Understand the job
What needs to be different once this person joins? We clarify the responsibilities, the team and what success will look like.
How we work
Context first.
Before we send you candidates,
we’ll ask you questions.
What does this person need to deliver? What makes the role worth taking? And what will help you make the decision? That’s where the search starts.
Our search process
From the first questions to a shortlist you can act on.
We agree what matters, find relevant people and speak with them before introducing them to you. Here’s how that works.
Give the brief a reality check
We test the combination of experience, skills, salary and expectations. If the brief asks for three people in one, this is where we say so.
Find the right people
We map relevant companies, roles and backgrounds, including people who are doing well where they are and aren’t actively applying.
Make the conversation worth having
We approach people with a clear reason to talk: what the role involves, why it could suit them and what might make a move worthwhile.
Go beyond a good interview
We explore experience, skills, motivation and working style in depth. We look for concrete examples and identify what still needs checking.
Give you a shortlist with a point of view
You meet a small group of relevant candidates we’ve already interviewed. We explain the strengths, the trade-offs and who we recommend — with reasons.
You’ll know why each person is on the shortlist — and what we still need to find out.
Our approach in practice
What you can expect from us.
We’ll question
the brief.
If the scope, salary and expectations don’t add up, we’ll raise it early. It’s a more useful conversation before the search than three weeks into it.
We make the
approach personal.
A relevant opportunity deserves a relevant message. We explain why we’re getting in touch and take time to understand the person’s response.
We keep sensitive
conversations small.
We agree what can be shared and when, and handle both client and candidate information discreetly.
We keep
things moving.
First relevant candidates often arrive within 9 days of agreeing the brief. We’ll give you a realistic timeline for your search and keep you informed as it develops.
Tell us about the role.
We’ll bring the questions.
You don’t need a perfectly polished brief to start. Tell us what you need this person to make happen, and we’ll work through the rest together.
Let’s talk about the role