consulting source from?
Do you handle contracts and payroll too?
What does my involvement look like as a founder?
What kinds of roles do you place?
Which markets does East Consulting source from?
Do you handle contracts and payroll too?
What does my involvement look like as a founder?
What kinds of roles do you place?
Which markets does East Consulting source from?
Do you handle contracts and payroll too?
What does my involvement look like as a founder?
If you're stuck on a role right now
We source the right talent and set you up within days.
