Recruitment services
Four engagements, each scoped differently. We agree which one fits before any work begins, and we will tell you when the requirement does not warrant a search at all.
Permanent recruitment
Mapped, qualified shortlists for permanent appointments across our specialisms.
Most permanent briefs arrive with a job description and a deadline. We begin one step earlier: what the role is accountable for, who it reports to, what the first year looks like and which of the requirements are genuine rather than inherited from a previous version of the role.
From there we build a market map, approach directly, and present a small number of candidates with written context on motivation, availability and fit against the agreed criteria.
- BriefScope, reporting line, assessment criteria and process agreed in writing.
- MapRelevant market identified and approached directly, alongside our existing network.
- AssessStructured interviews against the agreed criteria, with written candidate context.
- ShortlistA considered shortlist rather than a volume of profiles.
- OfferCompensation, notice and counter-offer risk handled openly on both sides.
Executive search
Discreet, methodical search for leadership appointments and confidential replacements.
Leadership searches carry commercial and personal sensitivity. They are run as retained assignments, with a named consultant, a documented specification and a defined reporting rhythm.
Confidentiality is designed into the process: anonymous approaches where required, controlled disclosure of the organisation's identity, and no publication of the assignment.
- SpecificationLeadership context, mandate and success measures agreed with the board or hiring principal.
- ResearchSystematic mapping of the relevant market and adjacent sectors.
- ApproachDiscreet, named contact; the client's identity is disclosed under agreed conditions.
- EvaluationIn-depth interviews and written appraisals against the specification.
- AppointmentReferencing where authorised, offer management and structured onboarding support.
Contract & interim
Specialist professionals for defined projects, cover periods and interim leadership.
Contract requirements are usually urgent and specific. We keep the qualification tight: the deliverable, the duration, the working pattern, the day rate range and the engagement model.
We will tell you if a requirement is unlikely to be filled at the rate or in the timeframe proposed, rather than running a process that cannot succeed.
- RequirementDeliverable, duration, working pattern and engagement model confirmed.
- AvailabilityImmediately available and short-notice professionals qualified against the brief.
- ComplianceRight to work and engagement status verified before any introduction.
- PlacementStart arranged, with a defined point of contact for the duration.
Talent advisory
Structural work on job design, hiring process and assessment before a search begins.
Some hiring problems are not sourcing problems. A role that has been open for months, a team that keeps losing its second hire, an interview process that loses candidates at stage three. These are design issues.
Advisory work is scoped separately from search. It may cover job architecture, levelling, interview design, assessment criteria or the sequence in which a team should be built.
- ReviewCurrent roles, process and outcomes examined with the hiring team.
- DiagnosisWhere the process is losing candidates, and why.
- DesignRevised job architecture, criteria and interview structure.
- HandoverDocumented recommendations your team can run without us.