Permanent recruitment
We find people who should become part of your team. Three or four introductions with the reasoning attached, rather than a stream of profiles that arrive faster than you can read them.
- The profile is genuinely hard to find, or the market for it is small.
- Your own pipeline produces volume but not relevance.
- The role is technical enough that a non-technical recruiter would misread it.
- You need someone approached carefully, not advertised to.
- You need twenty junior profiles at the lowest possible fee.
- The role is undefined and the definition is what you actually need help with.
- You want a database dump. We do not do that, and it would not help you.
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 — the phase where placements actually fail.
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.
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 CONFIRM — fee %, guarantee period, payment terms. Publish exact numbers or remove this block; do not publish vague ones.]
Whatever the final wording: the number goes on the page. Buyers who have to ask assume the worst.
“From that point on we got a continued influx of good candidates, many of which became employees — and colleagues.”
Review given to us as Doowings