Services
Four practices, three ways to work with us. Clear scope, clear terms, no games.
How we think about the work
We don't try to fill every role for every company. We do four things, we do them with rigour, and we say no to the rest.
Most agencies grow by taking on every requisition that lands in the inbox. We've grown by being selective. Over the years we narrowed our practice to four areas that genuinely reinforce each other — a search discipline that finds leaders, a technical bench that finds builders, an embedded model for scale, and the market intelligence that makes all three sharper. When these come from one firm, they don't just coexist. They compound.
The way we're engaged reflects the way we work. There are no shrouded terms and no surprise invoices. Once we understand the role, you get a clear engagement letter with a defined scope, defined fees, and a written guarantee on the placement. If the search changes shape, we talk about it before anything moves — never after. The models below are starting points; the right one becomes obvious once we understand what you're hiring for.
Practices
Most engagements lean on one or two of these. We'll recommend the right mix after our first call.
The hires that set a company's direction.
Retained search for C-suite, VP, and board appointments. We run a confidential, market-mapped process that reaches the leaders who aren't answering job ads, and we assess every one against the mandate before a single name reaches your desk.
Engineering, product, and data — screened for real depth.
Recruiters who speak the language and know the difference between a strong résumé and a strong engineer. From a single principal hire to a full platform team, we screen for genuine capability and move at the pace competitive markets demand.
Your recruiting function, run by us.
When you're hiring at scale, a stack of agencies works against you. We embed a dedicated team inside your business, own the process end to end, and deliver hires at volume with the consistency and employer brand of an in-house team.
Know what it takes before you start.
The market intelligence behind a winning offer. We benchmark compensation, pressure-test your org design, and map the talent landscape so you go into every search knowing exactly who's available, what they cost, and how to win them.
Engagements
Fees are indicative — every search is scoped precisely once we understand the role and the market.
| Engagement | Contingent | Retained | Embedded |
|---|---|---|---|
| Fee model | % of first-year salary | Staged retainer | Monthly RPO |
| Best for | A defined role you want filled quickly | Senior or confidential search | Hiring at scale, month to month |
| What's included |
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Process
Every search follows the same four movements. There are no black boxes and no radio silence — just steady, visible progress you're part of the whole way through.
A working session on the role, the team, and what success looks like at six and twelve months. We ask more than we tell, and we agree on the profile together — because the search is only as good as the brief behind it.
We map the market and reach the people who aren't applying — passive candidates, warm referrals, and names our network surfaces. You see progress weekly, not a mystery followed by a sudden shortlist.
Structured interviews, competency screening, and reference work before anyone reaches your panel. We put forward a short, honest slate — the candidates we'd stake our name on, with the trade-offs stated plainly.
We manage the offer, the negotiation, and the resignation, then stay close through onboarding. The search only counts once the person is in the seat and settling in — so that's where our job actually ends.
Questions
A contingent role often produces a shortlist within two weeks and a hire inside six. A retained executive search usually runs eight to twelve weeks given the depth of assessment and the seniority involved. Whatever the shape, we'll give you a realistic timeline at the outset rather than an optimistic one.
Send us the shape of the role and we'll come back with a plan and an engagement letter.