Recruiting is an Inside Job

Great hiring doesn’t happen from the outside looking in. It begins with understanding how things operate beneath the surface. That’s what Moore Cooperative brings: insider knowledge, strategic vision, and access to a well-connected network of professionals who bring clarity to the work and momentum to the mission.

At Moore Cooperative, we don’t treat recruiting as a standalone process. We treat hiring as a strategic function not a separate task, but a lever for achieving organizational goals. From shaping the role to designing the interview process and engaging the right people, we focus each search with purpose, perspective, and precision.

When the Position Is the Problem

Too often, hiring challenges are misdiagnosed as people problems. But not every mismatch is personal…sometimes, it’s structural.

We supported a nonprofit that cycled through three leaders in the same role over 18 months. Each time, an agency promised a quick match. And each time, the new hire arrived unclear on expectations and out of sync with the mission.

The problem wasn’t the people.

It was the role: vague in title, missing performance markers, and caught between leadership’s vision and daily operations.

Even after multiple exits, the organization kept refilling the same vacancy—without ever asking the real question:

Should this position exist in its current form?

Filling Seats vs Building Teams

Staffing firms serve an important function but their model is transactional. The faster the match, the quicker they move on.

But filling a staffing gap isn’t just about resumes and interviews. It’s about context, expectations, and what the work really requires.

That’s where Moore Cooperative is different. We connect values, realities, and long-term goals to both the role and the candidate conversation. Traditional sourcing often misses those layers. We don’t.

We’ve sat inside organizations. We’ve navigated the tension between long-term planning and immediate needs. We’ve been in the room when leaders reconsider how work is distributed, sometimes mid-quarter, sometimes mid-crisis.

Success isn’t confirmed when an offer is signed. It shows up in retention, contribution, and steady progress toward goals. In fact, teams that work with consultants who’ve held internal leadership roles are 31% more likely to hit their benchmarks (Source: Gartner).

Outcome Mapping

Before we look for a match, Moore Cooperative helps define the mission of the position. We identify what capabilities are required and, when possible, clarify the outcomes the organization wants delivered within a set time frame.

We co-create positions that reflect where you’re headed not just where you’ve been.

When deeper alignment is needed, we help formalize job frameworks and compensation models to support cohesive, long-term staffing.

What Thoughtful Design Makes Possible

Organizational Focus
Everyone from senior leadership to staff understands what’s expected, how accountability works, and what good looks like.

Better Matches, Lower Attrition
People are set up for success when they know what they’re walking into—and when those selecting them know what they need.

Room to Grow and Plan Ahead
Clear paths for development make it easier to respond to evolving needs without overextending existing positions.

Consistent Evaluation
Performance is measured against meaningful standards, not shifting assumptions or gut feel.

Relationships Over Resumes

Great hiring doesn’t always start with a job ad. It often starts with a conversation.

The most qualified people aren’t always job hunting. They’re doing great work. And the people who know who they are? Colleagues, collaborators, and respected peers. Our network.

At Moore Cooperative, we build capacity not just by sourcing talent, but by activating relationships built over time. Our extended circle includes professionals who’ve shown their value firsthand and are known by leaders we respect. Many of our referrals come through individuals who’ve worked directly with the people they recommend or know them through carefully built professional circles.

We don’t treat positions like transactions.
We see them as investments in long-term capability.
When a recommendation comes from someone who understands both the work and the environment, it leads to better outcomes for everyone.

Referral-based hires are four times more likely to be selected than applicants from job boards.
— Source: Jobvite

From Definition to Delivery

Moore Cooperative brings together thoughtful design, collaborative planning, and connection-driven sourcing to make every placement count. We shape the position with the people closest to the work, co-create the evaluation process, and tap into a carefully built community of professionals who’ve proven they belong in roles that matter.

Real hiring isn’t reactive. It’s strategic, human-centered, and built to last.