Services

Three engagement models.
One standard of care.

We run every search the same way — the pricing and commitment model is what changes.

01 · Retained Search

Retained Search

Exclusive, partnership-led search for leadership and senior roles.

Exec & C-suite Heads of function Confidential mandates

What it is

A structured, exclusive search engagement. We commit to delivery; you commit to working with us as your single partner on the role. Fees are staged across the search, not contingent on placement.

When to use it

Leadership roles, board and C-suite hires, confidential replacements, any search where full market coverage and discretion matter more than speed.

What you get

  • · Role scoping workshop and written brief sign-off
  • · Full market map of active and passive candidates
  • · Structured assessment, psychometrics if required, written references
  • · Weekly progress reporting against a committed timeline
  • · Offer management, resignation support, 90-day check-ins
02 · Contingency

Contingency Recruitment

Targeted, fee-on-placement hiring for mid to senior roles.

Mid–senior IC Specialist skills Multiple hires

What it is

A fee-on-placement engagement for roles where a focused shortlist of strong candidates, delivered quickly, is what you need. Same care, lighter commitment on both sides.

When to use it

Senior individual contributors, specialist skill hires, pipeline building for growing teams. When you want a specialist partner alongside your in-house function or other agencies.

What you get

  • · Role brief and quick alignment call
  • · Curated shortlist — not CV volume
  • · Candidate vetting and qualifying before presentation
  • · Interview coordination and feedback loops
  • · Offer and onboarding support
03 · Advisory

Talent Advisory

Market intelligence before you open the search.

Market mapping Comp benchmarking Org design input

What it is

A short, fixed-fee engagement that gives you the market picture before you commit to a hire: who's out there, what they cost, and how to structure the role to attract them.

When to use it

Before a new role gets signed off. When a previous search stalled. When you're entering a new market or function. When internal comp bands need external validation.

What you get

  • · Written market map of target talent pools
  • · Compensation ranges by level, sector and geography
  • · Competitor org structures where visible
  • · Recommendations on role framing and realistic timelines
Not sure which fits?

Describe the hire — we'll recommend the model.

The right engagement depends on seniority, confidentiality, timeline and your internal setup. A 20-minute conversation usually clears it up.

Book a call