For employers
A shortlist you interview, not one you delete
What's different
Four commitments, each of which costs us something
Four candidates, not forty
Each with a written rationale — our reservations included.
Compliance done before you see a CV
Checks completed up front. Audit-ready packs every time.
Rebate terms in writing, up front
Agreed before we start. No ambiguity in month three.
We say when the brief is the problem
Below-market salary, or five days on-site. Early, not after six weeks.
How we can help
Ways we work
Permanent
Contingent or retained, with staged rebates agreed in writing.
Temporary & contract
Compliant, weekly payroll handled by us, out-of-hours line.
Executive search
Senior appointments, mapped and discreet.
Volume & project
Openings and restructures. One contact, not four.
Our process
From brief to placement
- 145 minutes
A proper brief
Why the role is open, and what the last person found hard.
- 2Shortlist in 72 hours
We search
Our network first, then targeted approach. Advertising is a channel, not a strategy.
- 3Quality over volume
Four candidates
A short list, each with a written rationale — reservations included.
- 4Rebate in writing
Offer and after
We pre-empt counter-offers and stay in touch through probation.
Sectors
Six desks, each with its own specialist
Submit a vacancy
Tell us what you need
A consultant calls within one working day. No obligation, and no fee unless we place someone.
- A proper brief before we search — about 45 minutes
- Fee and rebate terms in writing before any work
- Shortlist typically within 72 hours
- Confidential unless you say otherwise
Straight answers
The questions clients actually ask
A percentage of first-year salary for permanent roles, tiered by level; a transparent hourly margin for temporary. Exact figures in writing before any work starts — never 'fees on application'.
Staged rebates, agreed in writing before we begin. In practice we would rather replace the person than refund you, and we offer that first.
Both. Contingent suits most roles. For senior and confidential searches we recommend retained, because it lets us map a market rather than race another agency to the same three CVs.
Typically 72 hours from taking the brief. Emergency cover can move considerably faster where compliance is already in place.
Only if you want it to. Confidential adverts are common, particularly when replacing someone still in post. We always ask first.
Fair, and no FAQ answer settles it. Give us one role, hold us to the 72-hour shortlist, and judge us on whether the four CVs are worth interviewing.