What clients ask us.
Straight answers to the questions we hear most often. If yours isn’t here, talk to Ben.
Questions and answers
You appoint us to run a search for one role, or for a series of roles as a multi-hire project. We start by understanding your business, what the role needs to change and the market it has to draw from. Then we map that market and approach the people who could do it, most of whom aren’t looking. You hear from us throughout, not just when there’s a shortlist.
A retained search covers the whole market and assesses every credible candidate properly, rather than relying on whoever is on a database. It also brings competency-based interviews, weekly steering calls and careful candidate care, which protects your reputation in a small market.
Before we approach anyone, we get to know your business, the role and the team it sits in. Each candidate has several conversations with us and a competency-based assessment before you meet them. Across a search, that’s typically 20 to 30 touchpoints with each shortlisted candidate, so we know their motivations, not just their CV. Reference checks and psychometric testing are added where they help.
We agree the fee at the start, based on the role’s first-year compensation, and invoice it in three stages: when we begin your search, when you see the assessed shortlist, and when your new hire starts.
Usually 6 to 12 weeks from our first conversation to an accepted offer. It depends on the role and how scarce the experience is.
C-suite roles including Chief Executive Officer, Chief Revenue Officer, Chief Commercial Officer, Chief Product Officer, Chief Technology Officer, Chief Operating Officer, Chief Customer Success Officer and Chief Marketing Officer. Senior leadership such as SVP and VP Sales, Product and Marketing, Managing Directors, General Managers, Heads of Technology and Heads of Operations. And senior commercial specialists, from enterprise and strategic account leaders to partnerships, channel and pre-sales leaders.
Media, Entertainment and Sports Technology, from the camera to the fan, for companies across North America and EMEA.
That’s often the right place to start. Our Market Intelligence work covers salary benchmarking, talent mapping, competitor structures and market feasibility. It gives you the evidence to decide what to hire before a search begins, and a search doesn’t need to follow.
Market Intelligence is a consulting project. Once we have taken the brief and agreed the scope, deliverables and fee, 50% is invoiced on commencement and 50% on completion. Work only begins once we have taken the brief and agreed the project with you. Talk to Ben to discuss your project.
For C-suite appointments, First 100 Days Onboard Coaching with Ben is included in the fee. It helps your new hire settle in quickly, and any early concerns are picked up and dealt with fast. For other senior hires, it’s available as an add-on, and it can be extended beyond 100 days.
Our terms of business include a replacement guarantee.