CONTINUITY 1 · Pre-seed

Patching hiring.
Rebuilding the function.

In-house Talent Acquisition is the most broken function in modern company-building. Continuity 1 replaces it with Gateway, the TA function itself, delivered as a managed monthly retainer.

1 : 3
Shortlist-to-hiremarket: 1 in 25
~3
Interviews per hiremarket: 17.6
9 in 10
Accepted offers that joinmarket: 6 in 10

Shortlist-to-hire is 1:3 across the book. Aligned engagements reach 1:2, distant ones run 1:10.

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The Problem

In-house TA is the most broken layer in modern company-building.

Agencies, ATS, AI screeners, job boards. Every workaround in the market exists because the TA function itself doesn't work. None of them fix it. They each patch a symptom.

What's broken inside TA

  • Slow decisions; ghosting at critical moments
  • Vague or absent feedback to candidates and partners
  • Information blocked between hiring manager and external help
  • Limited competency, especially in mid-market budgets
  • Average TA tenure ≈ 2 years, so no continuity and no compounding learning

What it costs companies

7.4s
average recruiter scan per resume Ladders eye-tracking study
8 / 100
applicants make it past initial screening HrPanda funnel benchmarks
17.6
interviews per technical hire, up 52% since 2021 Ashby talent-trends report
44 days
average time to fill a position SHRM 2025 benchmarking report
Every tool in the market patches a layer. Nobody is rebuilding the function. That's the gap.

The Reframe

We don't compete with TA. We replace it.

Continuity 1 is not a better agency. It's the productized in-house TA function, delivered as a managed service on a monthly retainer, AI-augmented. One product, sold one way.

What we run

Gateway

Replaces the in-house TA function. Sourcing, screening, structured interviews, decision support, joining. Owned end to end.

How it is bought

The retainer

A monthly engagement covering two roles. Paid for the function, not per close, so the incentive sits on the hire quality.

Why it improves

Calibration

Every client decision tightens the next screen. Shortlist-to-interview rose from 20% to 49% inside a single engagement.

Gateway is the one thing we sell. We will be building additional tools that enhance delivery and lower the cost of running the function.

Proof

The methodology already works. 5-10× the industry.

Select product-company clients
1 : 35
Industry average
→
1 : 3
Continuity 1
Shortlist-to-hire ratio after screening for joining certainty, 30-day availability, and day-one productivity, all before any offer goes out. The 1:3 is the overall average; aligned engagements reach 1:2, distant ones run 1:10. Shortlist-to-interview rate improved from 20% to 49% over a single engagement.
"We were sold on the first profile."
Manjeet Singh
HR Head · Harbinger Group · 1,000 emp
1 : 35 → 1 : 3
"Your candidates get hired and we look good."
Vidhya Shree
TA Lead · Appnomic Software · 400 emp
1 : 15 → 1 : 4
"You have helped us hire great people, they are doing so well."
Preetpal Singh
Founder · iHeald · 20 emp
Achieved 1 : 3

Documented outcomes: continuity1.com/proof

Founder track record: built hiring systems that scaled a company from $0 to $100M (₹0 to ₹1,000Cr) in 18 months.

Market Signals · Q4 2025 to Q1 2026

Indian recruitment is an $18B (₹1.8 Lakh Cr) market growing to $48B (₹4.85 Lakh Cr) by 2030. Mercor closed at a $10B (₹1 Lakh Cr) valuation, 5× the prior round. Workday acquired Paradox for $1B (₹10,000Cr). $18.8B (₹1.88 Lakh Cr) in HR-tech M&A in 9 months of 2025, a record. Capital is flowing into productized hiring; traditional services are declining.

Get In Touch

Everyone is trying to fix hiring.
We're fixing the function that's supposed to fix hiring.

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Gurkanwal Kalsi · Founder & CEO · Pune, India