Permanent recruitment
Mapped, qualified shortlists for permanent appointments across our specialisms.
One conversation,
two sides of it.
Verrow works with hiring teams on permanent, interim and leadership appointments, and also with professionals deciding whether a move is worth making. The same brief, read honestly from both directions.
Set out the role, the constraints and the timeline.
See what we are working on, and how roles are described.
Four disciplines, worked deeply rather than broadly.
- Technology & DataEngineering, platform, product and data appointments where the shortlist has to survive a technical panel.
- Finance & AccountingQualified finance appointments from control and reporting through to commercial finance leadership.
- Engineering & IndustrialTechnical and operational appointments across manufacturing, energy, infrastructure and industrial products.
- Commercial & OperationsRevenue, marketing, supply chain and operating roles where measurable ownership matters more than a job title.
A brief is an argument, not an inventory.
Every assignment starts by agreeing what the role is accountable for, how it will be assessed and what is genuinely negotiable. Candidates are told the same thing the hiring team told us, and where a detail is unconfirmed, we say so instead of filling the gap.
“What is this person accountable for, and how will we know?” These are the two questions a brief has to answer before anyone is approached.
Definition
Accountability, reporting line and assessment criteria written down before anyone is approached.
Direct approach
Targeted mapping and named contact, alongside professionals already known to the practice.
Structured assessment
Interviews against agreed criteria, with written context on motivation and availability.
Considered shortlist
A short list of people who have been briefed properly, not a volume of profiles.
Offer and after
Compensation, notice and counter-offer risk handled openly with both parties.
Four ways to engage the practice.
Executive search
Discreet, methodical search for leadership appointments and confidential replacements.
Contract & interim
Specialist professionals for defined projects, cover periods and interim leadership.
Talent advisory
Structural work on job design, hiring process and assessment before a search begins.
- Who the role reports to, and who reports into it
- How the team is currently shaped, and why the seat is open
- The assessment stages, in order, with who is in the room
- The compensation position as the employer confirmed it
- Anything still unconfirmed, named as unconfirmed
We will not describe a role better than it is.
You will be told the reporting line, the team shape, the assessment process and the compensation position as the employer confirmed them. Your details are shared with an employer only with your explicit agreement, on a role-by-role basis.
Insights
Writing a brief that attracts the right shortlist
A hiring brief is an argument, not an inventory. What to define before a role goes to market.
How to assess a role before you apply
Questions worth answering for yourself before a conversation starts, and what a recruiter should be able to tell you.
Confidentiality in a leadership search
What discretion actually requires when a senior role must be filled without disruption.
Start from whichever side you are on.
Send the role, the constraints and the timeline. If we are not the right practice for the brief, we will say so.
Register your background and the kind of move you are considering. No obligation, and nothing shared without your agreement.