How we recruit
From brief to first day.
Every search follows the same disciplined process, run by a consultant who specialises in your industry.
The process
Eight steps, with you at every decision
- 01Brief
We meet the hiring manager to understand what the role must achieve, the team, must-have skills, salary range, location and timeline. We confirm it in writing.
- 02Market view
We tell you how many suitable people exist, what they earn, and anything in the brief that may slow the search.
- 03Search
We combine our candidate database, referrals, targeted advertising and direct approach to people who are not actively looking.
- 04Screening and assessment
Each candidate is interviewed by the consultant against the brief. Where relevant we use skills tests, case questions or work samples.
- 05Shortlist
You receive a short list of assessed candidates, each with a written summary of fit, motivation, notice period and salary expectations.
- 06Interviews
We schedule interviews, brief candidates, and collect feedback from both sides within agreed times.
- 07Offer
We help you prepare a competitive offer, manage negotiation, and check references with the candidate's permission.
- 08Joining and beyond
We stay in touch through the notice period and after joining. Permanent hires are covered by our replacement guarantee.
Assessment
How we check candidates
Structured interviews
Questions mapped to the brief, so candidates are compared on the same basis.
Skills evidence
Technical tests, case questions or work samples where the role needs them.
Motivation and fit
Why the candidate wants this role, their career direction and their working preferences.
Practical checks
Notice period, current and expected pay, location and availability confirmed before you meet them.
References
Taken with the candidate's consent, usually at offer stage.
Background verification
Education and employment checks arranged on request, with consent.
Candidates
How we treat candidates
The way candidates are treated reflects on your employer brand. We describe every role honestly, share salary information wherever the employer allows, give feedback after interviews, and never charge candidates a fee. Personal data is shared only with employers for roles a candidate has agreed to be considered for.
Timelines
What to expect
| Solution | Typical timeline |
|---|---|
| Permanent recruitment | First shortlist in about two weeks |
| Contract and temporary staffing | First candidates often within one to two weeks |
| Executive search | Typically eight to twelve weeks to appointment |
| Recruitment process outsourcing | Transition in four to six weeks |
| Workforce consulting | Two to four weeks |
Timelines depend on the role, the market and how quickly interviews can be arranged.
Questions
Frequently asked questions
How many candidates will you present?
Usually three to five well-matched candidates per role, rather than a long list of CVs.
Who will we work with?
A named consultant from the relevant industry practice, supported by a researcher.
What do you need from us?
A clear brief, an agreed salary range, a named decision-maker, and interview slots for shortlisted candidates.
What if no one on the shortlist is right?
We review the feedback with you, adjust the search and present further candidates.
Start a search
Brief us in four short steps. A consultant will respond within one business day.