For companies where every hire counts
We look closer, so you hire right.
When you are hiring fewer people, each one has to be right. We check skill, problem-solving and how a person will fit your team, before you see a single profile.
Every dot is a candidate. Move the lens to find the ones who fit.
Companies we have hired for
Ignitive Technologiesand 60+ more
What we check before you see a profile
A wrong hire costs more than a slow one. So we screen for the things a job description leaves out.
- Technical skillAssessments and interviews confirm the candidate can do the work at the level your role needs.
- Problem-solvingWe look at how they think through real situations and what they have delivered before.
- Cultural alignmentWe learn your culture and values in the first call, then look for people who share them.
What we do for you
Hiring strategy built around you
We learn your requirements first and create a recruitment plan aligned with your business objectives.
Candidate screening and evaluation
We vet every candidate for skill and for culture, so the people you meet match your requirements and can do well in your organisation.
Industry-specific sourcing
Our recruiters use their networks in your sector to find the right people, including leadership and senior roles.
End-to-end recruitment support
We handle everything from the job posting to the candidate joining.
The team behind every hire
Four kinds of work go into every search, one for each step of our process.
Built in tech hiring. Now working across sectors.
We learned to screen in IT services and SaaS, where roles are hard to fill and a weak hire shows within weeks. Clients in other industries now ask us for the same rigour.
Notes on hiring well
What "fitment" means, and why a CV misses most of it
A CV tells you where someone worked. It says little about whether they will do well in your role, on your team.
Read articleHiring when budgets are tight: fewer roles, higher stakes
When a company cuts its hiring plan from twenty roles to three, those three decisions matter far more.
Read articleHow to write a brief a recruiter can use
Most job descriptions are wish lists. A useful brief is shorter and answers five questions.
Read articleGive us one role. Judge us on the shortlist.
Tell us about the role and we will reply with a time for a consultation call.