You have been let down by an agency before.
Most companies we speak to have. So here is exactly what we do differently, what it costs, and what we will refuse to do.
Four commitments, in writing.
A shortlist of three, in fourteen days
Not a stream of CVs to triage. Three candidates, each with a written case and a confirmed availability date. Miss the window and the retainer is returned.
The market map before the outreach
You see the size and shape of the pool in week one — including when it tells you the salary band or the location requirement is the reason the role has not been filled.
One consultant, capped mandates
The person who took your brief runs your search and attends your debriefs. Each consultant holds a hard cap on concurrent mandates, which is why we sometimes say no.
The risks, told to you early
If the strongest candidate on the shortlist has a flight risk, a counter-offer likelihood or a gap you should probe, it is in the scorecard. Our incentive is your ninety-day retention.
From one appointment to four hundred.
Key appointments
Leadership, first-in-function and specialist roles. Retained, discreet where needed, one consultant end to end.
Squad and function build
Five to thirty hires against one architecture — sequenced so the first hires help you assess the next, with consistent scorecards across the cohort.
High-volume ramps
Fifty to four hundred hires with a dedicated pod, a fixed assessment battery, daily throughput reporting and an attrition-aware pipeline that stays warm.
Hiring in forty countries, contracted in each.
Sourcing across borders is easy to claim. The hard part is the offer stage: entity, contract, payroll, tax, notice conventions and the local reality of what a competitive package looks like.
We either hold that infrastructure or brief your EOR properly, so an accepted offer does not stall for three weeks in legal.
- Local employment contract and notice conventions
- Right-to-work, visa and sponsorship timelines
- Payroll, tax and statutory benefit setup
- Relocation and dependent considerations
- Competitive package benchmarking per market
What we will not do.
The list matters more than the capability list.
Send twenty CVs
Volume of submissions is a sign the brief was never understood. Three, with cases, or we go back to the drawing board.
Take a mandate we cannot fill
If the market map says the role cannot be filled at that band in that location, we tell you on the first call — before invoicing anything.
Poach from a client
Off-limits lists are honoured for the life of the relationship plus twelve months, in writing.
Let a machine reject a person
Automation helps us find and organise. A consultant makes every judgement and signs it.
Hide behind a percentage
Fees are stated as figures against stages, agreed before the brief is signed.
Ghost a candidate
Everyone who interviews gets a call. Your employer brand is part of the mandate.
Commercials and process.
Thirty minutes, and you keep the market view.
Bring one role. We will tell you what it will take to fill it — including if the answer is uncomfortable.