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Specialist recruitment

Permanent and contract hiring for specialist roles, screened by people who understand the work.

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Most recruitment failure in this market is a sourcing problem disguised as a screening problem. The people you want are employed, not applying, and rarely respond to a generic approach.

We map the specific market for your role, approach people directly, screen them against the technical and domain criteria that matter, and send you a short list you can actually interview.

How it works

  1. Briefing

    A working session, not a form. We pressure-test the brief — seniority, must-haves versus preferences, compensation realism and where the role sits in your org.

  2. Market map

    We identify the companies and teams where this experience actually exists, then approach directly. You see the map, including who declined and why.

  3. Screening

    Domain screening against the signals in our expertise pages, plus motivation, notice period, compensation and visa or work-authorisation reality.

  4. Curated shortlist

    A small number of candidates with written context on each — why they fit, where they do not, and the risks worth probing at interview.

  5. Offer and close

    We manage counter-offer risk, notice periods and start dates. Most losses at this stage are preventable with earlier honesty about compensation.

Commercial model

  • Contingency: you pay on a successful hire, not to start a search.
  • Fees are quoted per role and reflect scarcity and seniority, not a flat rate applied to everything.
  • A replacement guarantee applies to permanent placements; the terms are set out in writing before we start.
  • Contract placements are charged on a transparent margin over the contractor rate.

Fees are quoted per engagement rather than published, because they vary with scarcity, seniority and market. You will have them in writing before any work starts.

Frequently asked

How many candidates will I receive?
Typically a small shortlist rather than a long list. The number depends on how narrow the market is — for some payments and compliance roles the entire realistic pool is a few dozen people, and we will tell you that at briefing rather than pad a shortlist to look busy.
Do you charge to start a search?
Not for specialist recruitment — it is contingency, so you pay on a successful hire. Retained terms apply to executive search, where the research commitment is much larger.
Do you recruit contract as well as permanent?
Yes. We will advise when contract is genuinely the better route — usually a defined delivery need or cover for a regulated vacancy — rather than defaulting to whichever model pays us more.

Hiring a role that generalist recruiters keep getting wrong?

Send us the brief. We will tell you honestly whether we are the right people for it, what the market looks like, and what it will take to hire.

Submit a Role Book a Hiring Call