A clear brief.
A considered introduction.
A long list of CVs is not a hiring decision. We agree the work, explore relevant experience and introduce people with context. Shortlist size and timing are agreed for each search.
From brief intake to evaluated shortlist.
Agree the brief
We discuss the role, reporting lines, priorities and budget with the hiring team, then agree what a strong candidate needs to bring.
Research & outreach
We research relevant teams, portfolios and career paths, then start direct conversations about the role.
Considered introductions
You receive a focused shortlist with relevant experience, open questions and expectations discussed with the candidate. We agree scope and timing around the brief.
Illustrative profiles · fictional dataOffer & joining support
We keep in touch through notice periods, discuss changes early and help both sides prepare for joining. No process can remove every risk.
Three checks that make hiring decisions clearer.
Strict Pre-Screening
We discuss relevant work, responsibilities and motivation with candidates before making an introduction. We highlight what is understood and what still needs checking.
Compensation & expectations
We break down current CTC into fixed base, performance bonus, and unvested equity before scheduling first client interviews. Candidates are pre-aligned on the role's budget band.
Notice Period Governance
Long notice periods can introduce uncertainty. We discuss availability, maintain agreed touchpoints and flag changes in expectations before joining.
A thoughtful introduction
The context matters
as much as the CV.
Discuss the brief, see an example of the shortlist context, and decide the next step with our team.