After placement
Most agencies close the file the moment you sign. We run structured performance check-ins at 30, 60, and 90 days — not as a courtesy call, but as the mechanism behind our replacement guarantee. If something's off, we catch it in month one or two, not day 89.
We run a structured call with you and the new hire to make sure the first month has landed right.
We track how things are developing — not just whether the person is still there, but whether they're thriving.
The final checkpoint before the guarantee window closes. At this point, we should be confident the hire is working — and we'll tell you honestly if we're not.
"That's not a recruitment agency. That's a hiring partner. Most competitors can't sustain that overhead — which is exactly why it's a differentiator."Our commitment, in writing
Side by side
We know how the industry works. Here's how we choose to do it differently.
What this means for you
Every difference on that table traces back to one of these four commitments.
Before we take a brief, we'll tell you honestly whether the role fits our network and specialisms. If it doesn't, we won't take your money. It's a simple filter that keeps our fill rate high and your time well spent.
We decline roles that aren't a fitFor each candidate we put forward, you receive a written assessment covering their skills, motivations, compensation expectations, and why we think they're the right fit — plus a short video introduction from the candidate. You should know exactly who you're meeting before the interview starts.
Candidate briefs included on every shortlistThere's no hand-off to a junior after the discovery call. The same person who understands your business is the one sourcing, screening, and presenting candidates. That continuity is how nuance survives the process.
Senior recruiter on every searchA fast shortlist of three strong candidates beats a slow shortlist of fifteen weak ones. We focus our effort before we come to you, not after. Most searches move from brief to shortlist within two to three weeks.
Shortlist delivered within 2–3 weeksBy the numbers
How it works
Four steps. No hand-offs. No fluff.
Step 1
We learn the role, the team, the culture, and what good actually looks like for you.
Step 2
We source, screen, and assess candidates across our network and beyond — not just on LinkedIn.
Step 3
3–5 candidates with a full written brief each: skills, motivations, expectations, our assessment, and a short video introduction from the candidate.
Step 4
We manage the offer, support both sides through the close, and check in post-start.
Book a free discovery call. We'll tell you honestly whether we're the right fit for the role — and if we are, we'll show you how quickly we can move.