Screening & assessment.
The part of the word “verified” that does the work. Structured, evidenced and consistent enough that two different consultants reach the same conclusion about the same candidate.
Five checks, in this order.
Screening conversation
Twenty to thirty minutes, always live. Motivation, current situation, salary expectation, notice period, mobility and the two or three things about the role that would make them leave the process.
Structured interview
The same questions, in the same order, scored against your criteria. Competency evidence in the candidate's own examples — not the consultant's impression of them.
Role-specific assessment
Technical exercises for engineering and data roles, language and simulation testing for CX, case work for commercial, credential verification for clinical and regulated finance. Chosen with you, calibrated on your current team.
Verification
Right-to-work, identity, qualifications where they are load-bearing, and two references taken by voice. Discrepancies are reported to you as found, not smoothed over.
Scorecard
One page per candidate: evidence per criterion, a stated recommendation, the risks, salary, availability and what would make them say yes.
Consistency is what makes a shortlist defensible.
Unstructured interviews are close to useless as predictors and impossible to defend when a hiring decision is challenged. Structured, scored interviews are the single largest improvement most hiring processes can make — and they are also the fairest.
It matters commercially too: a written scorecard lets your panel debate evidence instead of impressions, which is usually the difference between a decision in two days and a decision in two weeks.
What we hold ourselves to.
Same questions, same order
Every candidate for a role is assessed against one instrument, agreed with you before screening opens.
Evidence over impression
Scores must cite something the candidate said or produced. “Felt strong” is not a score.
Feedback to everyone
Anyone who reaches interview gets a call and written feedback, whatever the outcome.
Adjustments as standard
Assessment adjustments are offered to every candidate, not only those who know to ask.
Data minimisation
We collect what the decision requires and nothing else. Candidates can see their own record.
Audit trail
Every scorecard, assessment and reference is retained for the period you require and handed over on request.
On method.
Put a standard over your pipeline.
Send us five CVs you are unsure about. We will screen them and show you the scorecard.