How we work
A clear, structured recruitment process.
Every search follows the same eight phases, so you always know what happens next. What changes is the detail — interview rounds, assessment type, and sourcing channels are shaped around the specific role, not applied as a template.
Your point of contact
A single dedicated recruiter
You're assigned one recruiter as your point of contact for the entire search. All updates, questions, and decisions run through them — no chasing multiple inboxes, no repeating yourself to different people.
Backed by more hands
Behind that one contact, several recruiters work the role in parallel — sourcing, screening, and building the shortlist together. You get the speed of a full team, with the simplicity of dealing with just one person.
The process
Eight phases.
Phases 3 to 5 include what happens to candidates who aren't taken forward — every one of them gets feedback and a place in our talent pool.
Role understanding & briefing
We build a full picture of the role and the business before sourcing begins.
- Company overview, team structure, and reporting line
- Must-have vs. nice-to-have criteria
- Compensation and market-rate benchmarking
- Agreed timeline and success criteria
Sourcing strategy
We draw on multiple channels at once to build a strong, relevant pool of candidates.
- Internal candidate database
- Job board advertising
- LinkedIn Recruiter and direct outreach
- External and specialist databases, referrals
Screening & assessment
Candidates are screened for role fit and compatibility before they're put forward.
- Introductory call: role overview, expectations, motivation
- Compatibility assessment against agreed criteria
- Optional technical interview or skills test
Candidates who aren't a fit receive feedback and join our talent pool for future roles.
Shortlist presented to you
You receive a clear, comparable shortlist — not just a stack of CVs.
- Full CV
- Salary expectations
- Availability to start
- Recruiter notes on experience and motivation
Candidates you don't take forward are given feedback and remain in our talent pool.
Hiring manager interviews
We coordinate scheduling and keep everyone informed through each round.
- Interview logistics and calendar coordination
- Structured feedback collected after each round
- Regular status updates to you throughout
As at earlier stages, unsuccessful candidates receive feedback and stay in our talent pool.
Offer management
We manage the offer conversation to reduce the risk of late drop-out.
- Salary and package negotiation between both parties
- Start date confirmation
- Counter-offer handling, where relevant
Contract & onboarding
We support through to signature and beyond, to help the placement stick.
- Contract issued and signed
- Check-ins at 30, 60, and 90 days post-start
Guarantee period
If a placed candidate leaves within the agreed window, we run a replacement search at no additional fee.
Guarantee length depends on your engagement type — see hiring options.
Nothing is a dead end
Whenever a candidate isn't progressed, at any phase, we give them constructive feedback and add them to our talent pool. That means strong candidates who weren't right for this role are already warm for the next one — which speeds up every search that follows.
Data protection & confidentiality
All candidate data is handled in line with GDPR. CVs and personal information are stored securely, used only for the purposes of the search, and retained in line with our data retention policy. Searches can be run on a confidential basis on request. Read our privacy policy.
Ready to become a client?
Book a short call and we'll get in touch to take it from there — no obligation.