Trusted by Leading Organizations Across Industries
The Resume Trap
Candidates who look great on paper often underperform in the role. Titles, tenure, and credentials rarely predict execution, communication, or leadership readiness.
The Turnover Cost
A single mis-hire at the manager level can cost 50 to 200 percent of annual salary in recruiting, onboarding, lost productivity, and team disruption. The wrong hire is never cheap.
The Bias Problem
Unstructured interviews favor people who interview well, not people who perform well. Without a consistent evaluation framework, bias shapes more hiring decisions than most organizations realize.
The Pipeline Gap
Hard-to-fill roles and senior leadership positions require proactive sourcing and a structured search process, not just posting on job boards and waiting for the inbox to fill.
Delivered Through
MyHRLane's recruiting services are delivered in partnership with MyTalentStaffing, a skills-based talent solutions firm built to help mission-driven organizations hire with confidence, reduce turnover, and build teams that perform better and stay longer.
The partnership means you get both strategic HR oversight and specialized recruiting execution in a single engagement, not two separate vendors and two separate points of contact.
Capabilities Design
Roles designed around measurable outcomes so candidates are evaluated on performance potential, not assumptions.
Structured Evaluation
A consistent interview framework that reduces bias and helps organizations hire with confidence across every role.
Leadership and Culture Alignment
DiSC insights and readiness indicators help you build teams that scale, adapt, and stay together longer.
Better Hires
By aligning skills, behavior, and leadership readiness, we reduce mis-hires, build stronger teams, and support longer tenure across organizations.
Three Ways to Work Together
Choose the engagement model that fits your hiring need, from a single critical hire to an ongoing talent partnership.
Direct Hire
Best for: Administrative, HR, healthcare, and facilities leadership roles
We support professional and operational roles by evaluating performance and execution beyond the resume. You get a curated shortlist of candidates who have been assessed for capability, behavior, and fit, not just availability.
Capability based screening
Structured behavioral interviews
Curated shortlist of assessed candidates
Accountability and execution evaluation
Placement guarantees
Recruitment Retainer
Best for: Scaling teams, hard-to-source roles, or high-volume hiring needs
The retainer model gives your organization dedicated recruiting focus and full pipeline transparency. For organizations with ongoing or high-priority hiring needs, this provides the structure and consistency that reactive recruiting cannot.
Dedicated recruiter for your organization
Weekly pipeline updates and reporting
Strategic market mapping
Proactive talent sourcing
Long-term hiring clarity and accountability
Executive Search
Best for: Directors, VPs, C-suite, and organizational leaders
Senior leadership hiring requires more than sourcing. We evaluate capability, behavior, and leadership readiness using DiSC insights and competency frameworks, so the leader you hire can perform and stay.
Leadership skills mapping
DiSC behavioral assessments
Long-term value and culture alignment
Structured debrief and selection support
Senior stakeholder collaboration
What Leaders Say After Working with us
What started as an introduction from a mutual friend turned into one of the most impactful partnerships our organization has made.
Before working with MyHRLane, we were figuring out HR, hiring, and people processes largely on our own. Rae came in and changed that, bringing clarity, structure, and a level of strategic thinking we didn't know we were missing.
More than a year later, we have stronger processes, a better approach to hiring, and a team that is set up to grow. What began as a professional engagement has become something we genuinely value a partnership built on trust, results, and a shared commitment to doing things right.
Allison Ogle
Co-Founder, I Would Rather Be Reading
MyHRLane transformed our HR department & team by hiring the right people, & creating efficient processes that continue to positively impact our employee experience.
Larry N. Rein
CEO, Childnet
MyHRLane is a true partner, bringing both strategic insight and hands-on execution that strengthens our teams and drives performance.
Rolandas T. Byrd
VP Commercial Relationship
Manager, and Community Enrichment Officer
In our interactions with Rae and her team, it is immediately evident on the
human and consultative approach that she takes while really enhancing what we are looking for in a candidate.
Uptal Dutta
Co-Founder, NoteActive
MyHRLane’s approach to supporting our business is just what our company needs. MHL’s approach is comprehensive, with Rae taking the time to assess our needs, and learn our industry. Rae took time to educate us on HR processes in a patient and simplistic manner.
Keith D. Carr
Co-Founder, NoteActive
MyHRLane helped me hire the right people and place them in the appropriate lanes, where they thrive.
Chris Rich
CEO, Hawque Protection Group
MyHRLane created a safe space for ideas; I was forced to think outside of the box. They helped me streamline processes to shape and grow my business. Their services allowed me to focus on my passion!
Esther Georges
Founder of Mending Hearts Counseling
Once we hired MyHRLane I was impressed with the professionalism and work ethic that was brought to the table. I would recommend MyHRLane to anyone that needs assistance with handling their companies HR needs!
Patrick Kane
COO, Hawque Protection Group
Partnering with MyHRLane for our Executive Director search was an outstanding experience! Their energy, expertise, and commitment to understanding our needs were truly impressive. Thanks to their incredible support, we found the perfect leader for the Brookhaven Chamber of Commerce. We couldn’t be more thrilled with the results!
John J. Funny
District 4 Councilman and Mayor Pro Tempore, City of Brookhaven, GA.
Frequently Asked Questions
What most leaders ask before starting a search with us.
Traditional agencies source resumes and fill seats. We design roles around measurable outcomes, evaluate candidates against performance criteria, and use structured behavioral interviews and DiSC insights to assess fit before recommending anyone. You get a curated shortlist of assessed candidates, not an unfiltered pile of applications.
Timeline varies by role, seniority, and market conditions. We confirm a realistic search timeline during the discovery call before any engagement begins. We do not commit to timelines we cannot stand behind, and we do not rush searches in ways that compromise candidate quality.
Yes. We support searches across multiple states and can conduct fully remote search processes. For roles with specific geographic requirements, we discuss market availability and candidate sourcing strategies during the discovery phase.
We spend 30 minutes learning about the role, your organization, the team the hire will join, and what success looks like in the first 90 days. We do not pitch during this call. We assess whether the engagement is a good fit and recommend a clear next step.
Direct hire placements include a placement guarantee. Terms vary by engagement type and are confirmed in writing before the search begins. We stand behind the quality of our search process and the candidates we present.
Yes. We define clear lanes at the start of every engagement. We can function as the primary search lead, as a specialist for hard-to-fill roles, or as a structured evaluation layer alongside your internal team's sourcing process.