Every page on this website says the same thing: screened resumes in 48 hours. If you've worked with staffing firms before, you're right to be skeptical. Most agencies say "fast" and deliver in three weeks. Some say "48 hours" and send you unscreened LinkedIn profiles scraped that morning.
Here's what actually happens when you call us.
Hour 0: The intake call
You call or email. Within two hours, you're on a 30-minute intake call with the person who will own your search. Not a sales rep. Not an account manager who hands you off to a recruiter. The same person who takes the brief is the one who delivers the candidates.
We don't use a standard intake form. We ask questions that most staffing firms skip:
- What does the first 30 days look like for this person? (tells us the real skill floor)
- Who will they report to, and what's that person's technical background? (tells us the culture-fit dimension)
- What happened with the last person who had this role, or the last attempt to fill it? (tells us what went wrong before)
- What's the decision timeline? Are you interviewing from other sources in parallel? (tells us whether to present three candidates or one strong one fast)
By the end of the call we have a spec that maps to actual humans, not a job description that maps to a keyword search.
Hours 2 through 8: Network activation
This is where our model diverges from a generalist firm.
We don't post the role to a job board. We don't run a LinkedIn Recruiter search and blast 200 InMails. We start with our existing network: 500+ Adobe and Martech specialists we've placed since 2018, plus the referral graph around them.
For most Adobe, Salesforce, and AI roles, we already know three to five people who can do the work. The question is whether they're available, interested, and aligned on comp. We make those calls in the first eight hours.
If the network doesn't yield a match (unusual for our core specialties, more common for niche AI roles), we move to a targeted search. But even then, we're searching with practitioner knowledge of the stack, not keyword matching. When we search for an AEM architect, we know what the difference between a Sites architect and a Forms architect means for your project. A generalist recruiter doesn't.
Hours 8 through 24: Screening
Every candidate who clears the initial interest check gets a screening call. Not a resume review. A real conversation:
- Walk me through the last project you shipped. What was the architecture? Where did it break? What would you do differently?
- Here's the client's environment (sanitized). What questions would you ask before you started?
- What's your ramp time on a new codebase? How do you handle the first two weeks?
We're screening for two things: can they do the work, and will they integrate cleanly with the client's team. Technical ability without team fit is a wasted placement. We've turned down strong engineers who would have been a culture mismatch.
Hours 24 through 48: Candidate package
By hour 48, you receive a candidate package for each shortlisted person. It includes:
- A resume (often rewritten by us to highlight the specific experience relevant to your role, not the generic version they have on LinkedIn)
- Our screening notes: what impressed us, what concerns we flagged, and how the candidate responded to our technical questions
- Availability and compensation expectations (no surprises at the offer stage)
- A recommended interview format (we suggest which questions to ask based on what we've already covered, so you don't waste time re-screening)
Typically we present two to three candidates. Sometimes one, if there's a standout match and speed matters more than optionality.
What happens after the 48 hours
The 48-hour resume is the beginning, not the end. After you receive candidates:
Interview coordination. We handle scheduling, prep the candidate on your company and team, and debrief with both sides after each round.
Offer negotiation. We know what the candidate expects because we asked during screening. We don't let offers blow up over surprises that should have been addressed earlier.
Onboarding support. For contract placements, we check in at day 7, day 30, and day 60. If something isn't working, we address it early rather than letting a quiet problem become a failed placement.
Ready to test the 48-hour claim?
Give us one real role. You'll have screened candidates in your inbox in 48 hours, or we'll tell you upfront if the timeline needs to be longer.
Contact Focus GTS →Why this works
The 48-hour timeline isn't a gimmick. It's a function of three structural advantages:
We specialize. Adobe, Salesforce, Martech, AI, and cloud. That's it. We don't staff accountants or project managers or "general IT." Specialization means our network is deep in the verticals that matter, and our screeners know the stack.
We don't post and pray. The search starts with people we already know, not a job board. The network advantage compounds with every placement we make.
One person owns the search. No handoffs between sales, recruiting, and delivery. The person on your intake call is the person reviewing resumes, screening candidates, and presenting the shortlist. One throat to choke, as they say.
Try it
If you've been burned by a staffing firm that promised fast and delivered slow, I understand the skepticism. The best way to test us is to give us a real role. One search, 48 hours, and you'll see whether the process holds up.
Contact Focus GTS. Screened resumes in 48 hours. Contract, permanent, or embedded through Navigator.