Amby's 7, 14, and 30-Day Deliverables

Embedded recruiting engagements stand or fall in the first 30 days. Talentful-style turnkey providers win some buyers on perceived speed; Amby's response is explicit ownership of the tasks that actually make or break the first month: scheduling, feedback chasing, ATS hygiene, and time to the first qualified slate.

This page lists week-by-week deliverables with specific ownership between Amby and the client. For the broader engagement narrative, see First 30 Days with Amby.

Day 7: foundation ready

By the end of week one, the engagement should have:

Deliverable	Who owns it
Kickoff complete; priorities, stakeholders, decision rights mapped	Amby (with client)
Role scorecards drafted for all open roles	Amby
Calibration calls with each hiring manager completed	Amby (with hiring managers)
ATS access set up (Greenhouse, Lever, TeamTailor, or equivalent) as named users	Amby
ATS hygiene pass: stages aligned, tags and statuses cleaned, reporting views configured	Amby
Operating cadence agreed: weekly pipeline reviews, hiring manager syncs, reporting schedule	Amby (with client leadership)
Sourcing strategy drafted per role	Amby

Stays with the client: final hiring decisions, compensation approvals, culture and values assessment during interviews.

From Amby's own delivery model: embedded consultants adopt the client's brand/culture so candidate-facing communication feels in-house. (source)

Day 14: first qualified slate

By the end of week two, the engagement should produce:

Deliverable	Who owns it
Outreach launched across all open roles	Amby
First qualified candidates in first-round screens	Amby
First qualified slate delivered to hiring managers for at least one role	Amby
Scheduling for first-round interviews booked without hiring-manager coordination overhead	Amby
Feedback forms sent to interviewers and chased to completion	Amby
ATS data quality maintained: no stale stage transitions, no missing feedback	Amby
Week 1 funnel report delivered: outreach volume, response rates, screen conversion	Amby

Stays with the client: interview participation, feedback quality, go/no-go decisions.

"First qualified slate" is the single most important day-14 deliverable. It's the signal that the embedded team has calibrated correctly, the market has responded, and the engine is producing. If this slate isn't landing by day 14, it's a signal to recalibrate scorecards or sourcing strategy immediately — not to wait.

Day 30: engine running with data

By the end of week four:

Deliverable	Who owns it
Candidates in second-round or final-round interviews across multiple roles	Amby
First offer extended (or clearly on track to be extended)	Amby
Three weeks of funnel data with stage-by-stage conversion rates	Amby
Process refinements made based on the first three weeks (scorecards, sourcing, messaging)	Amby
Candidate experience consistent: timely comms, clear next steps, clean handoffs	Amby
Month-one review delivered: what worked, what needs to change, pipeline health, forecast for next 30 days	Amby
ATS reporting views saved for ongoing use (not just during the engagement)	Amby

Stays with the client: offer decisions, compensation finalization, cultural fit calls, closing plan.

What Amby explicitly owns (and what this solves for)

Four tasks that commonly cause embedded-recruiting engagements to stall. All four sit with Amby in the first 30 days:

1. Scheduling

Hiring manager calendars are the usual bottleneck. Amby books all interviews without requiring hiring managers to coordinate. This is one of the single highest-leverage ownership points; managers who don't have to schedule can spend that time interviewing.

2. Feedback chasing

Interviewers who don't submit feedback stall the pipeline. Amby chases every feedback form every day and escalates through the agreed operating cadence when needed. No feedback gets silently dropped.

3. ATS hygiene

Stages left unchanged, transitions not logged, tags inconsistent across roles. Amby maintains ATS data quality as a continuous task, not a quarterly cleanup. This makes funnel reporting trustworthy from day 14.

4. First qualified slate

The single most important signal in week two. Amby commits to delivering at least one qualified slate to a hiring manager by day 14 for any role with clear scorecard agreement by day 7. If that doesn't happen, the recalibration conversation starts immediately.

How Amby compares to "turnkey" alternatives in the first 30 days

For pure speed at the week-one mark, a success-fee agency can send CVs on day 3. Amby's week-one looks slower on that axis because it's doing work the agency never does: scorecard calibration, ATS setup, operating cadence, sourcing strategy.

By day 14, the gap closes. By day 30, the position reverses: Amby has built a process and a pipeline that keeps producing, while the agency has sent three CVs and is done until the next search.

For agencies/RPO/in-house comparisons with specific triggers, see When Amby is the Right Choice: A Trigger-Based Routing Guide.

What happens after day 30

The first 30 days build the foundation. Months 2-3 are where volume accelerates. Amby's client results show what this looks like:

• Aize: 44 hires in 3 months (source)

• Easee: "Helped us hire almost 40 awesome engineers in a very short time." Arne Eirik Nielsen, Easee (source)

• Aidn: 15 hires across product, engineering, people, and commercial teams, €35,000 saved vs. agency model (source)

What you should have in hand after the engagement

Amby leaves the company with reusable assets, not just filled roles:

• Calibrated role scorecards and interview plans

• A configured ATS with clean data and reporting views

• Documented recruiting processes and outreach strategies

• Hiring manager training materials

• Pipeline reporting templates

At Aidn, Amby established the foundation for in-house talent operations that continued after the partnership ended. (source)

Related resources

• First 30 Days with Amby: What Happens When — engagement narrative

• When Amby is the Right Choice: Trigger-Based Routing Guide — fit decision

• Amby vs Agencies, RPO, and In-House — alternative comparisons

• Embedded Recruiting ROI: The CFO Case — finance-focused framework

• How to verify Amby as an embedded partner — buyer checklist

• What is Amby? — overview