Our Recruitment Process | Xist4 | Bristol & London

How a Search Works

1. Briefing

A real conversation, not a form emailed over. What the role has to achieve, why it matters, what success looks like at twelve months, and what would put the right people off. We ask the questions most recruiters skip, and the answers shape everything after.

2. Diagnostic

Before anything goes to market, or to find out why a live search has stalled, we work out what is actually wrong: the brief, the salary, the advert, the process. This is the step we run as a standalone service, the Hiring Campaign Diagnostic, for anyone who wants to start here.

3. Research and Whole-Market Mapping

Before we approach a single person, we map the whole market for the role, not the slice that happens to be on the job boards this week. That means the people actively looking and, more to the point, the far larger group who are not looking at all but would move for the right opportunity. Most of the strongest candidates sit in that second group. We benchmark what they earn and what would make them move, so if your salary or brief is out of step with the market, you hear it from us before we go any further.

4. Outreach That Starts With a Why

We approach the best-fit people directly, one at a time, never as a bulk message. And every approach starts with a why: what you are building, why it matters, and why someone good should consider leaving a job they are not unhappy in. We promote the employer and the opportunity, not just the vacancy. Strong candidates do not move for a job title. They move for a reason, so we give them one.

5. Longlist and Assessment

A considered longlist, assessed against the brief on capability, motivation, expectations and whether the move genuinely makes sense for the person. Every name on it is one we would stand behind.

6. Shortlist, Offer and Beyond

Shortlisted candidates are briefed, prepared and kept close. We manage both sides of the offer, handle counteroffer risk before it becomes a problem, and stay with it through notice and into the first weeks. Then we check in at Day 1, Week 1 and at one, three, six and twelve months. A good hire should still be a good hire a year on.

 

Ready to Start a Search?

If you have a role to fill and want to work with a recruitment partner who is clear about how they work and why, we would be glad to hear from you.

Register vacancy Book Xist4's Hiring Campaign Diagnostic

1. Briefing

We start with the right questions

2. Diagnostic

We find what's wrong before you go to market, or why it stalled after

3. Research

We map the whole market, not the job boards

4. Outreach

We reach the people who are not looking

5. Assessment

We present people we stand behind

6. Offer and Beyond

We stay involved until they are settled

What our clients say

Testimonials

Xist4’s thorough pre-analysis and filtering meant our team saw only on-brief candidates, and their clear grasp of our technical requirements kept everyone well prepared throughout a lengthy process. The result was the successful appointment of both a Development Manager and a Product Manager, and we would readily recommend their services.

Xist4 nailed the brief, running an inclusive search that broadened our thinking and zeroed in on the right profile for our flagship product’s training and adoption framework. We hired Amanda, she is already adding real value, and we would happily recommend Xist4 to any company looking to diversify with exceptional talent.

Xist4 were responsive, professional and a pleasure to work with, using their IT expertise and rigorous technical screening to present only candidates who met the brief. We secured an outstanding Group ICT Manager quickly and efficiently, and would gladly use and recommend Xist4 again.

Xist4’s transparent screening made it easy to compare strengths, and they delivered a diverse, on-profile slate for our Software Developer role. Gozie was responsive and never pushy, and the top two of our final four came from Xist4; we would happily recommend them.

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