uranoNick Uranga
01Services 02How it works 03What it costs 04Background Get in touch

Hiring and onboardingthat keeps working.

The hiring infrastructure, built inside your company and yours to keep.

Fractional. Consulting. Interim.
Book a 30-minute call →See the services ↗
Contents

Seven areas of work, three ways to work together.

01

Services

What each area covers, the work involved, and what your company keeps.

Seven areas 02

How it works

Fractional, consulting, or interim. Each builds the same four things.

Fractional, consulting, interim 03

What it costs

Priced by the work, not by the hire. You see the price before anything starts.

Pricing and savings 04

Background

Built inside companies, not advised from outside.

Five companies
Nick Uranga

Who you’ll work with.

Lurano’s founder has built and rebuilt hiring at venture-backed, public, and private-equity-owned companies, usually while the plan or the owner was changing.

He leads every engagement directly, and your company keeps all of it.

Background ↗LinkedIn ↗
15+years building hiring and people systems
3Regions: US, EMEA, APAC
5Companies: PE-backed, VC-backed, public
  • StordVenture-backed
  • VarianNow Siemens Healthineers
  • SharecarePublic, then private equity
  • AuctaneNow ShipStation Global
  • Ciox HealthNow Datavant

Start with a conversation.

Thirty minutes on where hiring, onboarding, or your systems are stuck. The call covers what to build, what your company would own, and whether Lurano is the right fit.

Book a 30-minute call →
nick@lurano.co
uranoNick Uranga
01Services 02How it works 03What it costs 04Background Get in touch
01Services

Hiring is stuck.Onboarding is a checklist.Reporting is a spreadsheet.Here is the work that fixes all three.

These are really one problem. Hiring, onboarding, and reporting were each set up by hand, and nobody connected them.

1.1

Hiring strategy and workforce planning

The work

Finance, leadership, and hiring agree on one plan by role, quarter, and cost. A quarterly review, owned by your company, keeps it current when the business changes.

What you keep
  • The plan, agreed by finance and leadership
  • Compensation bands by level and market
  • A quarterly planning process
Covers
  • Hiring strategy
  • Workforce planning by quarter
  • Funnel and capacity modeling
  • Compensation bands and offer strategy
  • Cost per hire and budget
  • Plan versus actual review
1.2

Talent acquisition and interview process

The work

Lurano sets up how open roles, pipeline, and offers move, and builds one interview process for the whole company. Scorecards and trained interviewers mean hiring managers assess candidates the same way. Day-to-day recruiting stays with your recruiters, or with contract recruiters from Lurano when you need the capacity.

What you keep
  • A hiring process that fills roles on schedule
  • One hiring standard across markets
  • Interview kits and scorecards for each role family
Covers
  • Full-cycle recruiting through contract recruiters
  • Interview process and interviewer training
  • Scorecards and decision rules
  • Global hiring and employer of record
  • Candidate experience
  • Internal mobility
1.3

Recruiting team, tools, and vendors

The work

Recruiting capacity matches the plan: how many recruiters, what each one owns, and which roles go to outside firms. Lurano selects the tools, negotiates agency and search-firm terms, and supplies contract recruiters when the plan needs more than you have.

What you keep
  • A staffing model with clear ownership
  • Agency and search-firm terms you chose
  • A written rule for when to use them
Covers
  • Recruiter team design and capacity
  • Role ownership and workload
  • Agency and search-firm selection
  • Vendor terms and management
  • Sourcing tools and licenses
  • Build versus outsource by role
  • Contract recruiters through Lurano
1.4

Executive hiring support

The work

Lurano scopes the role around its first year of work, picks the search firm and keeps it to its terms, runs the interview loop and references, and closes the offer.

What you keep
  • The hire, on the timeline agreed
  • An executive interview loop and scorecard
  • A search-firm relationship on your terms
Covers
  • Role scoping and success profile
  • Search-firm selection and management
  • Executive interview loop
  • Board and investor involvement
  • References and offer structure
  • First-ninety-day plan
1.5

HR process, onboarding, and systems

The work

Every new hire follows a timed onboarding plan from accepted offer to full productivity, with an owner for each step. Steps that add time without adding information come out. Your ATS, HRIS, and background check provider work together, and the people who use them know how. AI goes where it saves recruiter time. People make the hiring decisions.

What you keep
  • A documented process for each step, with owners and time targets
  • Onboarding that runs to day ninety without manual follow-up
  • A system someone on your team can change
Covers
  • Onboarding workflow
  • HR process improvement
  • Offer approval and closing
  • ATS and HRIS configuration and integrations
  • ATS vendor selection and migration
  • Automation and AI in the workflow
  • Background checks: vendor selection, ATS integration, and the adverse action process
1.6

Talent brand and career site

The work

Your talent brand comes from interviews with your own employees. Lurano rebuilds the career site and job postings around it, with a scheduled review that keeps them accurate.

What you keep
  • A written employer positioning
  • A career site with a clear application path
  • Posting templates your team updates on its own
Covers
  • Employer positioning
  • Career site
  • Job descriptions and postings
  • Employer review presence
  • Outreach messaging
  • Recruitment marketing measurement
1.7

Hiring data and quality of hire

The work

Written metric definitions mean finance, recruiting, and leadership count the same way. Reporting lives inside the tools you already pay for and is set up to track how hires perform at six and twelve months, traced back to source and interview scores.

What you keep
  • Written metric definitions
  • Reporting on conversion, time in stage, source, and plan versus actual, in your systems
  • A quality-of-hire review at six and twelve months
Covers
  • Metric definitions
  • Stage conversion and time in stage
  • Source quality
  • Quality of hire at six and twelve months
  • Plan versus actual
  • Leadership and investor reporting

Which of these do you need?

Thirty minutes on where hiring, onboarding, or your systems are stuck. The call covers what to build, what your company would own, and whether Lurano is the right fit.

Book a 30-minute call →
nick@lurano.co
uranoNick Uranga
01Services 02How it works 03What it costs 04Background Get in touch
02How it works

Fractional. Consulting. Interim.One way of working.

Every engagement builds the same four things inside your company: a documented process, connected systems, trained hiring managers, and reporting your leadership reads.

2.1

The approach

Lurano does the hiring work and builds these four things alongside it, in this order.

  • 01A documented process for each step, with owners and time targetsFoundation. Everything else sits on it.
  • 02Systems configured, connected, and owned by someone on your payroll who can change themFrame. Holds the process in place.
  • 03Hiring managers and interviewers trained, with scorecards and interview kits for each role familyWalls. The people who live in it.
  • 04Reporting your leadership team reads, built inside the tools you already pay forRoof. Only goes on once the rest stands.
2.2

Three ways to work together

The models differ in time commitment and pricing. The four things you keep do not.

Fractional

ShapeSet days a month, on your team, across as many of the seven areas as the plan needs

PricingA monthly rate based on days per month, adjusted as the plan changes

Time to startDays. No search, no ramp

Best forCompanies that need the hiring engine built and run, but not a full-time leader

Leadership-level work without a full-time salary. The right option for most companies between their first recruiter and their first full-time head of people.

Consulting

ShapeOne deliverable, scoped up front: a hiring process, an onboarding workflow, a systems build, a reporting layer, an executive search

PricingA fixed price for the deliverable, agreed before work starts

Time to startA week to scope, then the work

Best forCompanies with a leader in place and one part of the function that is not working

A finished piece of the function, delivered with the documentation and training your team needs to run it. Not a report about what to build.

Interim

ShapeFull-time in the seat while you hire the permanent leader

PricingA monthly rate for the period, with a defined end date

Time to startDays. Open searches continue while you recruit the replacement

Best forCompanies whose talent or people leader has left, or has not been hired yet

The seat is theirs the day they start, with the function running and every process written down for them. Lurano can also help scope the role and interview the finalists.

Pricing and savings by hiring volume: What it costs ↗

2.3

Compared with the alternatives

There are three other ways to get this work done. For each one, ask what you keep when it ends.

Full-time hire

Cost$200k or more fully loaded, plus equity, plus the search to find them

Time to startThree to six months to hire, then a quarter to ramp

What you keepEverything, permanently

LimitationYou commit to a salary and a scope before you know what the function needs

The right choice once hiring is high-volume and permanent. Most companies reach that point later than they expect. Part of the work is telling you when you get there.

Agency

Cost20 to 25 percent of first-year salary, per hire

Time to startFast, for a single search

What you keepThe hire. Nothing else

LimitationNo process is built. The next role starts from zero at the same price

Right for hard searches and peak volume, working from your process and scorecards.

Advisor

CostHourly, or a retainer

Time to startFast to a recommendation

What you keepA recommendation and a list of tasks

LimitationSomeone on your team still has to do the work

Useful when the question is narrow. Advice is not an operating function.

2.4

Which model fits

Find the situation closest to yours. Two of these are cases where none of the three is the right choice.

  • We just raised and the hiring plan doubledFractional

    Defined scope, defined period. Lurano builds the plan, the process, and the recruiting team while you keep hiring against the new targets.

  • We have no hiring function yetFractional

    Less expensive to build it correctly once than to rebuild it after a year of ad hoc hiring. Days scale down as your team takes over.

  • Our talent leader just leftInterim

    Cover within days. Open searches continue, and the function is documented for whoever takes the seat.

  • Hiring is fine. Onboarding and our systems are notConsulting

    One scoped deliverable: the workflow from accepted offer to day ninety, the ATS and HRIS configured and documented, your team trained to run it.

  • We need to hire an executive and have never run a searchConsulting

    One search, start to finish. The loop and scorecard stay with you for the next one.

  • Hiring rises for two quarters, then returns to normalFractional

    Increase days during the peak, reduce to zero after. This is what the model is for.

  • We need forty hires a month, indefinitelyWrong choice

    Hire a full-time leader. Lurano can run that search, but none of these models replaces one at this volume.

  • Leadership has not agreed what it wantsWrong choice

    All three models carry out a decision. None of them makes it for you. Start with a conversation.

2.5

Yours to keep, whichever model you choose

The documented process, the connected systems, the hiring-manager training, and the reporting stay in your company and keep working.

Does one of these describe your situation?

Thirty minutes on where hiring, onboarding, or your systems are stuck. The call covers what to build, what your company would own, and whether Lurano is the right fit.

Book a 30-minute call →
nick@lurano.co
uranoNick Uranga
01Services 02How it works 03What it costs 04Background Get in touch
03What it costs

Priced by the work,not by the hire.

No placement percentages, and no retainer that keeps running after the work is done. In every model the process, systems, and data are yours, and there is nothing to keep paying for.

3.1

How each model is priced

  • Fractional

    Monthly, by days

    Set days a month, on your team, across the areas the plan needs. Priced by days per month and adjusted as the plan changes. Scales down as your team takes over.

  • Consulting

    Fixed, per project

    One deliverable, scoped and priced before work starts: a hiring process, an onboarding workflow, a systems build, a reporting layer, an executive search. Includes documentation and training.

  • Interim

    Monthly, defined period

    Full-time in the seat, for a defined period, while you hire the permanent leader. Priced monthly with an agreed end date.

How each model works and which one fits: How it works ↗

3.2

What fractional saves, by hiring volume

How many people will you hire in the next twelve months?

63%less than recruitment agencies
58%less than a full-time talent leader hire

These are based on a typical hiring plan at this volume. Yours will differ. The 30-minute call works out your numbers.

Get the number for your plan.

Thirty minutes on where hiring, onboarding, or your systems are stuck. The call covers what to build, what your company would own, and whether Lurano is the right fit.

Book a 30-minute call →
nick@lurano.co
uranoNick Uranga
01Services 02How it works 03What it costs 04Background Get in touch
04Background

Built inside companies,not advised from outside.

Lurano is the practice of Nick Uranga, who has run hiring inside venture-backed, public, and private-equity-owned companies, usually while the plan or the owner was changing.

4.1

The same work, at every stage of ownership.

Every one of these roles meant building the same things: the hiring plan, the process, the recruiting team, the systems, and the reporting that let a company hire at scale and keep hiring when the plan changed. That includes high-volume hiring for fulfillment centers and clinical staff, technical hiring across three regions in a regulated industry, executive searches with outside firms, and monthly reporting to boards and sponsors.

Companies bring that experience in for a project, a few days a month, or an interim stretch, without making a full-time hire. The founder leads every engagement directly.

LinkedIn ↗
4.2

Where the work was done.

  • StordVenture-backed

    High-volume hiring for fulfillment centers, built to run without daily supervision.

    Stord announced a nearly $250M Series F at a $3B valuation in May 2026 and operates close to 100 fulfillment locations, roughly 20 Stord-run and 80 partner sites.

  • VarianPublic, acquiredNow Siemens Healthineers

    Global technical recruiting across the Americas, EMEA, and APAC in a regulated industry, through the acquisition.

    $16.4B all-cash acquisition by Siemens Healthineers, completed April 2021. Varian is now a business segment of Siemens Healthineers; the name remains on the oncology product line.

  • SharecarePublic, then private equity

    High-volume caregiver and healthcare professional hiring, through the public-market years and into private ownership.

    Taken private by Altaris in October 2024 at $1.43 a share.

  • AuctanePrivate equity, globalNow ShipStation Global

    Hiring across a multi-brand, multi-country portfolio: ShipStation, Stamps.com, Metapack, Packlink.

    Auctane completed its merger with WWEX Group on June 1, 2026; the combined company operates as ShipStation Global, backed by Thoma Bravo.

  • Ciox HealthPrivate equityNow Datavant

    Built the hiring engine for every part of the business: payer call centers, provider-side release of information, corporate, and IT. Executive team reporting.

    Ciox, backed by New Mountain Capital, agreed to merge with Datavant in June 2021 in a $7B transaction; the combined company took the Datavant name.

Company details current as of August 2026.

Start with a conversation.

Thirty minutes on where hiring, onboarding, or your systems are stuck. The call covers what to build, what your company would own, and whether Lurano is the right fit.

Book a 30-minute call →
nick@lurano.co