Permanent placement, executive search, contract staffing, volume hiring and HR advisory, delivered by consultants who screen every candidate themselves.
Choose the engagement that matches the role. If you are not sure which one fits, describe the need in the form below and a consultant will recommend an approach.
We fill full-time roles at every level, from graduate and junior positions to department heads. We start with a written brief, search for suitable people, interview them ourselves and send you a short list of candidates who meet your requirements.
Best for: roles you expect to hold long term, and teams that need a consistent hiring process.
For senior leadership and specialist positions we approach suitable people directly instead of waiting for applications. Searches are confidential, and we do not name your organisation to a candidate until you agree to it.
Best for: director, C-suite and niche technical roles where the pool of qualified people is small.
We provide skilled people for a fixed period: a project, a seasonal peak or cover for a long absence. We agree the duration, working arrangements and responsibilities in writing before anyone starts.
Best for: project work, maternity or long-term absence cover, and demand that varies through the year.
When you need many people in the same role or across several sites, we set up a structured process: a common screening standard, scheduled interview days and regular progress reports, so you can see how many roles are filled and how many are still open.
Best for: new facilities, expansions, contact centres, retail and operations teams.
We help you put the basics of people management on paper: job descriptions, HR policies, offer letters, onboarding plans and appraisal frameworks. This is practical support for growing organisations. It is not a substitute for legal advice.
Best for: organisations building an HR function, or tidying up one that has grown without documented policies.
Every search follows the same five stages. You know what has been done, what happens next and who is doing it.
A call with a consultant to agree the role, responsibilities, must-have skills, salary range, location and timeline. We confirm it back to you in writing.
We agree fees, the scope of work and the responsibilities of both sides in writing before we begin searching.
We search, contact and interview candidates ourselves. Anyone who does not meet the brief is filtered out before you see a profile.
You receive a short list with our notes on each candidate. We arrange interviews and collect feedback from both sides.
We help with offer negotiation and joining formalities, and we contact you and the candidate after the start date.
These are the working standards we apply on every engagement.
We confirm the role, requirements and terms back to you in writing, so both sides work from the same document.
Each candidate is interviewed by a consultant and checked against the brief before you see the profile.
Your consultant reports progress, gives feedback from the market and tells you early if a requirement needs to change.
Your hiring plans and, where you ask for it, your organisation's name stay private until you decide otherwise.
If the salary, location or requirements make a role hard to fill, we say so and suggest options.
We contact you and the new hire after the start date to make sure the placement is working as intended.
We recruit across these sectors. If yours is not listed, ask us. We will tell you honestly whether we can help.
If your question is not answered here, ask a consultant when you submit your requirement.
Fees depend on the type of engagement: permanent, executive search, contract or volume hiring. We set them out in a written agreement before we begin work, and we explain them on the first call.
It depends on the seniority of the role, the skills required and the local market. We give you a realistic estimate after the brief, and we tell you early if a requirement is likely to slow the search.
A job description if you have one, or a call with a consultant if you do not. We need the responsibilities, the must-have skills, the salary range, the work location and the date you want the person to start.
Yes. For confidential searches we do not name your organisation to candidates until you agree, and we limit who sees the details of the role.
Replacement or guarantee terms, where they apply, are written into the agreement for each engagement. We ask about them at the start so nothing is unclear later.
Tell us about the role and a consultant will contact you to confirm the brief.
Leave your details and we will contact you about your hiring needs or your job search.