A brief taken properly
We start with a conversation, not a job description. Half the roles that stay open are open because the brief and the market disagree, and that is worth finding out on day one.
For employers
Hiring help that earns its fee
You do not need more CVs. You need the three people worth your interview slots, and someone who will tell you the truth when the brief is not findable.
Why partner with us
What you actually get
Shortlists, not CV dumps
Three to five profiles you can genuinely interview. Every one spoken to, checked against the brief and briefed on your business before you meet them.
One named consultant
The person who took your brief is the person who runs it. No account-manager handoff and no re-explaining the role to someone new three weeks in.
Honest market feedback
If the compensation is off, the location is the problem or the profile does not exist at that price, you will hear it early rather than after two months of silence.
Confidentiality where it matters
Replacement searches and stealth mandates handled without your name entering the market before you decide it should.
Follow-through past the offer
Counter-offers, notice-period drift and joining-day no-shows are where hires are lost. We stay involved until the person is at their desk.
Engagement models
Two ways to work together
Which one fits depends on how hard the role is and how much of the market has to be covered — not on how much you want to spend.
| Contingency | Retained | |
|---|---|---|
| Best for | Roles with a reasonable candidate pool where speed matters most | Leadership seats, confidential replacements and genuinely scarce skills |
| How we search | Network, referrals and our existing database | Full market map with named-company coverage and direct approach |
| Commercials | Paid on successful joining only | Staged across engagement, shortlist and joining |
| Exclusivity | Not required | Exclusive for the duration of the search |
| Reporting | Pipeline updates while the role is live | Written longlist review before any approach is made |
| Typical use | Individual contributor to senior management | Head of function, CXO and board appointments |
How we work
From brief to desk
The same five steps every time, so you always know where a mandate stands without having to chase for it.
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Discover
A working session with the hiring manager to pin down the role, the team it joins and what success looks like at six months.
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Source
Networks and referrals first, then mapped competitors, then our own database. In that order, because that order produces better candidates.
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Screen & assess
Structured conversations covering capability, motivation and whether their expectations survive contact with your offer range.
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Interview & align
We coordinate the loop, chase feedback in both directions and flag mismatches early rather than letting them surface at offer stage.
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Offer & onboard
Offer negotiation, counter-offer management and a check-in after the first week to catch problems while they are still small.
Share your requirement
Tell us what you need to hire
The more you can tell us about the role, the more useful the first reply will be.
Prefer to talk it through?
Send a one-line email and we will come back to you with a time. No form, no sequence of follow-up messages.
Email us directly