Applying these strategies will unlock the ability to build a high-performing remote team
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Download the only remote teams playbook you’ll ever need
Hire through a transparent ClearHire™ model that screens deeply and aligns cost with real recruitment effort.
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Deeper screening, clearer pricing, and a hiring strategy designed to fit your roles.
ClearHire™ maps the recruitment work upfront — so screening, sourcing, and delivery are planned before a search begins.
*Examples below show how effort can vary by role and requirements,
** Media spend is shown separately where applicable.
This is an example — not a quote. Final scope is agreed upfront before any work begins.
This step sets the foundation for the hire. We work through the role requirements with you to align on what “good” looks like — including role fit, screening depth, and how decisions are made.
The outcome is a clear recruitment plan that removes guesswork before sourcing begins.
The recruitment plan covers:
1. Role scope and screening criteria
2. Sourcing approach and channels
3. Planned effort and pricing (agreed upfront)
4. Workflow and timeline aligned to your process
Recruiters ghosting candidates and offering poor experiences is a big issue. Here’s how we improve your candidate experience and focus on ethical and equitable recruitment:
A strong candidate experience boosts your brand, attracts top talent, and encourages reapplications.
Unorthodox is the mantra here, this process takes about 3-7 days. Where we don't just stick to Seek and Linkedin, we also dive deep into Twitter, Reddit, GitHub, TikTok and Instagram.
How? We use a combination of head-hunting techniques, digital ads and marketing automation to get in front of the best talent and also encourage them to apply to your role/s.
Screening is where most hiring time is lost — and where ClearHire™ changes the outcome.
Interviews are run against your agreed screening criteria using structured screening calls, supported by in-house domain experts and in-house AI that assesses responses in real-time.
Candidates are assessed properly — before they reach your team.
What you receive:
1. A structured screening summary against the role criteria
2. Interview recordings and written insights
3. Clear signals on role-fit
The result is fewer interviews and clearer hiring decisions.
We then send you a list of shortlisted candidates and their interview notes/results, where you select the candidates that you would like to run your own interview/s.
With Magic, typically our clients are able to make a confident decision after a single interview per candidate on their end.
However, this can be discussed prior and the number of rounds can be decided in accordance to what allows you to make a confident decision.
This is optional but we can take care of negotiating your offer with the candidate, striving to secure the talent with a fair offer that the candidate is happy with.
Otherwise, we're more than happy for you to handle this or even do this segment with us.
This is where we dive deeper into your role requirements and dissect it alongside you, so we can gauge a true understanding of the type of talent you’re looking for in terms of technical skills, non-technical skills and also the type of culture your team has.
All this information is critical for us to find talent that will fit the role and be a culture-fit or a culture-add.
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Recruiters ghosting candidates and offering poor experiences is a big issue. We created PICWA to change that, focusing on ethical and equitable recruitment. Here’s how we improve candidate experience:
Unorthodox is the mantra here, this process takes about 5-7 days. Where we don't just stick to Seek and Linkedin, we also dive deep into Twitter, Reddit, GitHub, TikTok and Instagram.
How? We use a combination of head-hunting techniques, digital ads and marketing automation to get in front of the best talent and also encourage them to apply to your role/s.
Here’s how we save clients 80% of their time and help them save an average of $12,000:
We’ve built a network of Tech leaders, Senior Project Managers, MarTech Digital Marketers, and Sales Heads who conduct role-specific skill interviews tailored to your needs.
This is done transparently in Step 1 of our process. Within an hour, you’ll receive detailed reports and a cloud-based recording of the interview, ensuring complete accountability.
We then send you a list of shortlisted candidates and their interview notes/results, where you select the candidates that you would like to run your own interview/s.
With Step 4, typically our clients are able to make a confident decision after a single interview per candidate on their end. However, this can be discussed prior and the number of rounds can be decided in accordance to what allows you to make a confident decision.
This is optional but we can take care of negotiating your offer with the candidate, striving to secure the engineer with a fair offer that the candidate is happy with. Otherwise, we're more than happy for you to handle this or even do this segment with us.
Each candidate that applies for a role via PICWA will always get a response with personal feedback and the opportunity to contest any feedback via our system. In addition to this, we've got systems to support timely feedback and updates.
Leverage our digital marketing automation techniques and unorthodox recruitment methods to get you in front of top tech candidates in New Zealand and Australia quickly.
Our talent consultants are obsessed with enhancing the experience of candidates and alongside them our R&D team are also constantly improving our custom ATS software to enable them to communicate at scale, personalise their interactions at scale and also assist them with focused interactions.
D.E.I starts at the top of the funnel in your talent pipeline.
With our custom ATS software and unorthodox sourcing strategies, we're able to recruit with no bias at scale, enabling us to implement D.E.I initiatives in accordance to your policies. Something we're proud of and encourgae
Leverage our extensive interview panel of leaders in digital and sales roles, where they vet candidates
to see if their work/ability is consistent with what they’re claiming to be proficient in.
Helping you focus on candidates that are a good-fit.
”Just wanted to send you some positivity on a Friday - quick touch base to let you know Jorge's start with us has been awesome to date! Everyone in the office thinks he's such a great fit too. So thank you again Picwa for sourcing us a star! ”
”It was a pleasure working with the team at PICWA and we have a lot of appreciation for them helping us find someone so quickly, again”
Book a time below with one of PICWA's resourcing experts.
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