Tailored recruiting, matched to the hire in front of you

A permanent leader, a contractor for a quarter, a confidential replacement, or a hiring process that has stopped working — each needs a different engagement. Here is how each one runs.

For roles you intend to keep

Direct Hire & Permanent Placement

End-to-end recruiting for permanent hires. We source and screen, present a short list you can actually read, run the interview logistics, and negotiate the offer so it closes.

What’s included

For capacity you need now

Contract & Contract-to-Hire

Flexible staffing for project demand, parental leave, and gaps you cannot leave open. Contract-to-hire lets you watch someone work before you commit a headcount to them.

What’s included

For the hires that set direction

Executive & Leadership Search

Confidential, targeted search for senior executives and the hard-to-fill leadership roles — technical and commercial — where the shortlist has to be built rather than collected.

What’s included

For the hiring process itself

Talent & Hiring Advisory

Sometimes the problem is not the candidates. We review how you hire — the scorecards, the interview loop, the compensation bands, the time-to-offer — and fix what is losing you people.

What’s included

Terms

Contingent, retained, or hourly — agreed before we start

Direct hire searches are normally contingent: a fee on placement, a percentage of first-year base salary, with a written replacement guarantee. Executive and confidential searches are usually retained, because the work is front-loaded and the market has to be mapped whether or not a hire results. Contract placements are billed hourly at an agreed rate, with the contractor on our payroll.

Whichever applies, you see the fee, the guarantee, and the timeline in writing before the search begins.

Next step

Not sure which one fits?

Describe the role in a sentence or two. We will tell you the engagement that suits it — including when the answer is that you do not need us.

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