We start with a thorough briefing — not just the job spec. We want to understand the team dynamic, the culture, what a great candidate actually looks like to you, the salary range, and what a realistic timeline looks like. The more we know, the better we search.

Before we start searching, we give you an honest picture of the market — what candidates are earning, what availability looks like, and whether the brief is realistic. If adjustments are needed, we'll tell you now rather than after weeks of searching.

We go to market across all channels — job board advertising, direct headhunting of passive candidates who aren't actively looking, our own database, and our recruiter network. We don't wait for applications; we find the people who fit.

Every candidate is interviewed by us before they reach you. We assess experience, motivations, culture fit, and salary expectations. You receive a shortlist of typically 3–5 candidates, each with a detailed profile — not just a CV forwarded blind.

We coordinate all interview scheduling, prepare candidates so they perform at their best, and gather structured feedback from both sides after every stage. We keep the process moving and flag any concerns early.

When you're ready to make an offer, we handle it. We manage the conversation, advise on structuring the offer competitively, and negotiate on your behalf where needed — protecting the relationship throughout.

We stay in contact with the candidate through their notice period to reduce the risk of a drop-out. Post-placement check-ins ensure the hire is bedding in well. If something doesn't work out within the agreed period, we provide a replacement at no additional cost.

You pay only when you successfully hire. The fee is agreed upfront as a percentage of first-year salary. No placement, no fee. Simple.

We start by understanding your hiring volume, timelines, team structure, culture, and what success looks like. This shapes how we assign the recruiter and how we structure the engagement — number of roles, expected duration, reporting cadence.

We agree a daily rate that covers unlimited hires for the duration of the engagement. There are no per-placement fees, no volume surcharges, and no surprises. The longer the engagement and the higher the volume, the more cost-effective this model becomes compared to traditional agency fees.

We match you with a recruiter who has relevant sector experience. They're introduced formally and take time to learn your brand, your interview process, your tone of voice with candidates, and your hiring managers' preferences before they start.

Your recruiter works exclusively for you, full-time. They can attend team meetings, use your systems if needed, and operate as though they're part of your internal team — with all the expertise and infrastructure of Master Recruiter behind them.

The recruiter manages your full hiring pipeline — multiple roles at once, at any level. They handle everything from sourcing and screening through to offer management for every hire, with no limit on placement numbers for the duration of the engagement.

You receive regular pipeline updates — roles in progress, candidates at each stage, time-to-hire metrics, and a clear view of what's coming next. You always know exactly where things stand across every open role.

When your hiring slows, you can pause or wind down the engagement. When it picks up again, you can restart. We're designed to flex with your business, not lock you into a fixed commitment beyond what you need.

Over time, your embedded recruiter becomes a genuine ambassador for your employer brand — building your reputation in the candidate market, managing relationships, and ensuring every candidate has a great experience regardless of outcome.

We take a full brief on the role — exactly as we would with classic recruitment. Based on the role, level, and market, we agree a fixed fee upfront. You know the total cost before we start. There are no percentage calculations, no variables, and no additional charges.

We run the same full search process as classic recruitment — job board advertising, direct headhunting, database, and network. The fixed fee doesn't mean a reduced effort. We search the same way, with the same commitment to finding the right person.

Every candidate is screened and interviewed by us before reaching you. You receive a shortlist of 3–5 strong candidates with full profiles. No CV dumps, no unscreened applications — same standard as our classic model.

We coordinate interviews, gather feedback, and manage the offer process through to acceptance. Full support at every stage, same as classic recruitment.

When your hire starts, we invoice the agreed flat fee. That's it. No percentage of salary, no extras for seniority, no adjustment if the offer comes in higher than expected.

A focused briefing call to understand exactly what you need. We keep it efficient — role requirements, the type of person, salary, timeline, and any must-haves. Within 30 minutes we have everything we need to start.

We begin sourcing immediately after the call — no lengthy setup, no onboarding process, no delay. For urgent roles, we can often present initial candidates within 48–72 hours.

We screen candidates quickly and present only those who genuinely fit. Speed doesn't mean lower standards — we won't put someone in front of you who isn't right for the role.

We coordinate interviews, manage feedback, and handle the offer when you're ready. Once the hire is made, the engagement ends cleanly — no ongoing commitment or upsell.

As with classic recruitment, you pay only when you hire. No upfront fee, no retainer. If the role doesn't fill, you owe nothing.

Executive search begins with a deeper briefing than a standard role. We need to understand the strategic context — why the role exists, what the business is trying to achieve, the board or leadership dynamics, and what success looks like at 6, 12, and 24 months. We may also want to speak with key stakeholders.

We map the market — identifying the relevant talent pool by organisation, role, and geography. This includes current role-holders at comparable companies, recently moved executives, and people who may not be active but could be open to the right conversation. No job adverts are placed at this stage.

Candidates are approached personally and confidentially. We don't advertise the role publicly unless specifically agreed. Every conversation is handled with discretion — protecting your organisation's confidentiality and ensuring candidates feel the process reflects the seniority of the appointment.

We present an initial long-list with assessment notes on each individual — background, motivations, relevant achievements, and fit against your brief. This is a working document, not a CV pack. We refine together based on your feedback before moving to a formal shortlist.

The shortlist is smaller than a standard search — quality over quantity. Each candidate is presented with a comprehensive profile covering career history, achievements, motivations, and our assessment of their fit. We facilitate introductions and manage all communication.

We support you through the interview process — preparing both sides, gathering structured feedback, and advising on assessment approach. For senior appointments, interview process design matters. We'll guide you on how many rounds, what to assess, and how to avoid common mistakes at this level.

We manage the offer, handle any negotiation, and remain actively involved through to the candidate's start date — including supporting their transition and early onboarding if needed. Senior hires take time to bed in and we stay engaged beyond day one.

We start with a campaign planning session — total headcount required, role types, timeline, assessment criteria, intake batches, and reporting requirements. We build a delivery plan before a single application is received.

We go to market across multiple channels simultaneously — targeted job board advertising, social media campaigns, direct outreach, and our own network. Volume hiring requires wide reach and we build the advertising strategy to match the scale of the intake.

We manage the full volume of applications — initial screening, CV review, and telephone screening against your agreed criteria. You only see candidates who have passed our filter, not the raw volume of the pipeline.

Where required, we design and coordinate assessment stages — structured interviews, group exercises, or assessment centres. We can facilitate assessments ourselves or coordinate your internal assessors, depending on what works best for your organisation.

We deliver shortlists in batches that align to your intake schedule — not all at once in a way that creates bottlenecks. Candidates are managed through the pipeline in an organised, structured way so your hiring managers aren't overwhelmed.

We manage offers at scale — coordinating multiple simultaneous offers, supporting with pre-employment checks, and keeping candidates warm through the process. High drop-out at offer stage is a common volume hiring problem; we manage the candidate experience to reduce it.

You have visibility at every stage — applications received, screening pass rate, pipeline by stage, offers made, acceptances, and projected start dates. We report at a frequency that works for you, and flag risks to timeline early.

We start with a thorough audit of your current recruitment process — how hires are initiated, how agencies are managed, what technology is in place, what the cost-per-hire looks like, where the bottlenecks are, and what hiring managers think of the current experience. This shapes everything that follows.

We build a structured transition plan — how and when we take over each element of your recruitment function, how we communicate the change to hiring managers, and how we handle any roles already in progress with other agencies.

We design or improve your end-to-end hiring process — from how roles are requisitioned through to onboarding. Where needed, we implement or optimise your ATS and recruitment technology stack so everything runs cleanly and is measurable.

We manage all hiring across the organisation. Hiring managers interact with us as though we're their internal recruitment team — briefing roles, reviewing candidates, giving feedback. We handle sourcing, screening, shortlisting, coordination, and offer management across every role.

Where specialist or hard-to-fill roles require additional agency support, we manage those relationships on your behalf — briefing agencies, controlling their access to candidates, and ensuring no duplication. You deal with one partner, not many.

We provide regular reporting to your leadership team — headcount against plan, time-to-hire, cost-per-hire, quality of hire metrics, and forward pipeline. Recruitment becomes a visible, managed function rather than an operational black box.

We start with an honest conversation about where you are — funding stage, runway, team size, and what hires you need to make next. We don't treat every startup the same. A pre-seed company with 3 people needs a different approach to a Series B company of 60.

We'll give you a straight assessment of the market — what your target candidates are earning, whether your equity offer is competitive, and whether your brief is realistic at your current stage. If we think something needs adjusting to attract the right people, we'll say so early.

We structure fees to suit your situation — whether that's classic placement-based, fixed price, or an adapted model based on your runway and volume of hiring. We don't apply corporate agency fee rates to early-stage companies.

Early hires define your culture. We look beyond skills and experience — assessing whether candidates genuinely suit an early-stage environment: the ambiguity, the pace, the responsibility, and the lack of corporate support structures. The wrong hire at this stage costs far more than a delayed one.

We know that in a fast-moving company, a slow recruitment process costs you candidates. We move quickly, keep you informed daily if needed, and don't introduce unnecessary stages. When you're ready to move fast, we're ready to move with you.

We help you structure offers that are competitive at your stage — advising on how to use equity effectively, how to position salary vs. growth opportunity, and how to close candidates who have bigger offers from more established companies.