WHAT "FIT" ACTUALLY MEANS
TWO KINDS OF FIT. WE WON’T COMPROMISE ON EITHER.
We don't just fill the role - we find the person who fits the business professionally and your team personally.
01
PROFESSIONAL FIT
Can they do the job at the highest level?
●  A track record of solving the problems you face  at your stage and scale, not someone else's
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â—Ź Â Genuine depth whether technical or commercial that holds up in a real conversation, not just on a CV.
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â—Ź Â Results we can verify with people who have actually worked alongside them.Â
We only send you people we'd be confident putting in front of your board ourselves.
01
PERSONAL FIT
Do they belong in your specific culture?
â—Ź Â Values and a working style that match how your company operates.
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â—Ź Â How they lead, communicate, and hold up under pressure - the things a CV never shows.
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â—Ź Â Real chemistry with your founders and board, because trust is what makes the hire stick
HOW WE WORK
RETAINED SEARCH VS.
CONTINGENCY RECRUITMENT
Both have their place. For senior leadership hires, here's why a
dedicated, retained search tends to reach better people.
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Understanding the fundamental differences in methodology, commitment, and outcome.
SEARCH COLLECTIVE
Who we contact
We map and approach the whole market, including the strong leaders who aren't job-hunting.
CONTINGENCY RECRUITER
Who THEY contact
Naturally focuses on people who are actively applying. That's roughly 15% of the market.
Where the focus goes
A small number of searches at a time, each run personally by the founder.
Where theIR focus goes
Often juggles many roles at once. The model rewards speed over precise fit.
How candidates are assessed
Real conversations and reference checks on both skills and character.
How THEY ASSESS candidates
Leans on CV matching. Deeper vetting usually isn't built into the model.
HOW A SEARCH RUNS
From first brief
to signed offer
We don't just fill the role - we find the person who fits the business professionally and your team personally.
01
Days 1-7
We get to know your business, the role, and what “great” looks like for you.
dISCOVERY
02
Days 8-10
the brief
We agree exactly who we’re looking for, so everyone’s aligned from the start.
03
Days 11-18
market mapping
We map the market and build a longlist of every credible candidate.
04
Days 19-28
direct outreach
We approach the strongest people personally, including those not actively looking.
05
Days 29-35
We interview and reference-check for both ability and fit — the two things that matter.
assessment
06
Days 36
shortlist
We present a shortlist you can act on with confidence — no padding.
07
VARIES
offer & close
We guide the offer and negotiation through to a signed yes.
08
FIRST 90 DAYS
onboarding
We stay involved to make sure the hire settles in and sticks.
WHAT YOU GET
MORE THAN A SHORTLIST
A
Confidential by default
Replacing a current executive, or running a sensitive search? Every approach is handled discreetly and off the record.
Your plans stay yours.
B
Honest pay guidance
We tell you what it actually takes to land this person: base, equity, and structure. This way offers don’t fall apart at the finish line.
C
A wide shortlist
We deliberately look beyond the obvious names, so you see strong leaders from every background — and make a better decision for it.
COMMON QUESTIONS
The questions clients ask first
Straight answers, no jargon. If yours isn’t here,
just ask — we’d rather have the conversation.
Most senior searches take 45–60 days. We spend the first two weeks getting to know the role and mapping the market, then present a vetted shortlist by week four. From there we manage interviews, reference checks, and the offer through to a signed start date.
Contingency recruiters only reach people who are actively applying — roughly 15% of the market. Retained search means we go after the best leader for the role whether or not they’re looking, and you get our full focus because we’re committed to your search rather than racing other agencies to a placement fee.
We look at two things: whether they’ve genuinely solved problems at your scale, and whether they’ll lead your team well. That means real technical conversations, honest reference checks with people who’ve worked with them, and a clear read on how they operate.
Never a keyword scan of a CV.
We stay involved through the first 90 days and stand behind every placement. If something isn’t right early on, we’ll work with you to make it right. Our reputation depends on the hire lasting, not just starting.