HICONSTRUCT LTD was founded in 2012 with one recruiter, one folding table and a stubborn rule: if we send a profile, we have already spoken to that person. Thirteen years later that rule still decides what reaches your inbox.
Every employer we meet has already paid for a bad hire once, and most have paid twice. That invoice — the salary, the ramp, the manager time, the morale hit — is what HICONSTRUCT LTD prices itself against, not against the agency next door.
So the mission is narrow on purpose: put the right person in the seat, faster, with less damage to the people already there. It sounds obvious. Almost nobody does it, because doing it properly means reading every profile, chasing slow managers, arguing about the job description and answering the phone on a Sunday when a plant shift goes wrong.
Three commitments we do not negotiate on: one named recruiter per client, a written feedback deadline of 48 hours, and a ninety-day replacement window on every permanent placement.
One recruiter, one table
Anna Sokolova starts HICONSTRUCT LTD with a folding table in a San Francisco co-working space. The first three clients are all within a mile of that desk, and two of them are still with us.
The 48-hour rule
We start enforcing a written feedback deadline with hiring managers. Clients notice: interview loops shorten by roughly a week, and candidates stop disappearing mid-process.
First volume hiring contract
A manufacturing client asks for 200 people, and we complete the hire in two months. We build the document handling, onboarding training and reporting layer that still runs under our outsourcing service today.
Analytics as a service
HR analytics becomes a standalone line after clients keep asking us to explain the hiring funnel we already track internally. The first monthly one-pager ships with a single number: where the funnel leaked.
National coverage
Remote pods open in Texas, Illinois, Georgia and Oregon. Half of our work now comes from outside the coastal hubs, and the service level stays exactly the same.
4,800 placements and counting
More than 600 US companies have hired through HICONSTRUCT LTD. Ninety-four percent of them come back with another role, which remains the number we are proudest of.
Growth was never the goal at HICONSTRUCT LTD. A bigger office does not hire faster. What helped was tightening the operation: a written brief before every search, a fixed feedback deadline, and a weekly Friday status that says the same thing every time — how many people are in the funnel, what is blocking them, and what we need from you.
That rhythm is why our clients describe us as boring in the best way. You get the same recruiter, the same format, the same numbers, whether you are hiring one engineer in Omaha or two hundred warehouse workers in Georgia.
Five specialists, no layers. The person who screens your candidate is the person who answers your phone — and they stay on your account for as long as you keep hiring with HICONSTRUCT LTD.
Founder and managing director. Ten years as an in-house talent lead before starting HICONSTRUCT LTD; she still sits in on every executive search and reads every client survey. Ask her why a role is not working and she will give you the answer without sugar.
Head of IT recruitment. Builds the take-home assignments, runs the technical interviews and personally filters every engineering profile before it leaves the pod. Backend, platform, QA and data roles are his patch.
HR analyst. Owns the funnel reporting, the monthly one-pager and the source quality review. If a channel is producing weak candidates, she is the one who notices and tells us to stop paying for it.
Senior talent sourcer. Works the direct-outreach side of the market, building long lists of people who are not actively looking. Retail operations, manufacturing and logistics roles are where he does his best work.
Employer branding consultant. Films the culture videos, rewrites the careers pages and writes the job ads that stop sounding like internal HR speak. She interviews your team before she films a single second.
We hire recruiters who have sat on the client side of the table. It changes how they brief, how they read a candidate and how they handle a hiring manager who stops answering emails. Every recruiter joins for a paid four-week ramp on live roles before they run a search alone.
Open rolesSend a hiring brief and you will hear back from a person, usually the same day. HICONSTRUCT LTD starts every engagement with a conversation about your team, not about our rates.
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