Practically assessed hiring · RevOps and GTM roles
RevOps and GTM engineers, tested on the attributes that matter most for the role you are hiring for.
The ‘recruiter sends you the CV’ era is over. Every candidate we send has sat an assessment relevant to the role you’re hiring for. Our charging model ends up costing you less, with none of the pitfalls of traditional recruitment. We’re the recruitment firm for companies that want nothing to do with recruiters!
Star candidate, on what matters for your business
The problem
Post a RevOps or GTM engineering role on Monday. By Thursday you have hundreds of applications.
Nearly every one written with AI, and written well, against the spec you posted.
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Tuesday
The agencies have found the posting. They’re sending you their terms of business. 20%+ of first year’s salary. No real protection, and all they will do is send you a CV after chatting with a candidate once.
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Thursday
A number of the CVs, from various sources, look precisely like the person you described. None of it is evidence you can check though.
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Week 8
Six interviews. Nobody has verified that any of them can practically do the work.
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Week 9
Two months in and under pressure to fill the role. You take the strongest of the six and keep the doubt to yourself.
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Month 4
Still ‘ramping’, and you already know. The agency points at its terms: the rebate closed in week 12.
Every step of that is the way things have always been done, but it doesn’t really work. The classical recruitment model is broken. There’s urgency to fill the seat and get a fee, not to be right over the long term.
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300+
applications a hire
Three times the 2021 figure, and half as many candidates reach an interview.
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8 to 10
weeks to fill
Median for a senior technical seat. You serve it twice when the first hire does not last.
Recruiting Operations Benchmarks, Ashby 2026 Talent Trends Report
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$30,000
gone either way
A 25% recruitment fee on a $120,000 seat, earned on the start date.
Why this keeps happening
Every route to a shortlist has the same blind spot.
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01
A recruitment agency
Paid a percentage only when someone starts. That pays for speed, not for accuracy. The CVs arrive quickly and you are still the one deciding who is any good, with the same information you had before.
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02
Job boards
More reach is the problem, not the answer. A wider funnel with no way to sort it just makes the pile taller.
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03
Your own interview
Most hiring managers know that on-the-job performance usually diverges from performance during the interview. One of the biggest reasons is that interviews do not really test for what the job is like.
None of these tell you whether the person can do the job. They tell you who applied, who was available, and who was easy to talk to. Every one of them is now a test of how well someone uses AI to describe work, rather than a test of the work.
There is one way through this. Stop reading claims and meet only people who can actually do the job.
The assessment
A practical assessment that allows candidates with the highest propensity to practically perform in your role to shine.
The issue with standard recruitment processes is they don't push hard enough on the actual, practical nuances of the job (and the thinking and technical acumen required to do the job). Rareix takes a very different approach.
What they do · the work that matters
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01
Diagnostic
“Reply rates on the outbound sequence halved three weeks ago. Here are the sends, the enrichment log and the sequence settings. Find out why.”
Shows Analytical reasoningStructured thinking
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02
Design
“A funding announcement should become a personalised first email within the hour. Design the pipeline: what runs where, what a human still checks, and what breaks first.”
Shows Commercial reasoningPrioritisation
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03
Data
“Three enrichment vendors, one account list, and none of them agree. The VP wants a target list of two hundred by Friday. Build it, and say what you trust.”
Shows Analytical reasoningCommercial reasoning
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04
Communication
“Explain what you just did to a VP of Sales who does not care what it runs on.”
Shows Communication
The bar · what your role needs
- Assessed. Everyone sat the same test of what the role actually demands.
- Cleared the bar for your role. The three to five you meet.
What comes back · with everyone you meet
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Report
The score and report
A score on what the role actually needs. Where they were strong, and where they were not.
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Video
The screen recording
The full session, so you watch them think rather than read what they claim. Shared with their permission.
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One page summary
The interview guide
The areas worth pressing, drawn from their own session, with what a strong answer sounds like.
Pricing
More, for less. Here is the arithmetic.
13.5% of first-year salary plus a monthly seat, against 20 to 25% for a CV and an invoice.
You keep
$9,000
on a $120,000 hire, against the 25% fee, in year one.
$50,000 to $250,000
Recruitment fee at 20%
$24,000
Paid on the start date. No assessment, no recording, no replacement cover.
Recruitment fee at 25%
$30,000
The going rate for a specialist ops search.
Rareix, year one
$21,000
$16,200 placement at 13.5%, plus $4,800 for twelve months of the $400 seat.
What the 25% buys
- A shortlist of CVs
- A phone call about each of them
- An invoice on the start date
What 13.5% and the seat buys
- Every candidate assessed and scored against a published standard
- The recording and an interview guide for each of them
- Free replacement for as long as the seat is open, after its first three months
- Annual re-testing, and guides for hires we did not source
More, for $9,000 less.
Send us one role and see the difference in the shortlist.
Well under the fee of your usual agency, no retainer, no exclusivity, and a free replacement if it doesn't work. Test us on one role alongside whoever you normally use.
Book a 20-minute callAlready have some applicants you’d like assessed? Book a call, we’re happy to help.