The Right Hire Rarely Looks Right on Paper.
Magna Talent has placed 10 remote hires across nine different roles, led by a recruiter trained to evaluate people, not just resumes. No fee unless we fill the role.
Stop interviewing candidates who look qualified and aren't
No retainer · No upfront cost · No fee unless you hire
Candidate Fit Profile
Scored against role brief, not just resume
10 remote placements
9 different role types
60-day replacement guarantee
Most hires fail before they ever start
Hiring for a support, creative, or specialist role looks straightforward. Post a job. Screen resumes. Run interviews. Make an offer.
But here's what actually happens: candidates look strong on paper and fall flat in the actual role. Internal teams spend hours screening applicants who don't hold up past the first conversation. The resume says qualified, the day-to-day says otherwise. Ninety days in, the fit still isn't there.
Then you start over. The problem isn't the interview. It's what's coming into the top of the funnel.
Most recruiters can screen for experience. Almost none can screen for fit.
They can tell you how many years someone has in the role and what tools they've used. They can't tell you whether someone communicates clearly under pressure, takes ownership without being told to, or will actually hold up once the job stops being interesting.
That gap is where bad hires happen. Every time.
Screened by someone trained to understand people, not just resumes
Our lead recruiter, Carla Villalobos, screens for how someone actually thinks and communicates, not just how their resume reads, because understanding what motivates and qualifies a person matters more than matching keywords on a page. Ten remote placements later, across customer support, creative, marketing, and specialist operations roles, that approach hasn't changed.
Real screening, not keyword matching
We evaluate communication style, judgment, and motivation, the things a resume can't show you.
Proven across nine role types
Support, design, video, marketing, automation, Shopify. Not one narrow lane.
Reaches people who aren't job hunting
The strongest candidates are often already working. Direct outreach reaches them.
No fee unless you hire
Percentage of first-year salary, only once someone starts. 60-day replacement guarantee.
From brief to shortlist in about a week
Submit your role brief
Seniority, required tools, compensation, and what a strong profile looks like for your team.
Sourcing begins
We identify and reach candidates who fit the brief, including people not actively applying.
Outreach goes out
Direct, specific outreach. Interested candidates complete a short qualification step.
Screening and scoring
Every respondent completes a role-relevant written prompt, scored against your brief.
You interview and decide
A scored shortlist lands in your inbox. We support through offer and start date.
How this compares to how most companies hire
| Job posting | Traditional recruiter | Magna Talent | |
|---|---|---|---|
| Candidate pool | Active job seekers | Active job seekers | Includes people not job hunting |
| Screening | Resume review | Resume + phone screen | Fit and judgment assessment |
| Judgment evaluated | No | Rarely | Yes, written prompt included |
| Cost | Variable + time | 15 to 25% of salary | 15 to 20% of first-year salary |
| Payment trigger | Ongoing time cost | Often on placement | Only when candidate starts |
| Replacement guarantee | None | Varies | 60 days on every hire |
No fee unless you hire.
Customer support, community management.
SEO, SEM/Google Ads, Amazon PPC, design, video.
Shopify specialist/designer, automation & AI.
60-day replacement guarantee on every placement. Fee due only once the candidate accepts and starts. No retainer, no upfront cost.
Won't you just send us the same candidates we'd find posting the job ourselves?
The strongest candidates for specialist and creative roles are often already working and not applying anywhere. We reach them directly, that's a different pool than what a job posting attracts.
How do you actually screen for fit?
Every candidate completes a role-specific written prompt. We use that response to evaluate communication clarity and judgment before they ever reach your calendar.
What if we hire someone and it doesn't work out?
That's what the 60-day replacement guarantee is for. If the hire doesn't work out in that window, we rerun the search at no additional fee.
What do we actually owe if this doesn't work out?
Nothing. You don't owe anything unless a sourced candidate accepts an offer and starts.
Ready to hire someone who actually fits the role?
Submit your role brief today. You don't pay anything unless we fill the role.