A search is a research project with a deadline.
Five steps, each with a defined output you can hold in your hands. The platform underneath makes every step faster; the discipline makes every step close.
The brief, written back to you
We do not start on a job description. We write a role-intelligence brief: scope, scale, reporting lines, culture, compensation band and the three things that would make this hire fail. You sign it off before we make a single call.
Output: signed role-intelligence brief · target compensation band · search calendar
Talent radar
Before we approach anyone, we map the universe: target companies, tier-1 and tier-2 candidates, comp benchmarks by city and experience, and the questions we need you to answer. It comes to you as a document, usually within the first ten working days.
Output: talent landscape brief · longlist · clarification questions
Approach and engagement
Every approach is a conversation, logged in Talent Kosh with outcome and sentiment. Weekly, you see who was approached, who engaged, who declined and why. No black box.
Output: weekly pipeline view · engagement notes · decline reasons
Beyond-the-CV assessment
You already have the CV. Our submission carries what the CV cannot say: screening-call intelligence, fit against your brief line by line, the risks we see and the interview questions that will test them. Every fact in it is sourced; the format is locked and audited before release.
Output: SNH submission (v5) · interview discussion points · SNH verdict
Closure
Offer design, references, counter-offer management and an executive offer kit that reads like the role deserves. We stay through the notice period and the first ninety days.
Output: offer kit · reference summary · 90-day check-ins
The search never goes quiet.
Nine background automations keep every mandate moving between your calls with us.
- Synapse daily brief: what moved across the firm each morning
- Opportunity radar: new signals in your market worth a call
- Delivery cockpit digest for the coach running your mandate
- Weekly submission tracker, client by client
- New-mandate detection and mail sync into the talent graph
Retained, contained or contingent.
We recommend the model to the mandate, not the other way round.
Retained
For senior executive and hard-to-find roles. A dedicated team, the full research process and an exclusive mandate. Fees staged across the search.
Contained
A hybrid for specialised roles that need a hands-on search without a full retainer: part on commencement, part on placement.
Contingent
For roles that need speed and a wide net. Success-fee only; many clients use it iteratively for mid-level hiring.