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The ContextFactory™

WholeVillage Hiring™ 

The ContextFactory™

WholeVillage Hiring™ 

Engagement as their experience

#WholeVillageHiring™ creates a virtual optimised hiring space for every talent 

Less Art more Science

#WholeVillageHiring™ understands and engages talent better via real data on what works. 

Attracting talent alone is tough

#WholeVillageHiring™ is focused on supporting better outbound hiring. 

Don’t wait for talent to apply 

#WholeVillageHiring™ powers proactive outbound talent engagement. 


    +353 (01) 485 3113
    100% Virtual :-) 

- Demo

#WholeVillageHiring™ creates a virtual, optimised hiring space for every talent.

We have learned from a diverse range of talent in Europe, USA & Asia about what really works. We have learned about the importance of understanding each talent's work-life integration and power of listening to talent. Our technology creates a learning loop between your culture and talent that is always learning, always tracking bias. No false promises on being 'bias free.'

- Free Talent :-)

Let us use #WholeVillageHiring™ to fill a live role for you. 
We can then show you how our platform created a much wider access to a more diverse range of talent.

For outbound hiring.

Our platform supports better proactive outbound hiring to compliment inbound talent. 

Seeing & hearing.

Allowing the right people to see and hear each other, right from the start of the hiring process. 

Nurture talent in.

Different talents 'shop' for a new role differently. We bring a data driven approach to success. 

Question and Answers on getting started. 

Review of your existing engagement.

  • How do we review your existing engagement?

    We will review the existing talent journey from any job board you use, LinkedIn and across your own jobs section; everything that leads up to that written job spec and apply now button.

  • What is it that we are looking for in the content we know works best?

    Across our trials to date, we have found that shared experience is the most powerful element of nurturing talent to take part. We therefore look for employees who have a hiring story that will resonate.

  • How do you share the findings with us?

    We will share in a virtual workshop in which we present your existing talent engagement and new engagement we will use in the proposed target role hire.

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Collect, create & curate for TEST role.

  • How do you collect and create content?

    We collect from your existing content if there is anything we think will can re-use towards more shared experience. More often in the test stage, we will just create a few bits of content via a streamlined process that takes up very little of a client's time.

  • Why do you also curate content, why do we share insights beyond 'work'?

    Too much of engagement is 100% about the company or role that you are seeking to fill. A new job is a major change in a candidate's life; a risk and something that will not only change their life but all of 'those around their dinner table.' At the platform review stage, we can show you specifically how this works and the data behind the need for it.

  • Is it a completely virtual process, are you able to engage us 100% online?

    Yes, everything we do and everything we ask a client or talent to do, is entirely a virtual process with no need for any face to face meetings.

online, video chat, video, chat, online chat

Assess trial platform before go live.

  • Can we assess a trial platform before going live?

    We actually insist on it. It enables us to show you how the talent we have already engaged has taught us much about how to express your culture to talent and then learn from their response.

  • What happens to the content after the test hire?

    It can become the core of building a context based recruitment memory that has learned from talent and your culture in order to move forward to a larger scale enterprise use. Even if you choose not to, it is yours to use as you see fit. (see benefits in addition) below.

  • Do you use our brand? 

    We represent your brand and take that seriously. In the hiring engagement platforms we use, we can follow a request on brand guide lines. In practice, we have learned the benefit of avoiding this. The content is never in the public domain. Talent has told us that discretion in look and feel made it easier to review in work environments where a competitor logo can really stand out.

Add additional talent to your hiring.

  • How do you decide who to engage, is the challenge 'who' or 'how'?

    We will present on this in detail at every kick off work shop. We are happy to take client direction or to generate hiring options via our own resources. We believe increasingly in many fields of recruitment, the challenge is 'how' to nurture talent in. 'Who' to engage is spread across each talent's growing digital identity.

  • Can the hiring be focused at a given diversity goal?

    Yes, we are more than happy to do this. Our very first project was moving a female talent back from maternity leave into a new industry in which she went on to become the client's first female board director. We would agree any given target at workshop stage.

  • How do you add the additional talent to our hiring?

    Any talent who give us their consent to share their details can be connected with your hiring teams. We are happy to take direction on a preference of how to do this. Clients can review our work via access to the portal we use to engage talent at any time. We engage until success is achieved.

Talent hired & data shared 

  • What benefits in addition to filling the test role?

    We have found in engagements to date that results can have useful insights for teams across: ● Recruitment marketing / branding.● Diversity and Inclusion. ● Procurement / cost reduction. ● Internal hiring / succession planning.

  • What if we want to hire other talents from the trial?

    Great, we are not acting as a recruitment agency. You can hire as much talent from a trial as is agreeable to both parties. There are 0% hiring fees in all projects (see why do we get so much for such a little cost)

  • Is diversity up, cost & time to recruit down possible?

    We are in the business of better diversity, we believe in it as the central factor that will help ensure your company has the innovation to still be here. 52% of the Fortune 500 companies from the year 2000 are now extinct, we seek long term clients. By reducing advertising costs and external hiring fees, we seek to share the success of your better hiring environment. More and more adverts and postings create a large but often quiet similar intake of talent who need to be assessed, processed and communicated with. This can be exhausting. Our technology is aimed at reducing the total size of your recruitment by increasing the quality.

Other questions from previous trials 

  • Do you need access to our HR tech / social media? 

    Our test hire platform is hosted in our own AWS environment. We do not need access to your social media channels and do not contact talent via those channels; a feature you will be able to utilize if you chose to go on to enterprise use.

  • Why do we get so much for such a little cost?

    Each project has helped us build our unique solutions to problems like managing GDPRS, building in privacy, managing other languages and more. We have been learning over earning, we intend to continue this through 2021, but now only with clients at least open to further enterprise use.

  • When will your tech be in our existing HR/HCM? 

    We are committed to a seamless no cost, no fuss integration into the top 5 HCM systems in Q3 2021 - Q1 2022. For other integrations, we can discuss integrations based on a practical plan of how beneficial it is to us, how many target clients are operating on, or are moving to that HCM. We understand HCM change is tough and not fun.

Engagement powered by feeling a shared experience.

About Us. 


Seán Fay


Has had a career in recruitment as consultant, manager and business owner. Passionate that the move of recruitment from services to software is more inclusive than the status quo. He is a neurodivergent entrepreneur. 



Teresa Maguire Tarrant


Is a career professional in HR technology and innovation, a director of a tech start-up acquired by Sage, as well as ex-Oracle and Core HR. Teresa has an MBS from UCD & a Post Grad in Innovation. 


ALL job descriptions are a static list, talent wants an experience.


- Our Value

We use digital identity to create a unique hiring platform for each talent. 

Our technology turns your conteNt into their conteXt. A platform that assists talent to explore opportunities that even they may consider to be beyond their reach. Engagement that is always learning, widens the gate. In every project we have undertaken, we have learned from talent what works. 

Each platform deploys insights on your company that reflect your culture to talent, while consistently learning from their response. Insights already learned: 

● Neurodivergent talent impacted by 'new line manager' insight.● Female talent showed more interest in peers & reports than male talent.● Intro via an alumni connection impacted 'ethnic group' talent more. ● All talents had a higher response rate from a personalised intro video. ● All talent valued seeing their specific future work-life integration. 


- From a wide range of talents we have been learnng

From a diverse range of projects we have learned from a wide range of talents about the engagement that worked for them. 


Case Study 

Military identity is complex 

Veteran Recruitment USA

Engaging veteran talent in Atlanta, Georgia to work in IT support. 

Case Study

Female space engineering

It actually is rocket science

Engaging engineering talent to relocate for work. 

Case Study

IT talent to rural Ireland

Returning and moving talent


Learning how to package work with homes, schools, environment and more. 

Case Study

Neuro_advantage talent

Born to solve problems


Don't teach 'ND' talent how to fit in, see how they can help you stand out. 

Case Study 

Returning diaspora talent

Coming home to a new job

We have undertaken returning talent projects in Ireland, Poland and India. 

Why is there a need now for #WholeVillageHiring™


Going back to what we were doing would leave too many behind. 

- We are in the business of diversity

Our technology widens the gate, it does not lower the bar. 

We are in the business of diversity. Greater competition for your jobs makes better teams, which makes for a better company. Our technology creates an additional hiring channel that makes a better use of all of your company to engage talent, who then need to be assessed alongside talent from other channels. Increasing outbound based hiring, allows for you to nurture and learn from those able to bring a real advantage. 

- Time line

Overview of our history to date

  • 2019


    We started as an Oracle start up company.

    We learned much there but wanted to be more independent. We are no longer connected to Oracle in any way.

  • 2020


    We have worked hard to learn new things. 

    We have worked on the projects in our case study in order to learn what really works. These unique insights mean we have only ever learned directly from talent what works.

  • 2021


    We are moving from projects to focusing on SaaS.

    We are undertaking the last of the projects we need to develop test and build out our enterprise technology based on learning from talent. From 2022 we will be favouring trials that can scale into using our technology as SaaS in your existing HCM systems (HR Technology)

  • 2022


    Secure web trial to validate, SaaS to scale.

    In Q1 of 2022 we start delivering trials of our software via a secure standalone 'sandbox' test environment, with a view to scaling into your HCM. Current Live trials indicate an initial focus on Workday & SAP. We can agree upfront the scope & cost of integrating into other HCM.