Too many CVs, too few candidates
A job advert brings volume. Someone still has to read all of it, and that someone is usually the person who needed the hire in the first place.
For Employers
A short list of people worth interviewing.
We screen against your actual requirement and send three or four candidates, not fifty CVs to sort through.
What usually goes wrong
Good people lost to slow replies
Strong candidates are off the market in days. A process that takes three weeks to reach first interview loses them by default.
The hire that does not stay
A candidate who can do the job but did not want this version of it. Six months later the vacancy is open again.
What we take off your desk
Screened shortlists
Three to four candidates who match the requirement and have confirmed they want the role, with notes on each.
Permanent recruitment
End to end for permanent vacancies, from writing the brief through to the accepted offer and start date.
Temporary and contract
Cover for peaks, absence and projects, with candidates available at short notice.
Interview coordination
Scheduling, reminders and candidate briefing, so your diary is not the bottleneck.
Market and salary insight
An honest view of what your budget will attract in your sector and area before you advertise.
Offer management
We manage counter offers and notice periods so the candidate who accepted actually starts.
Built for the hire that stays
Filling the seat is easy. Filling it with someone still there in a year is the job.
- We take a proper brief before we advertise anything
- Every candidate is spoken to before their CV reaches you
- We tell you when your budget will not attract what you described
- We stay in touch after the start date, not just until the invoice