Flexible support for hiring and people operations.
Four ways we get involved — chosen to match your stage, hiring volume and the level of support you need. Engagement structure is agreed based on role complexity, hiring volume, timeline and required level of involvement.
End-to-end hiring for specialist, management and leadership positions.
Who it is for
Companies making individual specialist, management or leadership hires where relevance and quality matter more than volume.
Typical situation
A critical or hard-to-fill role, a confidential replacement, or a senior hire that needs structured search and careful assessment.
Scope
- Contingency Recruitment
- Retained Search
- Executive Search
- Direct sourcing & market mapping
Deliverables
- Role & profile definition
- Curated shortlist
- Structured assessment notes
- Reference & offer support
Engagement model
Contingency or retained, depending on role criticality and confidentiality. Structure is agreed per search — no fixed price is published.
Also available
Multi-role hiring for teams that need several related positions filled within one coordinated process.
Flexible recruitment capacity integrated into your business.
Who it is for
Companies building a team or running a defined hiring period who need dedicated recruitment capacity without permanent headcount.
Typical situation
A funded growth phase, a new market entry or a team build where several roles must be filled to a consistent standard.
Scope
- Hiring Projects
- Recruitment Process Support
- Market Mapping
- Scalable Delivery
Deliverables
- Defined hiring plan
- Consistent candidate pipeline
- Process & tooling support
- Regular reporting
Engagement model
A defined period or team build, integrated with your team and tools. Scope and involvement are agreed in advance.
Why it works
You get senior recruitment capability that scales up and down with your plan, without adding a permanent hiring function.
Senior HR guidance without a full-time HR leadership position.
Who it is for
Growing companies that need experienced people leadership but are not ready for a full-time HR director.
Typical situation
The team is scaling, people processes are becoming ad-hoc, and leadership needs a structured, senior view on HR.
Scope
- HR Strategy
- Performance Management
- Organisational Structure
- Retention & People Analytics
Deliverables
- People roadmap
- Performance framework
- Org & role clarity
- Retention insights
Engagement model
A recurring, part-time engagement sized to your needs. Level of involvement is agreed and can flex over time.
Outcome
Consistent, senior people leadership that supports growth without adding fixed executive cost.
Practical HR solutions built around a specific challenge.
Who it is for
Teams with a defined people-operations challenge that needs experienced, practical resolution.
Typical situation
An onboarding gap, unclear policies, an HR audit need, or compensation and HR systems that need structure.
Scope
- HR Audit
- Onboarding
- Policies & Processes
- Compensation & HR Systems
Deliverables
- Findings & recommendations
- Documented processes
- Ready-to-use templates
- Implementation support
Engagement model
A scoped project with clear objectives and a defined outcome. Structure is agreed based on the specific challenge.
Note
Advisory support is practical and operational. We do not provide regulated legal or compliance advice.
Not sure which fits?
Tell us what you are building. We will help you define the right search and the most effective way to run it.