Our Methodology

Initial briefing to fully understand the search requirements, parameters of the search, client culture, and expectations based on a comprehensive discussion with key stakeholders. Typically this initial meeting will take 60 to 90 minutes. We will deep dive into key requirements of a position, explore potential hunting grounds, and outline next steps of the engagement. We would normally use this opportunity to agree on key deliverables and a timescale for the search.  

Based on the discussion during the briefing, we will provide the client with a written brief of the search. This will include written confirmation of the key deliverables, timescale, and client expectations. The proposal submission gives our clients the opportunity to ensure we have understood their needs, and enables them to fine tune the specifications of the search. 

Upon successful proposal sign off by the client, we will then define the search universe. Here we detail all of the geographical locations, target industries, key competitors, and talent pools as viable sources. 

Once the search universe has been designed, we then begin conducting our own independent market research to establish who are the leading individuals, and also weed out those who do not fit the clients criteria 

Once we have identified all of the individuals who are suitable for the opportunity and interested, we can begin the process of evaluation. The evaluation process will depend on the requirement, but would include one or more of the following: Technical tests such as coding, data analysis, pen testing, etc.  Behavioural assessments, Skill evaluation, thorough evaluation during face to face interviews.

We understand that during the recruitment process, clients want to know exactly what’s happening. That’s why we make a point to establish a clear benchmark for every search. This benchmark, created after careful screening against the client’s specific requirements, is our way of ensuring we’re on the right track. It has proven effective, with a 99% satisfaction rate among our clients. While most clients find our initial benchmark aligns with their expectations, this step also provides an opportunity to make any last-minute adjustments to the specifications. It’s not just a part of our process; it’s how we confirm we understand what our clients are looking for. Here’s a secret….70% of the time the benchmark gets hired! 

At this stage in the search we could have 10-15 individuals who fit the client criteria, including our benchmark. We now have to select 3-5 individuals to present as our shortlist. We do this by evaluating the following:  how closely their experience matches client criteria, their technical skills, cultural fit, personality alignment, salary expectations, their career aspirations, their motivations for a career change, and their commitment. Our in-depth understanding of each candidate’s motivation to make a move allows us to present only those who see genuine long-term opportunity with our clients. This multifaceted approach ensures that we deliver candidates who are not only highly skilled and closely aligned with the role, but are also poised for success. 

After a thorough and informal due diligence process on the candidates, we carefully craft a shortlist to present to the client. This shortlist includes our  selected initial benchmark and typically features 3-5 standout candidates. We strongly advocate for our clients to interview each individual on the shortlist, at least in the initial stages of selection. By doing so, we enable our clients to gauge the available talent in the market accurately, aligning with their specific requirements and budget. It’s more than a process; it’s our commitment to providing a comprehensive view of the best talent tailored to our clients’ needs.Shor

Normally a short meeting or video conference to talk through the shortlist, identify who is to be selected for interview and for us to discuss each candidate’s motivations. 

In the critical client interview phase, we take the lead in streamlining all aspects of meeting coordination, be it face-to-face or virtual. We ensure both clients and candidates are meticulously briefed and equipped with any supplemental information needed for a successful interview. Following the interviews, we conduct comprehensive debriefings with both parties, furnishing insightful feedback that informs the next steps. Our involvement at this juncture isn’t merely logistical; it’s strategic, adding value to each interaction. This procedure persists until a candidate is chosen for the role, at which point we transition into the offer and negotiation phase.

During the pivotal offer and negotiation phase, we serve as essential mediators, aligning the expectations between the client and the candidate. We articulate the complexities of the offer—including benefits, pensions, bonuses, reporting hierarchy, and career progression—with precision. Upon securing a verbal agreement, we signal for the formalization of the written offer, which the candidate will then sign. Concurrently, we perform more extensive, official due diligence, including comprehensive reference checks with the candidate’s former supervisors, peers, and subordinates. We also validate all relevant educational and technical qualifications for added assurance.

Once the candidate signs the official contract and the client approves the written references, we guide the candidate through a seamless resignation and notice period. With top-tier talent, counteroffers from their current employers are common; we provide strategic counsel to help your new hire gracefully manage this challenging transition. Concurrently, we courteously inform other shortlisted candidates of their status, offering constructive feedback when appropriate.

Our support extends well beyond the candidate’s first day at your organization. During the initial month, we arrange weekly touchpoints with both the client and the new hire to confirm mutual satisfaction. Following this, we schedule monthly evaluation sessions until the candidate successfully completes their probationary period. Our mission is not complete until both parties experience total satisfaction.