Who we serve

Sectors we recruit for

Consultants who know their market — the titles, the salary reality, and who is actually good — rather than generalists working from a keyword list.

Business pages showing market performance

Specialist desks, not a general one

Four markets we know properly, from entry level to executive appointments.

2,400+
Placements made
92%
Retention at 12 months
21 days
Average time to hire
4.8
Average client rating

Proof across sectors

Selected projects from the sectors we work in most.

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
Scaling an engineering team from 12 to 40 — Hire On Spot success story

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
Closing a clinical rota gap in three weeks — Hire On Spot success story

A confidential CFO appointment

Replacing a sitting finance director without the market — or the incumbent — knowing, ahead of a planned exit.

  • Chief Financial Officer
A confidential CFO appointment — Hire On Spot success story

Staffing a seasonal peak of 80 operatives

Eighty warehouse operatives recruited, inducted, and productive across a six-week ramp, with 94% attendance.

  • Warehouse Operative
  • Forklift Driver
  • Shift Team Leader
  • Goods-In Coordinator
Staffing a seasonal peak of 80 operatives — Hire On Spot success story
View all success stories

How we work

The same process, whatever your sector

Domain knowledge changes the questions we ask — it does not change how we deliver.

  1. 01

    Brief

    We agree the must-haves, the realistic market rate, and what success looks like at twelve months.

  2. 02

    Calibrate

    A first small batch of profiles confirms we have read the brief the way you meant it.

  3. 03

    Search

    Direct approach into passive talent, not just the people already answering adverts.

  4. 04

    Screen

    Competency and motivation screening against the brief, with written notes on every candidate.

What our clients are saying

The clearest read on what we are like to work with.

Head of Engineering

Software company

They filled two roles we had been advertising for six months. The difference was that they told us our salary band was wrong before they started, rather than after.

Talent Acquisition Lead

Healthcare group

Every shortlist was worth interviewing. We stopped receiving CVs that had clearly been sent to five other clients the same morning.

Board Director

Manufacturing business

The confidential search was handled properly from start to finish. Nothing leaked, and the appointment was right.

Chief Operating Officer

SaaS business

They employed our first two hires in a country where we had no entity, and it took days rather than the months we had budgeted.

Hiring outside these sectors?

Ask anyway. Adjacent requirements usually sit next to a desk we already run, and we would rather refer you on than take a role we cannot fill.

Ask us