We don't sell industry experience. We sell a process: scope the must-haves before sourcing, get sign-off on the exact profile before touching a candidate, and never present anyone who hasn't been spoken to twice. That process works across sectors, because hiring breaks the same way everywhere: vague scope, weak vetting, slow follow-up. Here's exactly how we run a search, start to finish.
Before we source a single person, we get on a call and build the actual profile together, not a job description, a real scope: what's a must-have versus a nice-to-have, the comp band, and the actual reason the role is open. We don't guess at this, and we don't start sourcing until it's signed off.
Once the role is scoped, we send back a one-page litmus: exactly who we're going after, what disqualifies someone, and what doesn't. You sign off on that before we touch a candidate. This is what stops a search from being three weeks in with nobody aligned on what "good" looks like.
We build a live map of who's actually in the space right now, at competitors, at adjacent companies, in roles one level up or down from the target. This isn't a job-board search, it's a real picture of who exists in the market, where they sit, and how reachable they are.
Before we make a single call, we know what the role is actually paying across the market right now, not what a survey said two years ago, and who else is hiring for the same profile. If a comp band is going to lose the best candidates before the search even starts, we flag it on this call, not after three weeks of silence.
Active candidates are the easy part. The real work is passive candidates, people not looking, doing well where they are. That's where the opportunity outline comes in: not a job description, a real pitch on why this specific move makes sense for them.
Nobody lands on your desk after one conversation. Every candidate gets a minimum of two calls before you see a resume, first for fit and motivation, second for a deeper gut check. By the time you're interviewing someone, the first layer of vetting is already done.
We bring you a short list, not a flood of resumes. You run your interview process, we stay in the loop the whole way, and we handle scheduling and candidate communication so nothing goes cold.
When it's time for an offer, we negotiate it on both sides, we know what the candidate needs to say yes and what you're willing to move on. This is usually where searches die if nobody's managing it, so we manage it.
Once someone's placed, a 12-month off-limits clause applies, we won't poach them back out for a competing search. And if it doesn't work out within the guarantee period, we replace against the original signed profile, up to three candidates, at no additional fee.