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Good hiring.Better questions.

We’ve built teams. We know what to ask — and how to get the right people interested.

First relevant candidates often arrive within 9 days of agreeing the brief.

Let’s talk about the role How we work

We’ll question the brief.

A well-written brief can still describe three jobs.

We make the case for you.

We represent your company and sell the opportunity honestly.

Fewer CVs. More reasons.

We interview first, then explain why each person is worth meeting.

The team matters too.

We explore working styles, team fit and room to learn and grow.

Services

The search that fits the situation.

Permanent, replacement or interim. We start with what you need.

Permanent Professional Search

The urgent problem matters. So does who you’ll want on the team a year from now. We work through both.

Replacement Search

Replacing someone is a good moment to ask what should change with them. We help clarify the role and handle the search discreetly.

Contractor & Interim Search

The project has a deadline. The expertise has a gap. We focus on who can do the work, when they can start and what they need to deliver.

Explore our services

How we work

Context first.
We’ve learned to ask before we search.

A brief can be beautifully written and still describe three different jobs. We work through the scope, priorities and expectations before taking it to the market.

See the full process →
01

Understand the role and the team

What needs to get done? Who will they work with? What are the manager and team like in practice?

02

Test the brief

Do the scope, experience and salary add up?

03

Map the market

Where are the relevant people, including those who aren’t looking?

04

Represent the opportunity

Make the case for your company and give each person a specific reason to consider the role.

05

Explore how it could work

We discuss experience, motivation and working style, alongside what the person wants to learn and where the role gives them room to grow.

06

Recommend

Explain who we recommend, why, and what still needs exploring.

We’ve made the hire.
Then worked with the person on Monday.

Our experience includes leading teams, building organisations and living with hiring decisions. It shapes what we ask, what we notice and who we recommend.

Hatamoto finds the people. Kamoto strengthens the system around them.

When the challenge also involves how work, decisions and responsibilities are organised, meet Kamoto.

Meet Kamoto

Bring the brief.
We’ll bring a point of view.

It doesn’t need another round of polishing. Tell us what the person needs to make happen, and we’ll work through the search with you.

Let’s talk about the role