Service for employers

Permanent recruitment

A shortlist of properly screened, genuinely interested candidates, usually within days, with a replacement guarantee.

Brief us on a roleTalk to a consultant
An interview in a glass walled meeting room, photographed over the candidate's shoulder

What it is

Permanent recruitment is for the roles you need filled properly: the staff nurse, the quality manager, the financial controller, the engineer your site lead has been missing for months. If you are an HR director, a hiring manager or a founder without a recruitment team, the usual problem is not a lack of CVs. It is too many of the wrong ones, slow answers and terms that stay vague until late in the process.

We work the other way round. One named consultant takes the brief, speaks to every candidate about your role and sends a small shortlist with honest notes. Our fee basis and replacement guarantee are agreed in writing before any search starts, and you pay nothing unless someone starts.

What you get

  • One named consultant from brief to start date
  • Written terms, fee basis and replacement guarantee agreed before any search begins
  • No fee of any kind unless the person you choose starts work
  • A first shortlist we aim to send within 48 hours of the agreed brief
  • Every shortlisted candidate interviewed by us about your role, with written notes on motivation, pay and notice
  • Every candidate told the outcome, so your reputation as an employer is protected
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How it runs

Four steps, one consultant.

  1. 01

    Brief and terms

    A call or visit with your sector consultant to understand the role, the team and what good looks like. We give you an honest view of pay and availability, then confirm fee, guarantee and timings in writing before any search starts.

  2. 02

    Search and screening

    Your consultant approaches suitable people directly as well as advertising where it helps. Every candidate has a proper conversation with us about your role, and nobody's CV reaches you without their explicit agreement.

  3. 03

    Shortlist and interviews

    We aim to send a first shortlist within 48 hours. If the market will not allow that, we tell you what we are seeing and agree the next step. We then arrange interviews and pass feedback both ways, promptly.

  4. 04

    Offer and aftercare

    We manage the offer, references, checks, resignation and any counter offer, and tell every other candidate the outcome. After the start date we check in with you both, and the replacement guarantee in your written terms applies.

Questions

What employers ask us.

Everything here is confirmed in writing before any work begins.

What does permanent recruitment cost, and when do we pay?

You pay a single fee, and only when the person you choose starts work. There is no charge for taking the brief, searching, shortlisting or interviews, and nothing to pay if you do not hire. In Ireland an agency fee is typically calculated on the first year pay for the role. Ours, along with exactly what counts as pay, the payment terms and the replacement guarantee, is confirmed in writing before any work begins. You can ask for our terms before you tell us anything about the role.

How quickly will we see candidates, and how long does the whole hire take?

We aim to send a first shortlist within 48 hours of agreeing the brief. That is a target, not a promise, and if a role needs longer we say so at the start. The full hire depends mostly on your interview stages and the candidate's notice period. For context, an IrishJobs survey of 500 HR professionals carried out from 3 to 5 September 2025 put the median time to hire in Ireland at 10 weeks. We agree interview dates and feedback times with you at the brief so good candidates are not lost to delay.

What happens if the person leaves or it does not work out?

Every permanent placement carries a replacement guarantee. If the person leaves within the guarantee period, we run the search again for the same role without a further fee. The length of the guarantee and its conditions are confirmed in writing before any work begins, so you can compare them with any other agency's terms line by line. We also stay in touch with you and the person placed after the start date, because a problem raised in the first weeks is usually easier to fix than a resignation.

How do you check that candidates are who they say they are?

Before an offer is finalised we check identity, right to work in Ireland, qualifications and references. For regulated roles we confirm registration with the relevant body, such as NMBI for nurses and midwives or CORU for health and social care professionals. Where a role needs Garda vetting, we agree with you in writing who arranges it. You receive written confirmation of what was checked and when. Responsibility for employment checks typically rests with you as the employer, which is why we give you the evidence and not just our word.

What do you tell the candidates we do not hire?

The outcome, every time. Each person we put forward for your role hears from us whether they are progressing, and anyone you interview gets feedback once we have yours. This matters to you as much as to them. In a specialist field, the people you turn down today are future colleagues, customers and applicants. We ask one thing in return: feedback from you within the time we agree at the brief. And no CV is ever sent to you without the candidate's explicit agreement.

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Ready to start a search?

A specialist consultant will call you within one working day to agree the plan, the timeline and the terms.

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