Talent Acquisition
Recruitment is not a numbers game. We run structured searches — for senior hires, specialists, and growth-stage volume mandates — built around what the role actually needs to deliver, not just what the JD says. Every search begins with a hiring brief co-developed with the leadership team and ends with a shortlist of candidates we would hire ourselves.
What this engagement looks like.
- 01Understand
Two to three weeks of conversations across leadership, managers and a cross-section of employees.
- 02Design
A recommendation built specifically for your business, signed off together before any rollout.
- 03Implement
We work alongside your team to roll out the change — drafting, training, debugging in real time.
- 04Hand over
Your team owns the system. We become unnecessary by design.
Outcomes you can expect.
- Hiring brief built with leadership, not a templated JD
- Targeted longlist of 20–30 calibrated candidates
- Shortlist of 3–5 finalists we would hire ourselves
- Reference checks, structured assessments, and an offer plan
When companies bring us in.
- A critical leadership hire where a mistake would cost more than the search
- A specialist role your in-house team has not hired before
- Multiple roles in parallel at a growth-stage company
Retained search, 8–12 weeks for senior roles.
Not sure where to start? Most of our engagements begin with a conversation.
Thirty minutes. No slide deck. No pitch. We’ll learn about your situation, you’ll learn how we think. If we can help, we’ll tell you — and if we can’t, we’ll tell you that too.