A brief we actually take
We agree must-haves, realistic market rate, and what success looks like at twelve months before anyone is approached.
For employers
Hire the person, not the CV
Tell us what good looks like and we will come back with a calibrated shortlist — screened against your brief, referenced, and priced to the market as it is today.
What you get from us
The things that separate a shortlist worth interviewing from a stack of forwarded CVs.
Direct approach, not adverts
The strongest people in most markets are not applying to anything. We go to them.
Written screening notes
Every shortlisted candidate comes with notes on why they are on the list, and what to probe at interview.
Replacement guarantee
If a permanent hire leaves or is released within the agreed period, we run the search again at no further fee.
Ways we can help you hire
Engage us for a single search, or for the whole function.
Permanent Recruitment
Full-time hires sourced, screened, and delivered as a shortlist you can actually interview — not a pile of CVs.
Learn moreContract & Temporary Staffing
Skilled contractors and temporary staff available at short notice, with the compliance and payroll handled.
Learn moreExecutive Search
Confidential, retained search for leadership appointments where the wrong hire is expensive and public.
Learn moreRecruitment Process Outsourcing
We run all or part of your hiring function as an extension of your team, at a fixed monthly cost.
Learn moreEmployer of Record & Global Payroll
Hire someone in a country where you have no legal entity — we employ them on your behalf, compliantly.
Learn moreTalent Advisory & Market Intelligence
Salary benchmarking, talent mapping, and market data — so hiring decisions rest on evidence rather than instinct.
Learn more
- 2,400+
- Placements made
- 92%
- Retention at 12 months
- 21 days
- Average time to hire
- 4.8
- Average client rating
How we work
The same process on every assignment
You always know what stage the search is at, and what happens next.
01
Brief
We agree the must-haves, the realistic market rate, and what success looks like at twelve months.
02
Calibrate
A first small batch of profiles confirms we have read the brief the way you meant it.
03
Search
Direct approach into passive talent, not just the people already answering adverts.
04
Screen
Competency and motivation screening against the brief, with written notes on every candidate.
05
Shortlist
A shortlist you can actually interview, with scheduling handled on your behalf.
06
Offer
We manage expectations on both sides through offer and notice — where most hires are lost.
07
Aftercare
Check-ins through probation, and a replacement guarantee if it does not work out.
What that looks like in practice
Assignments we have delivered, with the outcomes they produced.
Scaling an engineering team from 12 to 40
Twenty-eight engineering hires in nine months after eighteen months of stalled recruitment, with retention holding at 96%.
- Backend Engineer
- Frontend Engineer
- Platform Engineer
- Engineering Manager
Closing a clinical rota gap in three weeks
Filling a persistent nursing shortfall across four sites, cutting agency spend by a third while improving shift fill.
- Registered Nurse
- Theatre Practitioner
- Healthcare Assistant
- Ward Manager
Tell us who you need
Give us the role, the sector, and the timeline. If it is not something we can do well, we will tell you that too.
Have a role open right now?
Send us the brief and we will tell you honestly what is achievable, and by when.