Headhunted, not advertised.

Understanding your business

Every search starts with a conversation.

We take time to understand your business, the role, your team, your culture and what success looks like. We discuss the challenges you may face attracting talent and give honest market insight on salary expectations, candidate availability and likely timescales — the foundations of a targeted search strategy rather than another vacancy on a job board.

Building the search strategy

A tailored sourcing plan, not a generic advert.

Using our recruitment expertise, market intelligence and AI-assisted tools we build a plan around target companies, relevant titles, transferable skills, technical keywords, adjacent backgrounds, geography and diverse talent pools. Where useful we produce market maps and salary benchmarks so the search reflects the realities of today's market.

• Target companies
• Relevant job titles
• Transferable skills
• Technical keywords
• Adjacent backgrounds
• Geographic reach
• Diverse talent pools

Leveraging our network

Before we look outward, we look inward.

Our own ecosystem is the first port of call — a live database, previously interviewed candidates, trusted referrals, specialist communities, event attendees and passive candidates we've built relationships with for years. Many of the best people never apply for jobs; they move when the opportunity is right.

• Candidate database
• Previously interviewed talent
• Trusted referrals
• Specialist communities
• Event attendees
• Long-standing passive contacts

Targeted market search

Quality over quantity, always.

Once our own network is explored we run a proactive search of the wider market, combining sourcing methods and approaching individuals directly with tailored conversations about the opportunity. We would rather present a handful of exceptional candidates than dozens of average ones.

Candidate assessment

A structured screen before anyone is introduced.

Every candidate is assessed against the brief and beyond it — including transferable experience that may not be obvious from a CV.

• Career history & technical experience
• Motivation for moving
• Career aspirations
• Salary expectations
• Availability & notice
• Right to work / visa status
• Cultural fit
• Communication skills

Consultative shortlisting

We don't simply send CVs.

Every candidate is presented with a written profile explaining why we believe they're a strong fit — strengths, relevant experience, motivations and any considerations. Hiring managers get meaningful context, which speeds up decisions.

Managing the process

First interview through to offer.

We coordinate interviews, gather honest feedback from both sides, manage expectations and keep communication flowing. Our role is to ensure everyone has the information they need to make confident decisions.

Offer management

Securing the right person.

We support salary negotiations, manage counter offers, agree start dates and keep both sides engaged until the person joins.

Aftercare

The relationship doesn't end at offer.

We stay in touch with both client and candidate through onboarding to make sure everything is progressing and to resolve any issues early. Long-term partnerships are built on successful placements, not successful transactions.