[ THE RIGHT PEOPLE, PROPERLY PLACED ]
RECRUITMENT
Search and selection for the roles that carry weight, inclusive of strategy and management, from defining the brief to the first ninety days.
[ THE SERVICE ]
We recruit as consultants rather than as a volume agency. Before any search begins we agree what the role is genuinely for, the mandate, the first-year objectives, who it must influence and what it should stop being responsible for.
That conversation alone often changes the hire, and it is the reason our appointments tend to hold.
[ WHAT WE OFFER ]
01
Executive Search
Mapped, discreet search for leadership and board-adjacent roles, run to a written brief and a fixed timetable.
02
Specialist & Management Hires
Technical and middle-management appointments where the market is narrow and the brief needs interpreting.
[ WHAT IT INCLUDES ]
Role mandate and success measures, agreed in writing
Market map of credible candidates, named
Discreet approach and screening against the brief
Structured interviews and evidenced references
Offer, negotiation and notice-period management
Ninety-day onboarding plan and six-month review
The search itself is mapped, not advertised: the relevant market identified, approached discreetly, and assessed against the brief with structured interviews and evidenced references.
We manage the process through offer and notice period, then stay close through onboarding, because the risk in a senior hire sits in the first ninety days, not in the shortlist.
03
Workforce & Structure Planning
What the organisation should look like in eighteen months, which roles to build and which to leave unfilled.
04
Onboarding & Retention
A first-ninety-day plan, objectives agreed on both sides, and a review at three and six months.
[ HOW IT HELPS YOUR BUSINESS ]
A senior hire is the most expensive decision most businesses make casually. Getting it right removes a bottleneck, releases the leadership time currently spent covering the gap, and gives the strategy someone accountable for carrying it.
Getting it wrong costs a year. Our process is designed to surface the mismatch before the offer, not after, and because we also advise on structure, we will tell you when the honest answer is that the role should not exist yet.