Selection & Recruitment
We run the whole appointment, from terms of reference to a ranked shortlist you can defend, and we stand behind the placement through probation.
Any employer filling a role where a wrong appointment is expensive to unwind.
What the work covers
- Executive and management search, including a databank of senior executives seeking a change
- Advertised recruitment for professional, technical and support roles
- Bulk and seasonal recruitment against a fixed timetable
- Shortlisting-only briefs where you run the interviews yourself
- Reference and qualification verification
- Contract and offer documentation
What you are left holding
- Ranked shortlist with scoring sheets retained
- Full candidate profiles and referee letters
- Interview panel guides and scoring instruments
- Written replacement guarantee through probation
The work in detail
Recruitment is the service clients most often try to run themselves and most often come back to. The reason is rarely a shortage of applicants. It is that a single advertised post can draw several hundred applications, and the fastest way to reduce that pile by reading for the best-written CV is the least reliable signal of who can do the job. We take the whole appointment off your desk, or the part of it you do not have capacity for, and hand back a shortlist that is ranked against criteria you agreed before the advert went out.
The work is deliberately documented. Selection criteria are written and weighted first; every application is graded against them by two assessors working independently; interviews are structured so each candidate answers the same questions and is scored on the same scale; and referees are spoken to by telephone rather than accepted on a written letter. That paper trail is what allows an appointment to be defended later, whether the challenge comes from a board, an unsuccessful internal candidate or a labour officer.
We also stand behind the outcome. If a candidate we placed resigns or is terminated during probation, we replace them at no additional professional fee. That guarantee is why our incentive is a correct appointment rather than a quick one.
Selection & Recruitment
Scenarios, for reference
A finance manager who did not last
A mid-sized company had replaced its finance manager twice in three years. Both appointments interviewed well. On review, the job description described a reporting role while the business needed someone to rebuild controls. We re-analysed the job first, rewrote the specification around control design, and tested candidates on a deliberately broken reconciliation. The appointment made on that evidence held.
Sixty roles on a fixed programme timetable
An NGO opening field offices had to fill sixty positions across four districts before a donor deadline. We ran regional advertising, sat district-level panels to a single scoring instrument, and released weekly progress against the schedule so the programme could plan inductions in parallel.
A confidential replacement
A board needed to replace a senior manager who was still in post. We ran the search from our databank without advertising, met candidates off-site, and presented three ranked profiles with the client name withheld until the final stage.