Hire the person, not the paperwork.
You do not need someone who has already done the job somewhere else. You need someone who will still be getting better at it in two years. We find those people, and we work across industries rather than specialising in one.
- We build the pipelineWe write the advertising, place it where the people you want actually look, and manage the spend behind it week by week. Budget follows evidence. We track which advertising produces someone who starts and stays, rather than which produces the most applications, and we move the money the week something stops working.
- We screen for effortQualifications are easy to verify and weak at predicting anything. We screen for the things that actually travel between industries: whether someone can take instruction, whether they finish what they start, and whether they keep going once the novelty wears off. You still make every hiring decision. We make sure the people in front of you are worth the hour.
- We stay past the start dateMost recruiters are finished the moment someone signs. That is precisely the point at which the outcome is still undecided. We stay involved through the stage where a new hire is learning the work and has not yet started returning value, because that is the stage where good people quietly leave and the whole investment is written off.
The best hire is rarely
the best resume.
Hiring on credentials narrows the field to people who have already been given a chance somewhere else. It is a small pool, an expensive one, and it competes directly with every other company sorting by the same filter.
Hiring on effort opens a far larger field, and it tends to produce people who are grateful for the opportunity and determined to keep it. Handled properly, they outperform the safe hire and they stay considerably longer.
Handled badly, they churn. Which is why the development stage is part of the service rather than something we leave with you.
No percentage of
anyone's salary.
Most agencies charge a share of a new hire's first year pay, which makes a good hire cost you thousands the moment they sign.
We charge a flat management fee, and any advertising is passed through at cost with nothing added to it. You see exactly what was spent and where, every week.
That structure has one useful consequence: we are not paid more for sending you more people, or for sending you expensive ones. The only way the arrangement stays worth having is if the people we send are worth interviewing.
Who this suits.
Companies that are growing, that train people properly rather than expecting them to arrive finished, and that promote from within when someone earns it. Industry is not the point.
Roles that genuinely require a licence or an accredited qualification, and any advertisement asked to describe a job as something it is not. We decline the second one, politely, every time.
Tell us what
you're hiring for.
One seat or a full floor. Send us the role and we will come back with what we would actually do about it, not a deck.