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At Remerge, the engineering team follows a leader-led hiring approach. This puts accountability on hiring managers to drive and prioritise hiring, while enabling recruiters to focus on sourcing and creating a strong candidate experience. With managers deeply involved in the process, we were able to attract top talent from competitors and continuously improve the hiring process in real time.
Why did Remerge choose embedded?
At Remerge, being embedded meant joining the engineering team on the ground — meeting every hire in the office and becoming part of the daily culture. This personal approach, paired with leader-led hiring, kept managers accountable and let us focus on sourcing and candidate experience. The result: stronger hires from competitors and a process that improved in real time.
10/10
NPS
13
Hires
86%
Offer Acceptance
I didn't get tired telling everyone how the setup with Isabel is the best we ever had - seeing that we are "done" with hiring so far ahead of the plan.
Isabel understands how crucial it is to bring diverse candidate pools into our hiring — helping us avoid the common lack of diversity in engineering and build a healthier, more balanced team at Remerge.
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Not at all. While leader-led hiring can be a powerful setup in some contexts, it’s not a prerequisite for embedded recruitment to work. Many companies rely on embedded recruiters precisely because they don’t have the bandwidth, expertise, or processes in place internally. In those cases, the embedded recruiter becomes the driver of hiring — setting up structure, managing processes, and guiding managers.
The setup really depends on the maturity of the company and the needs of the team. Sometimes leader-led hiring helps accelerate results, but in many situations, embedded recruiters are essential to build the foundations, take the operational load off managers, and bring market expertise that doesn’t yet exist in-house.
Embedded recruiters work inside your team, with your tools and processes, building long-term capability. Traditional agencies usually stay external and focus only on filling open roles.
No. They complement them. For some teams, we are the first recruiters on the ground; for others, we work alongside internal TA to handle peaks in hiring.
It depends on the growth phase. Some clients work with us for 3–6 months to handle a hiring sprint, while others keep us on for years as a flexible extension of their team. (this one was 10 months!)