End-to-end recruitment.
One mandate, one consultant, one accountable outcome. We take the role from an unwritten brief to a signed offer and a completed first quarter.
Roles where a bad hire is expensive.
Leadership appointments, first-in-function hires, specialist engineering, regulated finance roles — anywhere the cost of appointing the wrong person exceeds the cost of taking the search seriously.
It is also the right service when your internal team is at capacity, when the role has failed once already, or when the search needs to be discreet.
Six stages, fourteen days to the shortlist.
Calibration
Day 1
Ninety minutes with the hiring manager and one interviewer. We leave with the scorecard, the panel, the salary reality and the two or three things that actually get someone hired here.
Market map
Days 2–4
The addressable market, written down: target companies, titles, compensation bands, availability and the honest size of the pool. Delivered before a single approach is made.
Approach
Days 4–9
Named pipelines first, then researched outreach written by the consultant who took your brief. Every approach carries your actual proposition, not a job advert.
Verification
Days 7–13
Structured interview, role-specific assessment, references and right-to-work. Candidates who do not clear the bar are told why, in a call.
Shortlist
Day 14
Three candidates with written cases, evidence against each criterion, salary expectation and a stated availability date. Plus what we learned about your proposition in the market.
Offer and after
Weeks 3–15
Interview scheduling, feedback discipline, offer construction and counter-offer management. Then a check-in at day thirty, sixty and ninety with both sides.
Miss fourteen days and the retainer is returned.
Not credited against future work. Returned.
The only conditions are the ones you control: a signed-off scorecard, an agreed salary band and an interview panel that can meet inside the window. If those exist, the clock runs.
We also cap the number of concurrent mandates each consultant holds, which is why we occasionally decline work — and say so on the first call rather than the third week.