An in-house design team hires 6 seniors in 9 days

They stopped posting on LinkedIn. Three briefs, three shortlists, six offers — all from Ploras sourcing + human review.

A 60-person product company needed six senior designers in under two weeks to staff a new surface they'd committed to ship. Their usual playbook — job post, inbound applications, waiting — would have taken two quarters.

What they did instead

Three briefs, three searches

Head of Design wrote three focused briefs (visual design, product design, motion). Each went to Ploras as a sourcing + screening search with a hard deadline of Day 4.

Shortlists in hand

Three shortlists of 9 candidates each, already voice-screened, portfolios verified, availability confirmed. 27 candidates total — all genuine possibles, none noise.

Six offers signed

The in-house team ran one 45-minute conversation per candidate, made twelve offers, and closed six by the deadline. The other six became the bench for Q2.

We stopped treating sourcing as something to do and started treating it as something to buy. The calendar changed everything.

Why this worked:: The team was small and senior. They didn't need pipeline — they needed six specific hires, fast. The brief-to-shortlist model fit that exactly.