The uncommon roles. The specialised searches. Handled.
Some roles never fill through the usual channels. The candidate pool is small, mostly employed, and not reading job boards. Those searches need outreach rather than advertising, and often a degree of discretion.
Who it's for
HR heads, founders, and specialised search mandates.
On confidentiality
A good number of these mandates are sensitive: a role that isn't public yet, or a replacement for someone still in the seat. We run those under our own name and disclose the client only once a candidate is serious and cleared by you.
Outreach, not advertising.
01
Brief
A long intake with the hiring manager and the people the role will work beside. We push hard on what would make a hire fail here, which is usually more informative than the job description.
02
Source
Mapped outreach through our own networks and referral chains. Most of the strongest candidates are not looking, so the first conversation is a conversation, not a pitch.
03
Shortlist
A small shortlist with structured written notes on each person — including our reservations. A shortlist with no reservations in it hasn't been thought about.
What the mandate delivers
Access to candidates outside the obvious pipeline
Time saved at the front of the funnel, where it's most expensive
Confidentiality maintained through the entire search