(no name) at try managed (Cebu City, Philippines)

try managed· Cebu City, Philippines·6d ago

Role details

Work type

Hybrid

Employment

Full-Time

Job description

The full description lives on the employer’s site. Open the listing.

Culture: High standards – “We don’t work with candidates we wouldn’t hire ourselves.” Emphasis on alignment, transparency, and long-term relationships.
Remote/Hybrid Policy: Some roles are 100% remote (e.g., Recruitment Consultant – Sydney); other roles are on-site in Sydney (HQ) or Manila (Four NEO, BGC, Taguig). Offshore staff work in the Philippines office.
Notable Perks: Not explicitly mentioned, but the small team (9 people) offers a startup environment with direct access to the founder and leadership.
Engineering Culture: Actively hiring a Senior Full-Stack Engineer (Philippines) and an AI engineer role suggests a growing tech side focused on automation and internal tools.

One-liner: Managed Growth Partners (branded as "managed.") builds and manages outsourced recruitment teams for recruitment agencies, offering Rec2Rec headhunting and offshore talent placement.
Entity Type: Private (Privately Held)
Headquarters: Sydney, New South Wales, Australia
Founded: 2024
Founders: Ryan Halson (CEO and Founder)

Primary industry: Staffing and Recruiting (Rec2Rec, Offshore Talent, Recruitment Process Outsourcing)
Target customers: B2B – recruitment agencies (from boutique to large firms) looking to hire billers, scale teams, or offload administrative/sourcing tasks.
Mission or purpose statement: Not publicly stated, but the company’s ethos is “We don’t work with candidates we wouldn’t hire ourselves, and we don’t work with agencies we wouldn’t work for ourselves.”

Rec2Rec (Recruitment to Recruitment): Proactive, phone-first headhunting of passive recruiters who are currently billing. Focuses on alignment and long-term fit. Operates on a shared risk model – a portion of the fee is delayed over 12 months.
Offshore Talent (Philippines): Dedicated offshore staff (sourcers, coordinators, admins, etc.) embedded under the client’s brand. Simple, transparent pricing with no hidden BPO margins. On-site coaching in Manila ensures quality.
Growth Automation: Placement of dedicated AI engineers to help agencies build automation in-house, reducing reliance on multiple tools and systems.
Recruiters on Record: An optional employer branding layer to help agencies attract passive recruiters by improving perception.

Valuation/Market Cap: Not disclosed
Key Metric: Total Funding – Not publicly available (likely bootstrapped); Annual Revenue – Not disclosed
Notable Investors/Partners: Not publicly listed
Growth Signals:
- Headcount grew 33.3% year-over-year (from 6 to 9 employees as of mid-2026)
- Website traffic surged 1,804.3% year-over-year (438 monthly visits, 100% from Philippines)
- LinkedIn followers grew 128.1% year-over-year (4,049 followers)
- Active job postings (Senior Full-Stack Engineer, Recruitment Billing Manager, etc.) indicate scaling

On-site coaching: Only outsourcing provider with an agency-experienced Recruiter physically present in the Philippines to guide the remote team in real time.
Shared risk model: Delayed fee structure aligns incentives – Managed only wins when the hire stays long-term.
Proactive headhunting: Focuses on passive, currently-billing recruiters rather than relying on “open to work” candidates.
Full lifecycle management: Handles onboarding, payroll, tools, performance monitoring, and compliance for offshore talent.

Current priorities include expanding offshore talent delivery, building AI-native capabilities for recruitment agencies, and scaling the Rec2Rec service across Australia, UK, and USA.
Emphasizes helping agencies “do more with less” during market downturns, as the company itself was founded during a downturn.

Sources