The process
Five steps, and exactly who does it
You are buying a process, so the process is published. Every stage below carries a clear split of who does what and a directional timeframe from real engagements.
5 steps
From signed brief to signed offer
2 of 5
Steps that need your team's time
90 days
Replacement guarantee window
Step by step
From signed brief to a hire who is still there at 90 days
- 01Kickoff
Post Your Job
The brief we agree in this session is the reference every later step scores against — so it is worth taking seriously. We pull apart the role, the team, the reporting line, the pay band and the first-90-days plan; if the brief is unrealistic for the market at that number, you hear it before sourcing begins.
- We do this
- Turns your brief into a hiring specification: responsibilities, required skills, seniority, compensation band and hiring timeline — captured in writing before sourcing starts.
- You do this
- Shares the role, the team it joins, the budget it sits inside and the timeline you are working to. One 60-minute kickoff call.
- 02Weeks 1–2
Search & Review
We start with the candidates we already know — the placements we have made before, the people we have interviewed recently — because that is the fastest and most reliable source of hire. Alongside that we run targeted outbound to the companies where the profile lives, and review any live applicant flow you have. The volume at this stage is the whole point; it is what makes the later cuts affordable.
- We do this
- Reviews our existing talent network first, then runs targeted outbound and reviews any new applicant flow — so the candidate pool includes people you would never have surfaced yourself.
- You do this
- Nothing required. Receives a weekly summary of pipeline volume and any early signal.
- 03Weeks 2–3
Screen & Interview
A specialist recruiter runs the initial screen and interview against the rubric we agreed with you — technical exercise for engineers, competency interview for corporate and leadership roles. Two thirds of the pool drops out at this stage; you do not lose an hour of your team's time to any of them. The transcript and scoring for the ones who advance goes into the shortlist so you can judge our reasoning.
- We do this
- Screens every candidate against the rubric agreed at kickoff and runs the initial interview or assessment — so unsuitable candidates never reach your calendar.
- You do this
- Nothing required. Receives the scoring rubric up front so nothing about the process is a surprise.
- 04Weeks 3–4
Analyze & Shortlist
Every candidate who cleared the screen is evaluated against the criteria that came out of kickoff. Only the ones who genuinely fit the specification are shortlisted; the ones who nearly fit are declined with feedback rather than sent forward as filler. Each shortlisted profile carries the assessment evidence, the compensation expectations, the notice period and a plain statement of where we think the risk is.
- We do this
- Evaluates every advanced candidate against the agreed criteria — relevant experience, skills, interview evidence, availability, compensation — and shortlists only the strongest three to five.
- You do this
- Nothing required at this stage. The shortlist arrives as one document per candidate.
- 05Weeks 4+
Profiles Delivered
You receive one written document per candidate — assessment result, culture-fit notes, compensation expectations and notice period — so you can decide who to interview from the summary rather than a stack of resumes. Once you pick, we handle the calendar, negotiate the offer to signature and check in at 30, 60 and 90 days. Every placement is covered by our written 90-day replacement guarantee.
- We do this
- Presents three to five shortlisted profiles with the screening and interview evidence attached — then manages the offer, negotiation and post-placement check-ins.
- You do this
- Reviews the shortlist, runs your own final interviews with the candidates you want to meet, makes the hire.
Boundaries
What we deliberately do not do
A recruitment partner that oversteps is worse than none at all. These lines stay where they are.
We do not make the offer
The hire joins your company, so the offer comes from you. We advise on the number and handle the conversation, but the decision and the contract are yours.
We do not send you volume
Three to five profiles, or we tell you the search is not working. A shortlist of twelve means we have pushed the screening job back onto you.
We do not post your role publicly
No job boards, no public listings under our name. Confidential searches stay confidential, including from the candidate's current employer.
We do not recruit from our own clients
Anyone we place, and anyone in your team, is off-limits for the life of the engagement plus twelve months.
Ready when you are
Send us one role and see what the shortlist looks like.
We reply to every enquiry within one business day.