Our Process

This is where we get to know you and what you’re about. We want to better understand your firm, the people within it, your strategic, cultural, and operational aims, goals & objectives and subsequently, your hiring needs pertaining to this. We want to understand your values and what they mean to you.

It’s paramount to us that we can ‘sell’ and represent your firm to potential candidates as though we are an extension of your business. We want to become an embedded resource for you and a support function for market intelligence, salary guides etc., not just for finding amazing talent!

At this point, we don’t want to waste time. You’ve come to us with a challenge/problem, and our aim is to be the solution as fast as possible, without sacrificing quality.

We begin by utilizing our local Research team, who will map out the market and thereafter reach out to a talent pool that is geographically relevant and who we have existing relationships with – candidates who trust our representation and often, who we work with on an exclusive basis (i.e. they won’t be speaking to any firms that we haven’t introduced them to).

Simultaneously, we will also then engage a wider talent pool through headhunting candidates that specifically fit the mold, tapping in to a passive candidate pool.

Candidates trust that we are market specialists and not generalists, that we will only represent them for roles that they are well suited for, and that we take a confidential and extremely discrete approach that benefits both parties.

We want this to be as seamless as possible on both sides of the table, therefore, for every candidate that we submit to you, you will receive a detailed write up as to why they’re relevant, why they’re a strong candidate for the role in question, and anything else that we think you should know.

Understanding your current interview process and consulting on this where necessary – we consult you on creating a more optimal process where necessary, and how we can work with you to ensure a positive candidate experience.

Offer management – the business end of things can get awkward and uncomfortable. If we’ve done our job well, salary and compensation expectations should stay consistent throughout the process. We like to navigate this directly with the candidate, however, some clients like to do this themselves, so we provide as much information as needed to help get your preferred candidate over the line!

We’re really proud of this part. The work doesn’t stop when a candidate is placed. In fact, that’s when most of it starts! Our team have rarely, if ever, experienced a candidate leave within rebate period. Client and candidate retention is something that we take extremely seriously and have an active post-placement care process in play that well exceeds 3-6 months from start date.

Most agencies drop communication once an offer is accepted, which means if there are issues before or after a candidate starting, they are not picked up early enough to avoid a worst-case scenario in the candidate not starting at all, or leaving shortly after joining. Our consistent communication with both client and candidate far exceeds the rebate period outlined on a contract – a human touch can go a long way.