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đź’ˇ SOPs Guidelines
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Operational Tiers Depending on:
• Volume + Time: Tiering should guide how much time/process is invested — not just revenue
| Tier |
Project Scope |
Engagement Characteristics |
Stand up |
Representative Clients |
Notes |
| đź’Ľ Tier 1: |
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| Strategic Buildouts |
Full-Suite Services |
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| (≥100 hires per sprint) |
- Heavy-lift: Full 360 Operations |
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- Sourcing: Conducted by Paragon Research Team → Build Pipeline for recruiters to “go fishing”
- Deep stakeholder engagement
- Custom Process design + reporting-
- Long-term runway (6–12 months) | ~ 5 Weeks | Walmart, Panasonic | High-effort builds with economies of scale; large stakeholder orchestration and design-led delivery. |
| ⚙️ Tier 2: Operational Sprints | Mid-Scale Hiring
(10–20 hires per sprint) | - Scaled-down:
- Sourcing: Driven by recruiters, no need of a Paragon Req.
- Emphasis on streamline interviewing + reporting
- Some stakeholder involvement, but lighter
- Meant for ongoing clients or units within large accounts | ~ 3 Weeks | Foresight Labs (Tranche 1), Mercor , Blackbaud | Balance of process structure and operational speed. |
| 🎯 Tier 3: Tactical Searches | Point Solutions
/Individual Roles | - One-off searches (execs or urgent roles)
- Minimal custom reporting
- No scale benefits-
Requires fast, templated onboarding
- New client launched per search | TBD | Chris Adams–led searches | Lean, high-touch, low-scale. Less efficient, but useful for credibility or wedge opportunities. |
Weekly Client Performance
Process: SOPs for each Tier
TIER 1 | SOPs
TIER 2 | SOPs
TIER 3 | SOPs
Roles & Responsibilities
Directors : Own relationship with clients and give direction/alignment to recruiters and research team
Research team: Builds candidate ecosystems and top-of-funnel pipeline on the Paragon Req.
Automations