Direct placement for the hire you cannot get wrong.
One senior recruiter owns your search end to end. You get a short list of people we can defend in writing, not a feed of applicants to sort through yourself.
Carried a number this size twice. Built the team once from four to nineteen.
Wrong industry, right motion. You would be teaching the category, not the job.
Never owned forecast. We told you before you spent an hour on it.
Three names you can actually discuss. That is the whole product.
Most searches do not fail on sourcing. They fail on clarity.
The role was never agreed
Three interviewers, three different jobs in their heads. We settle that in the intake, on paper, before anyone is contacted.
Volume gets mistaken for progress
Forty resumes is not a search. It is a queue you now have to work through in the evenings.
Nobody says the hard thing
If the comp is short or the title is wrong for this market, you should hear it in week one, not month three.
Five stages. You always know which one you are in.
Intake
Ninety minutes, everyone in the room
What this person owns, how they will sell, the number they carry, and what the first year has to look like. We write it down and read it back.
Market read
Before we contact anyone
Who exists, what they cost, who is genuinely reachable right now. If the role and the market disagree, this is where you hear it.
Approach
By hand, by a person
Real conversations with people who are not looking. Your story told properly, by someone who can answer the hard question on the spot.
Shortlist
A few names, each defended
Each candidate arrives with a written verdict: what fits, what is missing, what you would be teaching, and the minimum they would move for.
Offer and landing
Past the yes
Offer shaped so it gets accepted, the counter handled honestly, then a check in through the first ninety days. Hires come apart after the signature.
Fewer names. Better arguments.
Every search produces the same five things, whatever the role. You should be able to hold us to them.
Fee structure, exclusivity, and guarantee terms are set on the first call, in writing, before any work starts. We will also tell you when a search is not worth running.
Ask about termsA written role brief
The agreed job, signed off by everyone who interviews. It ends the three-jobs-in-three-heads problem.
A market read you can act on
Who exists, what they cost, and whether the role as written is winnable.
A defended shortlist
Written verdicts per candidate, including the ones we passed on and exactly why.
An interview sheet per candidate
What to probe, where the evidence is thin, and the question that will actually tell you something.
A landing, not just a hire
Offer, counter, notice period, and the first ninety days. We stay reachable through all of it.
We use good tools. We do not let them make the decision.