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Direct hire, handled from role definition to first day
Permanent placement for technology and business roles. We run the full search — market mapping, outreach, screening, interview management, offer negotiation and onboarding support — and you pay only when someone starts.
A permanent hire is a multi-year decision
The cost of the wrong permanent hire is rarely the fee. It is the six months of reduced output, the manager's time, the effect on a team that has to absorb the gap, and the second search that follows.
So we do not run direct hire as a resume forwarding service. We map the market for the role, approach people who are not actively looking, screen properly against the competencies you named, and present a short list with honest assessments — including where a candidate falls short.
You pay a single placement fee when the person starts. Every placement carries a replacement guarantee, with the period agreed before the search begins.
- Contingent and retained models
- Active and passive candidate outreach
- Offer and counter-offer management
- Replacement guarantee on every placement
The search process
Typically four to eight weeks from intake to accepted offer, depending on seniority and scarcity.
Role definition workshop
We meet the hiring manager and the panel. We separate genuine requirements from wish-list items, agree the competencies to assess, and calibrate the salary range against what the market is currently paying.
Market mapping and outreach
We identify where the skills sit — which companies, which teams, which adjacent roles — and approach people directly, including those not applying to job boards.
Screening and assessment
Competency-based interviews against the agreed criteria, technical evaluation where the role warrants it, plus work authorisation, notice period and motivation checks.
Shortlist presentation
Three to five candidates with written assessments covering strengths, gaps, salary expectation and what it would take to close them.
Interview management
We coordinate scheduling, prepare candidates properly, collect structured feedback from your panel after each stage, and keep candidates warm through slow internal processes.
Offer and close
We manage the salary conversation, handle counter-offers from current employers, and stay in contact through notice periods — the stage where placements are most often lost.
Onboarding follow-up
Check-ins at start, thirty days and ninety days with both you and the new employee, so early problems surface while they are still fixable.
Roles we place permanently
From individual contributors to leadership, across both our IT and non-IT practices.
Cloud and infrastructure
Cloud architects, platform engineers, DevOps engineers, site reliability engineers, network and security specialists.
Data and analytics
Data engineers, analytics engineers, BI developers, data scientists, machine learning engineers and data architects.
Software engineering
Full-stack, backend and frontend engineers, mobile developers, QA automation engineers and engineering managers.
Clinical and regulatory
Clinical data managers, biostatisticians, statistical programmers, regulatory affairs and pharmacovigilance professionals.
Finance and operations
Financial analysts, controllers, operations managers, procurement and supply chain professionals.
Leadership
Directors and heads of engineering, data, quality and delivery, plus programme and portfolio leadership.
Direct hire questions
How is the fee calculated?
As a percentage of the candidate's first-year base salary, invoiced when they start. The percentage depends on the seniority and scarcity of the role and is agreed before the search.
Contingent or retained?
Both. Contingent suits most mid-level roles. For scarce or confidential senior searches, a retained model buys dedicated recruiter time and usually produces a better field.
What is covered by the replacement guarantee?
If the placed employee leaves or is terminated for performance within the guarantee period — ninety days as standard — we run a replacement search at no additional fee.
Do you present the same candidates to several clients?
No. A candidate we are progressing for your role is not simultaneously being marketed elsewhere by us without their and your knowledge.
