Make your next hire
a better decision.
Search and assess talent across technical, commercial, operational, and leadership roles. We help define the profile, build a candidate pipeline, and run a structured hiring process.
A structured search from brief to offer.
Match the level of search effort to the role, market, and urgency.
Role calibration
Align stakeholders on the business need, responsibilities, must-haves, and interview criteria.
Search strategy
Define the target market and outreach approach for the role, seniority, and location.
Candidate assessment
Use structured screening and functional or technical evaluation appropriate to the role.
Decision-ready shortlists
Share profile context, assessment notes, availability, and relevant market considerations.
Interview coordination
Manage scheduling and feedback so candidates and hiring stakeholders know the next step.
Offer & close support
Support references, offer discussions, acceptance, and the transition to onboarding.
Choose the search intensity your role needs.
Fees and commercial conditions are agreed for the role and search complexity.
Standard
For clearly defined roles that need a structured search and candidate assessment process.
Priority
For time-sensitive or business-critical roles requiring a tighter coordination and review cadence.
Exclusive
For senior, specialist, or confidential roles requiring dedicated ownership and deeper market mapping.
Technical depth. Broader business needs.
Searches can cover individual contributors, specialists, managers, and leadership.
Engineering & data
Software engineering, QA, DevOps, data engineering, and analytics.
Product & design
Product management, product ownership, UX/UI, research, and design.
Commercial & operations
Sales, marketing, customer success, finance, people operations, supply chain, and leadership.
Keep the next decision visible.
Planning ranges are indicative: an initial shortlist can take 7–10 business days, with an overall search often taking 3–6 weeks. Seniority, market availability, and interview speed affect timing.
Define
Agree the scorecard, search model, location, and interview process.
Search
Build and maintain the candidate pipeline against the agreed profile.
Evaluate
Screen candidates and coordinate interviews with structured feedback.
Close
Support the offer, references, and onboarding handoff.
Replacement support: one replacement within 60 days is offered under the agreed terms; Exclusive searches have a 90-day period. Eligibility and conditions are defined in the engagement agreement.
Align the search before it starts.
Tell us what success looks like for the person you hire.
Do you recruit beyond technical roles?
Yes. Searches can cover commercial, operational, finance, people, legal, and leadership roles as well as technical teams.
Can you run a confidential search?
Confidential and exclusive searches can be scoped for leadership or sensitive hiring needs, with communication arrangements agreed in advance.
Can hiring include EOR or staffing?
Yes. Employment structure or staffing support can be scoped separately. Coverage and responsibilities are confirmed for the country and engagement.
What should a role brief include?
Responsibilities, must-have capabilities, seniority, location, time zone, compensation guidance, hiring urgency, and interview owners.
Support the next part of the plan.
A project, hire, or workforce need can involve more than one service. Define the scope of each.
Start with one well-defined role.
Share the role, market, compensation guidance, and the business problem this hire should help solve.