Recruitment to performance in 90 days, so your hire delivers sooner, managers firefight less, and ROI per hire rises.
"Traditional Recruitment 'finds' talent and then it's over to you.
ROC™ finds talent, plugs them in, and turns the switch on."
- Aneal Birdi, Founder & CEO
What is ROC™
You don’t need “more recruitment.” You need a better path to performance.
If recruitment has ever felt like a gamble, it’s because a CV can’t show what matters most: how someone thinks, communicates, takes ownership, and performs inside your environment. Â
And the biggest risks don’t show up in interviews, they show up after the offer: inconsistent onboarding, unclear expectations, quiet confusion, rework, and probation decisions made on gut feel instead of evidence.
ROC™ closes the gap between “offer accepted” and Day 90 performance. It’s a performance-led system — Recruit, Onboard, Coach, proven to make progress visible early and minimise mis-hire risk.
"Recruitment should add value to your business, there should be an ROI.
If you don't know what that is, you need to.”
- Aneal Birdi, Founder & CEO
ROC™ Timeline
A repeatable path from offer to performance, designed to increase ROI per hire and reduce reliance on key man dependencies or paying over the odds for skills that can be developed.Â
ROC™ Sprint
For one critical hire. We take a single role from search, to offer accepted, to day 90 performance.
Recruit
- Role scoping aligned to what you need
- Screening built around who they are, not just what’s on a CV
- Structured interviews and scorecards for consistent decision making
- 2 minute video shortlist so your team can meet candidates before scheduling interviews
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Onboard
- Teach your new hire all the knowledge they need to know in their first 30 days
- Provide structured training to your new hire on all the skills they need to develop by 60 days to perform their roleÂ
- Leverage our scorecard to track their development and close out gaps to maximise their development
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Coach
- Weekly coaching with CareerVive to turn gaps and behaviours into impact.
- Coaching tailored to level:
- Impact coaching (execution, stakeholder management, ways of working)
- Leadership coaching (managing people, communication, influence)
- Strategic coaching (direction, decisions, alignment, impact)
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Pret A Manger
Enterprise | ROC Sprint | Hospitality
Challenge: Replace HR leadership with a more strategic Head of People under an accelerated timeline.
Recruit: Competitor-led headhunting mapped to a values-and-capability scorecard; fast-track structured assessment and stakeholder alignment.
Onboard (90-day): Built a first-90-day plan covering stakeholder map, role priorities, and early-win milestones to accelerate time-to-productivity.
Coach: Coaching support through probation to align deliverables, maintain momentum, and embed confidently into the leadership cadence.
Outcome: Head of People hired in under 7 days, with onboarding clarity from day one.
Testimonial:
"I had the pleasure of working with Aneal during my recruitment process for my current role, and I can confidently say he sets the bar incredibly high for what a great recruiter should be. From our first conversation, Aneal was an outstanding communicator—transparent, proactive, and always keeping me updated throughout every stage of the process.
What truly stands out about Aneal is his genuine investment in people. His support doesn’t end once the offer is accepted; he follows up regularly to ensure the transition is smooth and that both the individual and the organization are thriving. Aneal also brings an impressive level of innovation to his work—he’s developed his own system and tools for goal tracking and professional success that are far beyond what I’ve seen from most recruiters.
If you’re looking for a recruiter who not only connects great talent with great opportunities but also champions long-term success, Aneal is the one you want in your corner."
- Ivica Peros, Head of People at Pret A Manger
Dallas Holdings
Scale Up | ROC Sprint | Hospitality
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Challenge: Hire a Head of Finance with narrow, high-bar criteria in a specific industry.
Recruit: Targeted search + structured candidate journey (rubrics, consistent feedback loops) to reduce mis-hire risk.
Onboard (90-day): 90-day success plan: reporting rhythm, stakeholder alignment, and priority outcomes for early traction.
Coach: Coaching support through probation focused on leadership influence, decision cadence, and fast integration into the exec team.
Outcome: Role filled in 2 months despite complex criteria; reduced ramp risk pos -hire.
Testimonial:
“We needed precision, not volume, ROC delivered exactly that.”
Shane Thakrar, CEO at Dallas Holdings
RDP Creative
SMEÂ | ROC Sprint | Creative Agency
 Challenge: Secure senior commercial and operational leadership to unlock growth.
Recruit: Targeted headhunting and structured assessment for Sales Director in London and Head of Operations in Hong Kong, aligned to outcomes and cultural fit.
Onboard (90-day): 90-day plans for both roles: stakeholder mapping, operating cadence, and early-win delivery milestones.
Coach: Coaching support through probation to embed leadership rhythm, cross-team trust, and execution focus.
Outcome: Two critical hires landed with clarity and reduced early-stage integration risk.
Testimonial:
"Nothing but great things to say about CareerVive. Aneal's ability to unearth exceptional candidates goes beyond conventional methods, delving into a bespoke process that values people over mere CVs. What sets them apart is their unique approach to understanding role requirements, going the extra mile to grasp the nuances and intricacies, ensuring the perfect match. CareerVive isn't just a recruitment service; it's a personalised journey that redefines how to approach talent acquisition."
- Tom Sugg, Sales Director at RDP Creative
ROC™ Growth Partnership
Stay hiring-ready and performance-ready, so growth doesn’t stall when a key person leaves or hiring ramps up.
Hiring Cycle
So you’re not scrambling when you need talent.
- Employer brand & role messaging that attracts the right people
- Talent pool built for the roles you hire repeatedly
- Video shortlisting to speed up decisions
- Interview training and scoring structure for hiring managers
- Continuous role development as your business evolves
- Develop, launch and run your employer brand website page to attract more talent and educate them on your business
Performance Cycle
So new starters turn into performers quickly and managers have clarity:Â
- Onboarding programmes built and developed over time (KSB framework)
- Scoring + feedback loop embedded into how you manage performance
- Weekly coaching for active new hires (and targeted coaching where needed)
- Coaching across strategy, leadership, and delivery
- Day 90 review process becomes standard; clear, fair, consistent
RDP Creative
SME | ROC Sprint | Creative Agency
Challenge: Build and retain global capability across London, LA, APAC, and HK in Sales, Account Management, and Project Management.
Recruit: Ongoing talent pooling + role scorecards + consistent selection across regions.
Onboard (90-day): Designed a structured onboarding pathway for Account Executives to identify best-fit performance across AM vs PM, with clear progression into either path.
Coach: Ongoing coaching suite supporting performance, confidence, and manager consistency across geographies.
Outcomes: 24 hires across regions to manage growth phase and 90%+ retention over 2 years. improved internal mobility and clarity of progression.
Testimonial:
"Aneal guided our global recruitment through a critical stage at RDP, securing outstanding talent across London, APAC, and LA. What sets him apart is that he doesn’t stop at filling roles, he mentors, supports, and equips people to thrive. For any business gearing up for growth and looking for a strategic partner who understands the wider landscape of people, process, and performance, I strongly recommend CareerVive."
- Wendy Mather, CEO at RDP Creative
ROC™ Enablement
ROC™ Enablement embeds our performance led recruitment method inside your existing hiring function, so your team can repeatedly hire for fit, onboard with KSB, and leverage our coaching system for impact, without relying on outside agencies or coaches.
What you get (trained with your team, on real hires)
- Recruit Enablement: clarity, positioning and strategy for every role — plus scorecards, structured interview guides, and decision rules that improve consistency.
- Talent Marketing Enablement: EVP, employer brand messaging and templates your team can reuse, not reinvent.
- Video Shortlisting Process: a simple, repeatable 2‑minute candidate snapshot workflow (so hiring managers stop deciding from CVs alone).
- Onboarding Enablement: KSB playbooks and a 30/60/90 structure that HR/People Partners can roll out by role or function.
- Coaching Enablement: manager and leadership toolkits for feedback, performance conversations, and early intervention when gaps appear.
- Training: live sessions for Recruiters, People Partners and hiring managers so the method sticks after we leave.
Success looks like:
- Hiring managers trust the process because it’s consistent and evidence led.
- New hires ramp faster because expectations are explicit from Day 1.
- Performance issues are caught early and handled clearly (not ignored until it’s too late).
Mencap
Enterprise | ROCÂ Enablement | Internal TA Improvement
Challenge: Strengthen internal trust in recruitment and improve hiring efficiency without outsourcing — better search, faster hiring cycles, and a more consistent process end-to-end.
What we implemented (Recruit pillar enablement)
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Search & sourcing upgrade: refreshed market mapping and outreach approach to improve relevance and response (proxy outcome: better shortlist quality).
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Process structure: tightened the workflow from JD → scorecard → interview structure → decision criteria, reducing ambiguity, removing bias, and inconsistent evaluations.Â
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ATS & automation: improved ATS automations to reduce admin load, speed up coordination, and increase process visibility for stakeholders.
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Stakeholder trust: introduced clearer intake and feedback loops so hiring managers could see decisions were evidence-based, not opinion-led.
Outcomes
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Faster, more consistent hiring process (use testimonial as proof if no numbers)
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Improved internal confidence in recruitment and decision-making quality
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Clearer, repeatable structure recruiters could run independently
Testimonial:
"This is fantastic, you have really helped us identify and improve our recruitment approach. We can take these changes forward to the board and it will significantly enhance our 2026 recruitment strategy"
- Glen Hall, Head of People Services
