This is not a case of bums on seats.
We'll help you find and retain top talent that aligns with your company's mission and its culture.
Let's build your team.

The sweet spot

Ultimately, you want each person who joins your team to be doing the best work of their career at the 6 month mark of joining your organisation. We'll set you up for their success. 


We're huge believers in the power of collaboration. The more fluid our communications, the more effectively we can achieve your goals. We want to speak about you and your company as if we were you.

Employer brand

Our team prides itself on the ability to take your company’s message, brand and its opportunity, and present it to the talent market.  


Our ramp up process has five main stages:


Understand our new partner, get the lay of the land, syncing with hiring managers.


We build an outbound strategy to engage with candidates across numerous platforms. Most importantly we understand your MISSION, VALUES and CULTURE so that you maintain control of your brand and messaging in-market.

Candidate prototyping

Candidate Prototyping involves rapid and collaborative iteration on new candidates. Gradually (with your feedback) we'll edge closer and closer to that perfect candidate pipeline. This stage takes investment from your hiring manager/s.

Weekly reporting

Now we have the data to better make decisions on how we're progressing and when we can expect hiring to be made. We know what is working well and what is not from the existing profiles that are in the process, or have completed it.


By week 6 you'll be reaping the rewards from the partnership.


It's scale time!

How we work 

We can build your team - all of it

You will have at least one onsite dedicated account manager as your internal resource, however The Lab17 crew is all-hands-on-deck, across all of our partners. You need a team that covers all functions, and we have the depth, the skillset and the experience to recruit across a spectrum of roles - whether its engineering, marketing, product, sales, finance or operations. 

We attack the problem through the internal lens

We’ve been on growth journeys before - many times. The internal scaling experience that we have as a team is priceless. We’ve lived multiple 50 to 350 headcounts, and our battle-scarred directors have faced successful scale ups of 500 people in a calendar year. We have earned our stripes, and now our passion is passing on this knowledge and experience to the tech startup ecosystem. 

We will save you money vs FTEs

We know headcount can fluctuate dramatically during scale up mode - and that’s ok. Rather than investing in a full time talent acquisition team, you can utilise us until you gain consistency, and invest in your in-house talent acquisition team when the time is right - did we mention we can help you map this out too?

We share the outcomes

We know you’re investing in us, and we want to do the best work of our career partnering with you. Driving accountability is high on our agenda for all involved, and business leaders engage with us as we keep their direct in-house reports accountable too; improving their own ability to recruit, close and hire.

We’ll leave you with both the tools, and the people

It’s not about pitching a candidate, then handing them over. We partner with you to build and execute on the entirety of your acquisition framework. We will level up your processes, challenge you on the positioning of roles, truly define job descriptions, nail your onboarding plan and set individual goals for the first 6 months for each team member.

Pass on the knowledge

We want to upskill your team, and leave you with strong foundations to continue to grow when you’re ready to go it alone.

Partnership timeline example

Week 1

Week 2

Week 3

Week 4-6

Understand our new partner, get the lay of the land, syncing with hiring managers.

Heavy outbound headhunting and sourcing *ongoing* and servicing existing pipelines to vet any current candidates. Weekly hiring syncs begin.

Interview activity commences for newly sourced and vetted candidates.

We should be getting to the juicy end of the process - hires are being made or are close to being made.

Are you trying to solve a people problem, or forecasting to ensure you minimise these potential problems as you scale?

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