Step One: The Brief
Getting started with us is simpler than you might think. There are no lengthy forms to complete and no waiting around after sending over a job description.
When you get in touch, we’ll arrange a short call. Our goal is simple, we aim to understand the role well enough that you don’t have to keep answering questions further down the line. We cover the areas that actually matter:
- The context – why the role exists, and what success looks like in the first six months
- The team dynamic – who this person will work alongside and what culture fit really means for your business
- The non-negotiables – salary expectations, location, flexibility, and any specific experience that’s genuinely essential
- The timeline – whether this is urgent or you’re building a pipeline
What this means for you: one focused conversation upfront saves you significant time later. The more we understand at the start, the fewer unsuitable CVs land in your inbox.
Step Two: Market Mapping and Search
Once we have the brief, we get to work straight away. You won’t be waiting on us to post an advert and hope the right person applies.
Our consultants are specialists in legal, finance, and family office. That means we already have deep networks and active relationships with candidates who aren’t visible on job boards. Many of the strongest hires we make are with people who weren’t actively looking. We draw on our existing network, targeted headhunting, and specialist job advertising simultaneously.
What this means for you: you get access to a far wider pool than a job posting alone would reach, without any additional effort on your side.
Step Three: Candidate Qualification
Before a CV lands in your inbox, we’ve already had a detailed conversation with the candidate.
We screen for the obvious things, but also we go further than that. We explore the candidates’ motivations, career trajectory, and whether this role actually represents the right next step for them. A candidate who’s excited about the opportunity will always perform better at interviews and beyond.
What this means for you: you receive a shortlist of typically two to four candidates, each accompanied by a profile note from us, rather than a stack of CVs to sift through.
We’ll also give you an honest steer, for example, if the market is telling us something about your brief, whether that’s around salary benchmarking, candidate availability, or skills that are genuinely scarce right now, we’ll share that with you before you invest time in interviews.
Step Four: Interview Support and Offer Stage
Once you’ve selected candidates to interview, we handle the logistics so you don’t have to.
We brief candidates thoroughly before they meet you, gather feedback promptly afterwards, and keep the process moving. If something isn’t quite landing, we’d rather know quickly and recalibrate than leave you waiting on a search that isn’t working.
At the offer stage, we manage the salary conversation on your behalf. It’s a delicate moment, and having us in the middle typically leads to a cleaner outcome for everyone. Candidates know what to expect, and there are no late-stage surprises.
What this means for you: less back-and-forth, fewer dropped offers, and a smoother close.
After the Placement
Our involvement doesn’t stop the moment a candidate accepts an offer.
We stay in contact through the notice period and check in after the start date to make sure the transition is going well. If any concerns arise on either side, we’re here to help navigate them early.
We work on a permanent placement basis, which means our focus is always on finding the right long-term fit, not the fastest close
Ready to Pick Things Back up?
If you have a role you’re looking to fill, or you’re simply thinking ahead about your team for the next quarter, getting started couldn’t be simpler.
Drop us a line or give us a call. One conversation is all it takes, and we’ll handle everything from there. Get in touch with our team.
Frequently Asked Questions
We start with a focused conversation to understand the role, the team, the timeline and the essentials that matter most. That upfront clarity helps us move faster later and means you do not waste time repeating yourself.
We combine our existing network with direct search and targeted market activity to reach candidates who are not always visible on job boards. That gives us a wider pool to work from and helps us find people who are genuinely relevant to the brief.
We aim to keep things focused. In most cases, we present a small shortlist rather than a long list of CVs, so you can review strong options without spending hours filtering out the wrong fit.
Yes. We keep the process moving, brief candidates properly, gather feedback quickly and manage the offer conversation where needed. That reduces back-and-forth and makes it easier to reach a clean outcome.
We stay in touch through the notice period and after the start date to make sure everything is settling in well. If anything needs attention, we are there to help early rather than waiting for problems to grow.
