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.
We start with the right questions
We find what's wrong before you go to market, or why it stalled after
We map the market before we move
We reach the people who are not looking
We present people we stand behind
We stay involved until they are settled
Let’s start building your winning team – contact us now to begin.
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