Stephanie Murray.
20 years inside hiring.
Founder of hiring.productions. The recruiter who built the talent function at a fast-growing healthcare startup, then opened the playbook to everyone else.
From 19 employees to 1,500+ clinicians.
When Stephanie joined as employee #19 of a fast-growing healthcare startup, the company was a small mental-health company with an outsized ambition: provide remote psychiatric care at scale. Scale meant clinicians. A lot of them. Across every state. In a market where qualified clinicians had their pick of employers and most were burned out from traditional health systems.
The conventional answer would have been to spin up a transactional sourcing function: post jobs, screen applicants, run interviews, send offers. Stephanie did something different. She built a relationship-first community: a curated network of clinicians who connected with the company long before they were ready to apply, through meet-and-greet events, mission-aligned content, and intentional human moments designed for a fully remote workforce.
“Our culture thrives when we lead with empathy, clear communication, and a sense of belonging from the very first interaction.”Stephanie Murray, Transform Award winner profile
The results were exactly what you would expect when hiring stops being a transaction and starts being a relationship. Time-to-hire dropped to 15 days. Onboarding times were cut by more than half. The team scaled from 19 employees to over 1,500 clinicians nationwide. And in 2025, Transform named the approach the Talent Strategy of the Year.
The argument Stephanie made inside the company, and the argument the award validated, was simple. Candidates and employees increasingly expect experiences that support their individual needs, not just efficient processes. Relationship-building, creativity, and human-centered practices can drive powerful outcomes, even when the entire process is remote.
The same playbook, opened up.
After 20 years inside hiring, Stephanie kept seeing the same two patterns on the outside. Job seekers were exhausted by advice from people who had never actually sat in a recruiter seat, much less led a team that hired thousands of people. And small hiring teams without a TA function were building their entire hiring strategy from generic blog posts that recycled the same five tips.
Hiring.productions is the operationalization of that award-winning approach for both sides. For candidates: recruiter-side tools that show how the other side actually screens, sources, and decides. For small hiring teams: the same relationship-first playbook, adapted for companies that do not have a senior TA leader on staff.
Both sides of the table. Same system. Built by someone who has been in the room for two decades.
Work with Stephanie, or try what she built.
Two paths in. Hiring teams without a TA function get the playbook directly. Job seekers get the recruiter-side tools that show how hiring actually works.