Relationships first. Judgment second. Tools third, in that order, always. The technology widens the net and buys back the hours. It does not decide who deserves a career.
Most firms talk about AI. Ours is built into the desk, and it changes what a client actually receives and how quickly they receive it.
We search professional networks, code repositories, company registries, conference programs and the open web in parallel, against a plain-English profile of the ideal candidate. A sourcing exercise that used to take two weeks produces a ranked long-list the same day.
Every approach is written for the person receiving it, referencing their actual recent work, their transition signals, their timing. No templates. Senior people can tell the difference immediately, and they answer accordingly.
For any retained search we map every comparable role across the competitor set: tenure, last move, compensation signals, probability of being in-market. You get the shape of the whole market, not just the people who replied.
Status reports, candidate dossiers and pipeline updates are produced automatically, so the time goes into the search rather than the paperwork. We work in English, Spanish, Portuguese, German and Polish.
Closing. Trust. Cultural fit. Strategic counsel. The judgment call on whether a candidate who looks right on paper will survive your board. No agent will ever own any of that, and any firm that tells you otherwise is selling you software, not a search.
"We use technology to find more people, and judgment to present fewer."
Company introduction, fee structure, contractual due diligence, and a briefing that establishes what 'right' actually looks like, not merely what the job description says.
Direct approach across our network, database and market map. First-, second- and third-level search. No advertisement, no waiting for applications.
First profiles within two to three weeks. Each candidate interviewed, referenced and assessed against the brief, with a written recommendation and an honest view of the risks.
Interview coordination, offer management, and a replacement guarantee, 180 days on a retained search, 90 days on a contingent one. We stay in the process until the candidate is in the seat.
Where a traditional desk delivers three to five candidates in three weeks, we shortlist in days, from a wider, multilingual pool.
