The Process

  • You brief us on your new vacancy. Ideally we’ll do this face-to-face but we understand you’re busy people, so have established a thorough briefing process which we can run through on the telephone to ensure we’ve covered every aspect of the opportunity. 
  • Next we’ll actually do what our job title suggests and consult with you as to the type of candidate you are looking for, their background, their profile and whether we think that person exists. Again, in keeping with our ethos, we’ll tell you if we think you need to fine tune the brief or amend the package.  Several clients who have come to us with multiple roles have subsequently saved budget where we have advised on combining the job responsibilities more effectively into a reduced number of positions.
  • We’ll offer our plan of action and will outline exactly what we’re going to do with agreed timescales.
  • Ideally within 48 hours of receiving the brief, we’ll have an initial selection of CVs for you along with our views of why they are right for the role. We won’t swamp you – that’s what we’re here for. We’ll provide you with a small number of carefully chosen candidates who meet the brief and will fit your culture.  If we can’t do that, we’ll tell you why not and make recommendations as to how we should proceed.
  • We’ll make our recommendations for interview and manage the interview process through to offer stage. We’re happy to assist you in this process – several clients do ask us to sit on interview panels, to provide psychometric personality testing and to provide third-party consultation throughout the interview process.
  • We’ll work with the candidates throughout the process to ensure they are committed to the role – no-one wants a candidate to fall through at the offer stage. If we don’t feel a candidate is committed, we’ll take them out of the process.
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