Most of what frustrates employers about agencies comes down to one thing: volume instead of judgement. Here is how we do it differently.
The brief is a conversation, not a form
We ask about the team, the manager, why the role exists, what good looks like at six months and what has gone wrong before. We will also tell you, honestly, if the salary or the spec is out of line with the market.
The search is specialist
The consultant who takes your brief runs the whole search. They start with people they already know, then the wider market, then advertising if it adds anything. Every candidate on the shortlist has had a proper conversation with us about this specific role.
The shortlist is small on purpose
Three to five people, each with notes on motivation, salary expectation, notice period and anything you should know before interview. If we cannot find the right people inside 48 hours we will tell you what we are seeing and agree the next step, rather than padding the list.
We manage the process to the finish
Interview scheduling, feedback both ways, references, the offer, the resignation conversation and the counter offer that usually follows. Then we stay in touch after the start date, because a placement that does not stick is a failure for everyone.
Hiring, or thinking about a move?
Talk to the person who would run your search.
