Hiring should cost you a hire, not a process.

A handful of hand-picked people per role, with the reasoning attached to every name. Invoiced only when someone signs.

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Days from brief to first shortlist

headhunters

Roles filled through the marketplace

Why Passa exists

Every company that has ever hired knows the shape of the problem. The role is open, the calendar fills with process, and months later the search has already cost real money whether or not anyone was hired.

We started Passa in Oslo because the two halves of that problem never actually meet. Employers carry the whole weight of a search they run once or twice a year. Independent recruiters, who run searches every week and know their markets in unreasonable detail, spend most of their time hunting for the roles rather than filling them.

So we built a marketplace rather than an agency. A company writes one brief. Passa puts that brief in front of the recruiters whose track record actually fits it, and several of them work the role at the same time. What comes back is not a stack of CVs. It is a shortlist with the reasoning attached: why this person, what the recruiter checked, and where the risk sits.

The commercial model follows from that. There is no retainer and no fee for the search itself. Passa is paid once, when a hire signs. If the role never closes, it costs nothing. That is the whole argument, and every product decision we make sits downstream of it.

What Passa stands for

Transparency & Trust

Every candidate arrives with the reasoning attached, and every price is visible before work starts. Both sides can see why a name was sent and what a hire costs

We get paid when someone signs

No retainers, no billing for the process. If nobody is hired, nobody invoices — which means our interest and yours point the same way from the first brief.

The brief decides, not the relationship

Approved recruiters compete on the same published role, with the same information. Who gets the placement comes down to the candidates they put forward, not who was on the framework agreement.

People make the fit

AI handles the scoping, the briefing and the admin after a signature. Judging whether someone belongs in a team is still a recruiter's job, and we don't pretend software does it better.

One market, two sides

A good hire for the employer and a fair fee for the recruiter are the same outcome, not a trade-off. We don't build anything that works for one side at the other's expense.

Recruiters stay recruiters

Most of a recruiter's week goes to work that isn't recruiting. We take that part, so the hours go back to the candidates and the client.