FOR EMPLOYERS
Search for operations, administrative and office support roles.
These are the roles your business actually runs on, and they are among the hardest to hire well. Not because they are difficult to find, but because the right answer depends almost entirely on context.
Two people with the same resume are not the same hire.
An assistant who is exceptional supporting one executive can struggle supporting another. A coordinator who thrives in a company of twelve may be lost in a company of two hundred. The skills are on the page. The fit almost never is.
That is what a search is for. Working out what this role, in this company, alongside these particular people, genuinely requires, and then finding the few candidates who match it.
WHAT YOU GET
Three or four people, with the reasoning attached.
A short slate, not a stack. Each candidate comes with a written summary of why they fit, what they would be growing into, and where the risk sits.
You read a few pages instead of forty resumes, and you go into interviews already knowing what to probe.
One recruiter, start to finish.
The person you brief is the person running your search, and the same person your candidates are talking to.
No handoff between an account manager and a candidate manager, and nobody advising you from half the picture.
HOW THE FEE WORKS
A flat fee, agreed before the search begins.
I quote by the role, not as a percentage of salary. You know the number before we start, it does not move if the salary does, and I have no reason to push your offer higher than it needs to be.
Backed by a 120-day replacement guarantee. The industry standard is 90.
HOW IT RUNS
A real conversation about the role. Not a pitch. What the job actually involves and what good looks like to you.
Search and screening. I interview everyone before you see them.
A short slate. Three or four people, each with written reasoning.
Briefing and interviews. Candidates prepared, feedback moving both directions.
Offer and landing. Through to the start date and past it.
Start with a conversation.
Tell me what you are trying to solve. I will tell you honestly whether I am the right person for it, and what I think the search will really take.
Candidates arrive having done the homework.
Before any finalist meets you, they get a briefing on your business, the people they are about to sit with, and what the role genuinely calls for.
Better interviews, and far fewer surprises at the offer stage.