Behavioural-science recruitment for senior leadership and specialist roles. Every engagement begins with a detailed brief and analysis of the business. We define the role with rigour, evaluate candidates well beyond the résumé, and remain involved through the six-month integration window.
The references checked out. The interview went well. Six months later, the appointment has not held, and you are back at square one.
Twenty years of senior recruitment, behavioural profiling and leadership development. Trained in NLP, DISC and the motivational science of human behaviour. Specialist in leadership, executive and technical search.
Behavioural science layered onto search. NLP, DISC and motivational profiling translated into an appointment decision you can defend with evidence, not instinct.
The defining principleSkills determine who arrives. Behaviour determines who remains.
We are built for the appointments that decide the trajectory of the business: leadership and specialist roles where the wrong decision compounds.
Executive and senior leadership recruitment for businesses building the team beneath the principal.
Engineering, technical and digital appointments for businesses where capability is the constraint on growth.
The mechanics are familiar. The discipline is not. We do the work that converts a placement into a permanent contribution.
The brief is the last thing we write, not the first. The starting point is a detailed analysis of the business and the role: the behavioural shape of the seat is established before a candidate enters the conversation.
Every shortlisted candidate is read through DISC, NLP and motivational lenses, so the recommendation is not only experienced, it is evidenced.
Placement is not the finish line. Structured integration through month six is how an appointment becomes a permanent contribution to the business.
If the role is structurally compromised, we say so, and direct you to the architectural work first. Most recruiters will not. We will.
Three to five times salary in direct cost. Eighteen months of momentum. The cultural debt the team carries forward. Most leaders only account for the first.
Every engagement begins with a detailed brief and analysis of the business. Tell us the position, the team it sits within, and the context. We will return a behavioural profile of the role before any candidate enters the conversation.
Begin the conversation →If your last three appointments have not held, the issue is not who you are selecting. It is the structure into which they are being placed. No amount of behavioural profiling resolves a role designed to fail. Run the diagnostic before you brief another role. We would rather you addressed the structure first.
Take the free diagnostic →