Write the brief properly
Required and preferred are different things.
Why hiring goes wrong
A vague brief, a pile of unscreened CVs, and a first month where nobody prepared anything.
How we work
Define it, screen it, land it
A role brief that lists twelve requirements and no priorities produces candidates nobody is enthusiastic about. Separating what's genuinely required from what's preferred changes the field immediately.
Then screening has to be real. Interviewing candidates before an employer sees them, against consistent criteria, is the work — forwarding CVs is not.
And the first month decides retention. Equipment ready, clear tasks and someone checking in prevents the quiet early exits that cost the whole hire.
Our principles
Three beliefs behind the method
Screen before you forward
A shortlist means someone did the work.
Legal questions to attorneys
We're not employment lawyers.
Want to talk about a role?
A free consultation, with an honest view of what's realistic.