Permanent recruitment
We find the candidates who should become part of your team: a focused shortlist of three or four, each with the reasoning behind our choice.
- The profile is genuinely hard to find, or the market for it is small.
- You want a shortlist of truly relevant candidates.
- The role is technical and needs a recruiter who speaks the language.
- You need someone approached carefully and discreetly.
- You care about your employer brand. Every candidate who hears about your role is experiencing your brand, so we source precisely and follow up closely with everyone, so that even candidates who are not selected want to apply to your company again.
Understand
One call with the hiring manager, not with HR alone. We want the technical context.
From you: 45 minutes and honesty about the difficult parts of the role.
Map
A written market map: who exists, where, at what level, and what the role competes against.
From you: a reaction to the map. It often changes the brief.
Search & assess
Direct approach, then a structured interview covering competence, motivation and method.
From you: nothing yet. This is our work.
Introduce
A short list with written reasoning — and our reservations, where we have them.
From you: feedback within a few days. Good candidates do not wait.
Offer
We handle the awkward conversations about money, counter-offers and notice periods.
From you: room to negotiate, and a decision you can defend.
Follow through
Contact through the notice period and the first months, so the new hire settles in well.
From you: tell us early if something is not working.
- The CV, and a plain-language summary of what this person actually does.
- Why we think they fit — and what we are less sure about.
- Their motivation, in their words, including what would make them say no.
- Salary expectation and notice period, verified, not guessed.
- Where relevant, a Method Profile page describing how they work.
We work with a market-standard success-based fee as a percentage of first-year package, with a replacement guarantee. Exclusivity is not required, though it changes how we prioritise.
To discuss how we can collaborate and assess if we’re a match, contact us directly.
Get in touch“From that point on we got a continued influx of good candidates, many of which became employees — and colleagues.”