Interview decision-ready candidates,
not piles of CVs.
We turn the hiring need into clear evidence criteria, search the relevant market and introduce only candidates assessed for experience, capability and motivation.
- average brief-to-acceptance
- 20 days
- successful-hire rate
- 86%
- assessed professionals in our network
- 20,000+
- industries covered
- 12+
Hiring breaks when criteria, channels and decisions are misaligned
Most failed hires do not begin with a lack of candidates. They begin with an unclear brief, inconsistent assessment or slow decisions. We address all three.
The role is unclear
We translate the job description into outcomes and essential capabilities.
The right people do not apply
We add direct search and specialist networks rather than relying on advertising alone.
Interviews consume managers' time
Unsuitable candidates are removed before interviews with managers.
Decisions are inconsistent
Structured interviews and scorecards make candidates genuinely comparable.
One connected process from role definition to offer acceptance
Engage us for the full cycle or for a defined part of the recruitment process.
Intake and role definition
Align the organisation's needs, role outcomes, market reality and the evidence required for a yes or no decision.
Search strategy
Choose the right mix of advertising, networks, referrals, database search and direct outreach.
Candidate sourcing and pre-screening
Assess experience, results, motivation, expectations and constraints before introduction.
Structured interviewing
Build and apply a role-specific competency interview and scorecard.
Candidate coordination
Keep scheduling, feedback and communication fast enough to retain strong candidates.
Presenting the offer
Support job-offer negotiations and make replacement terms clear from the outset.
A short path with clear ownership
Each role has an accountable lead, visible status and consistent decision criteria.
- 01
Define
Turn the hiring manager's need into an actionable brief and scorecard.
- 02
Search
Activate the right channels, direct search and sector network.
- 03
Pre-assess
Examine track record, motivation, compensation and role fit.
- 04
Shortlist
Present assessed profiles with a concise view of strengths and risks.
- 05
Interview
Coordinate stages, accelerate feedback and maintain candidate engagement.
- 06
Offer and start
Manage the offer, negotiation, acceptance and start-date follow-through.
When does an external recruitment partner add value?
The goal is not to replace your HR team. It is to add capacity, network and specialist capability where the internal team needs it.
A partnership is a good fit when…
- Specialist roles have remained open after advertising.
- Managers spend too much time interviewing unsuitable candidates.
- You need a network in a new sector or job family.
- Assessment quality must become consistent across teams.
The internal team may be enough when…
- Volume is low and roles are general and repetitive.
- You already have a current database and sufficient network reach.
- The team has time and skill for full sourcing and assessment.
- The current process already delivers strong acceptance and retention.
Tools for a stronger hiring process
View all resources ←Recruitment service FAQs
What employers ask before assigning a vacancy.
What is included in the recruitment service?
The typical scope covers intake, search strategy, sourcing, screening, assessment, interview coordination, offer management and start-date follow-through. The exact scope is agreed for each engagement.
What roles do you recruit for?
We focus on specialist, professional and leadership roles across multiple industries. Before accepting a role, we assess whether we have credible access to its candidate market and the expertise to evaluate it.
When will we see the first candidates?
Timing depends on scarcity and brief quality. Following intake, we provide a clear search plan and expected date for initial profiles.
How are recruitment fees determined?
Role level, volume, scarcity, engagement model and service scope all affect price. Fees and replacement terms are set out before work starts.
Is there a replacement guarantee?
All hires include replacement assurance. Its duration, conditions and exclusions are documented in the agreement before the engagement begins.
Which role has become difficult to fill?
Send the title, sector, location and desired timing. We will assess search feasibility and recommend the most suitable engagement model.
Prefer to talk directly?
Our consultant answers — call us, or request a consultation and we reply within one business day.