Four ways to engage us. The right one depends on what the hire has to achieve and how quickly.
Not every appointment needs the same process. A confidential leadership search and a third analyst on a growing team are different problems, and pricing them the same way serves nobody.
Leadership appointments
Retained and engaged search for directors and function heads. Used where the appointment is confidential, where the market is small, or where the business cannot afford to get it wrong twice.
Permanent recruitment
Mid to senior professional and management hiring across our specialisms: managers, senior professionals and technical leads. This is the everyday work of building a team, and the majority of what we do.
Contract and interim
Fixed-term, interim and day-rate professionals for transitions, programmes, cover and demand peaks.
Fractional and portfolio
Senior expertise on a part-time basis. For example, a commercial director two days a week, a procurement lead for a specific category programme, or an engineering leader through a plant move.
What comes with every assignment
- An agreed statement of what the appointment has to change, before the search begins
- A defined process with named stages and dates
- Candidates presented with written evidence against the requirement, not a covering note
- Honest market feedback, including when what you are asking for does not exist at the salary offered
- A conversation after the person starts about whether it worked
Tell us what the hire has to achieve. We will tell you what it will take, what it will cost and how long it will realistically take to do properly.