For employers
One vacancy. One agency. Three people.
We work retained and exclusive. If you would rather brief four agencies and see who wins, we are genuinely the wrong firm and we will tell you so on the first call.
Week 1
Brief properly
Half a day with you and the team the hire will join. We write the brief and you approve it, not the other way round.
Weeks 2—3
Search
Approach, screen and interview. We typically speak to forty people to find the three.
Week 3
Shortlist
Three candidates, each with a written assessment of where they are strong and where they are not.
Week 4
Offer
We manage the offer, the counter-offer and the notice period. Most drop-outs happen here and it is avoidable.
Fees
Twenty-two per cent, in three parts.
A third on engagement, a third on shortlist, a third on start. Which means we carry real risk if the shortlist is poor — as we should.
When not to use us
Three situations where we are the wrong call.
High-volume hiring
If you need eleven people by March, you need an RPO and a different budget. We do one role at a time.
Roles under £45,000
The fee stops making sense for you. A good contingent agency will do this better and cheaper.
You have not agreed the brief internally
If the CEO and the hiring manager want different people, no agency can fix that. Sort it first — we will happily help, unpaid.
Tell us about the role.
Thirty minutes on the phone and we will tell you whether we can fill it, roughly what it will take, and whether you are paying enough.
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