Talent — For employers
Stop searching. Start meeting the right people.
A long list of candidates who match the keywords is not a shortlist. We would rather send you three people worth meeting, with the reasoning attached, than thirty who look alike on paper.
The difference
The same role, read two different ways.
A generic keyword search
- Java
- Spring Boot
- PostgreSQL
- AWS
Matches on words. Says nothing about the work.
How we read the same role
- Is this event-driven?
- Does this person own architecture?
- Is AWS operational experience essential?
- What does ‘senior’ mean inside your organization?
This is what changes the shortlist.
Scoping the search
Five questions we ask before we look for anyone.
What will this person actually do?
The first six months of work, described in concrete terms rather than a list of responsibilities.
What does the team look like?
Who they work with, who they report to, and where the technical decisions get made.
What does the environment feel like?
How work is planned, how much autonomy exists, and how interruptions are handled.
Why is the role open?
Growth, replacement, a new direction — it changes who will succeed in it.
What would make someone leave?
Worth asking honestly. The answer usually shapes the shortlist more than the requirements do.
What to expect
How the engagement runs.
First, questions
We come back with the things the description did not cover before we approach anyone.
Then a written scope
What we understand the role to be, so you can correct us before the search starts.
Then introductions with reasoning
Every candidate comes with an explanation of why they are worth your time, and what to probe.
Then honesty about the market
If the role as described will not attract the people you want, we will say so early rather than send a padded shortlist.
Permanent, contract and specialist search engagements are all handled the same way: understand the work first, then search.
Our approach
Our Approach
Understand
We learn the work behind the role before we search for anyone.
Search
We look where the right people actually are, not only where they are advertised.
Evaluate
We assess technical capability and context, not just a keyword match.
Introduce
We introduce people worth meeting, with the reasoning behind the introduction.
Support
We stay involved through offer, start date and the early months.
Tell us about the role.
The more we understand about the work behind it, the better the shortlist.