Running the roadmap is on you. Placing and supporting the right team is on us.

It is Taking’s front for acquiring and sustaining technology talent, operating since 1995. Taking runs the entire cycle: profile alignment with the manager, hunting, selection, contracting (employee or contractor), onboarding and continuous follow-up of the professional placed at the client.

Taking works in six stages: understanding and aligning the profile, commercial, selection with a match by hard skills, culture and scope, allocation with structured onboarding, follow-up by a dedicated Business Partner, and bimonthly governance with the client.

It is. Follow-up does not end when the offer is accepted. Each professional has a dedicated Business Partner, continuous follow-up via People Experience and bimonthly governance with the client. The goal is not just to fill the role, but to sustain performance over time.

Taking delivers the first profiles in 5 business days, already matched by hard skills, culture and scope. At CVC, two positions that had been open for three months were filled in a week.

There is a structured cadence of follow-up and replacement. Since the profile alignment is already done, the replacement does not start from scratch. And whenever there is a fit, the professional is reallocated within Taking’s client base.

We run it. In the understanding stage, the profile is aligned with the manager before any search, based on an interview agenda, not a job description. That is what reduces time-to-fill and increases fit.

Both models, depending on the role and the professional’s profile. Taking provides legal and operational support for either.

Developers (front, back, full stack), data engineering, Cloud & DevOps, QA & Automation, UX/UI, Product & Agile and AI & Analytics.

Taking uses TATe Recruiter, a proprietary AI tool, to support screening and rank finalists from the company’s talent pool. Technical validation stays with the client.

Most placed professionals come from the base of more than 1,000 takers that Taking has already trained and supports, rather than new résumés from the market. A dedicated Business Partner tracks engagement, performance and risk signals before they become problems. The result: the eNPS of placed takers rose from 75 to 78 and retention is above the market average.

Culture fit is handled in two stages. In selection, it is part of the match alongside hard skills and scope, with a behavioral assessment. After allocation, the Business Partner follows the professional’s integration into the client’s culture, spotting adjustments before they affect performance.

It is the Taking area that looks after the placed professional’s journey, in six stages: onboarding and integration, classification and prioritization, continuous follow-up, monitoring and intervention, offboarding or reallocation, and closure and feedback. The focus is proximity, context and continuity.

Yes. Taking has 30 years of history, more than 1,000 takers and a nationwide presence, with more than 120 clients.

Three points: the proprietary base of professionals that Taking trains and supports, instead of recurring market hunting; continuous follow-up via Business Partner and People Experience, which goes beyond the accepted offer; and structured bimonthly governance with the client.

It is a 45-minute conversation to understand the client’s context, the profile the operation needs and how the team will come on board. There is no cost or hiring commitment.