Whether you're filling a board-level seat or building a 300-person team from scratch, we bring the same rigour to every brief. Structured. Accountable. On time.
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Confidential, research-driven identification of senior leaders. Shortlist in 10 business days.
High-volume campaigns and embedded recruitment teams. From 50 hires to full outsourcing.
Senior leadership and high-volume hiring are different disciplines. We've built a dedicated practice for each - so you're always working with someone who knows your type of brief inside out.
Typical shortlist delivered within 10 business days of brief sign-off. Full placement typically within 4–8 weeks.
Delivered as a structured research report within 2–3 weeks. Can be run standalone or as the first phase of a live search.
Best suited for single or small-batch hires where the role requires industry knowledge and cultural fit, not just availability.
Particularly useful when a hiring manager has a preferred candidate in mind but wants an independent verification before extending an offer.
50–150 hires: 30–45 days. 150–500 hires: 45–75 days. 500+ hires: 60–120 days. All timelines subject to scope and location.
Minimum engagement: 3 months. Structured as a monthly management fee plus a per-placement component. Contact us for a scoped proposal.
Priced as a management fee on monthly payroll - no hidden costs. Can be bundled with RPO or standalone.
EOR is the fastest way to hire compliantly in a new market. No entity setup, no local HR infrastructure required from day one.
Every search and every hiring campaign follows a clear, step-by-step process. You know what we're doing and when - from brief to hired.
We spend more time qualifying candidates before you meet them, so every person you interview is worth your time.
We go beyond the job description - role context, culture, reporting structure, and what success looks like at 6 and 12 months.
Active mapping of the talent market: database search, industry networking, and direct headhunting of passive candidates not actively looking.
1–2 weeksEvery longlisted candidate goes through a structured competency interview before being considered for presentation.
We present a focused shortlist of 3–5 qualified candidates - each with a full write-up, our assessment, and a calibration note.
Target: day 10We schedule, brief, and debrief every interview round - keeping momentum and surfacing what matters for the final decision.
Formal references with direct past managers, completed before any offer is extended.
We manage the offer conversation so you don't have to. Compensation alignment, counter-offer handling, and timeline management - all handled with discretion.
Check-ins at 30 and 60 days. Replacement guarantee activated if needed - at no additional cost.
Guarantee periodWhat you can hold us to on every search engagement.
If a placed C-suite or VP-level hire departs within 60 days of starting, we re-run the search at no additional fee.
Applies to Director and senior management placements. Same terms - one free replacement within the guarantee window.
For all executive and contingency searches. Qualified, interviewed candidates - not raw CVs.
We will not approach any employee of yours for the duration of our engagement and 12 months after.
Structured progress reports every week - candidate pipeline, market feedback, and next steps.
Built for speed without cutting corners. The same screening standards whether you need 50 people or 500.
We define the headcount, role profiles, timeline, locations, and quality benchmarks before any sourcing begins.
Job boards, social media, community outreach, campus partnerships, and direct talent attraction - activated simultaneously.
Weeks 1–2Phone pre-screening, assessment tools, and for larger campaigns, group assessment centers to evaluate at scale without compromising quality.
Qualified candidate batches presented on a rolling basis - not held until end of campaign - to keep your hiring pipeline moving.
Offer letters, labor contract templates, statutory registration support, and documentation handled by our team.
Pre-start communication, orientation scheduling, and day-one logistics - ensuring new hires actually show up and stay.
Start dateDashboard covering: funnel conversion, acceptance rates, drop-off reasons, and headcount-to-target progress.
30-day check-in on new hire retention. Replacement guarantee triggers if early attrition exceeds agreed threshold.
Day 30What you can hold us to on volume and operational engagements.
We agree a weekly placement target upfront and report against it every week. Shortfalls are flagged proactively, not at the end.
If any placed candidate exits within 30 days of starting, we replace at no additional charge.
Every campaign includes structured reporting: funnel by stage, acceptance rate, time-to-hire, and retention at day 30.
All labor contracts, statutory registrations, and documentation follow local labor law. Any compliance issue is our responsibility to resolve.
We do not solicit your existing workforce during or after the engagement.
Our fees are success-based. You pay when a candidate starts - not when we send you CVs, not when you run interviews. Every engagement begins with a written proposal that lays out exactly what's included, what it costs, and what happens if the hire doesn't work out.
No upfront retainer for contingency and executive searches. The invoice only lands when your hire does.
A single hire, a 200-person campaign, and an outsourced HR function are priced differently. We'll send a clear proposal for your specific brief.
Clients who work with us across multiple hires or on retainer get better rates. The relationship matters to us.
Replacement guarantees on every placement - 30 days for volume roles, up to 60 days for executives. You're not paying for effort. You're paying for an outcome.
You'll receive a written proposal before anything starts - scope, fees, and guarantee terms in plain language. Invoiced within 7 days of the candidate's start date, payable within 7 days. All fees exclude applicable taxes.
We recruit by industry, not by keyword. Every search is handled by someone who knows the sector.
These apply to every engagement. Ask us about any of them before you sign.
Feedback from the hiring managers and HR leaders who briefed us, and the results we delivered.
A cross-section of the functions and levels we hire for regularly. If your role isn't here, it doesn't mean we can't help - most of our briefs are bespoke.
Send us the brief - or just the broad shape of what you're looking for. We'll come back within one business day with an honest view on what's possible and how we'd approach it.