UNDERSTAND THE APPOINTMENT

Build ongoing capability around a clear business need.

Permanent recruitment is useful when the work will remain part of your business beyond a single project or period of cover. The appointment may replace someone leaving, strengthen an existing team or introduce capability you do not yet have. Start by describing the work that needs an owner and why the role is needed now. This creates a stronger brief than copying a previous job description without reviewing it.

A lasting appointment depends on the environment as well as the candidate. Explain the manager’s expectations, the team structure, the systems in use and the support available during onboarding. Include the location, working arrangement and remuneration range early. For a role that is evolving, separate the responsibilities needed immediately from those that may develop later so candidates receive a realistic account of the opportunity.

When this approach fits.

Growth and replacement appointments
Specialist and professional roles
Roles with ongoing team responsibilities

How we work with you.

Agree the brief

Define responsibilities, essential capability, working arrangements and remuneration. We discuss the search and placement terms with you.

Source and shortlist

Search against the agreed brief, screen for relevant experience and coordinate the checks appropriate to the role.

Support your decision

Arrange interviews, gather feedback and help coordinate references, offers and the practical steps through appointment.

Three decisions that sharpen the brief.

Review the vacancy before replacing it

Ask which responsibilities remain necessary and what has changed in the team. A replacement hire is a useful moment to clarify ownership, remove outdated requirements and decide which capability matters most now.

Set the assessment criteria together

Agree essential experience, practical constraints and the evidence needed with everyone involved in the decision. Resolve conflicting expectations before advertising or interviewing, particularly when several managers will work with the new person.

Prepare for the first months

Define the first responsibilities, support and review conversations. Share enough of this context during recruitment for candidates to understand the role. An appointment should connect to a realistic plan for joining and contributing.

MAKE THE CONVERSATION COUNT

Create a consistent path from shortlist to appointment.

Before interviews start, agree what each stage needs to establish. A recruiter conversation, hiring-manager interview and practical assessment should have distinct purposes. Choose a small set of role criteria and ask interviewers to record evidence against them. This helps your team compare candidates fairly and identify unanswered questions without repeating the same conversation several times.

Plan the decisions around the offer before you reach the final stage. Confirm who approves the package, which checks are required and how the expected start date will be discussed. Keep candidates informed when the process changes. Once an appointment is agreed, prepare access, introductions and initial priorities so the new person can begin with a clear understanding of the work.

Talk through the right approach for your business.

Share your priorities, working arrangements and timing. We can discuss the brief and the recruitment approach with you.

Discuss your hiring needs

How are recruitment fees agreed?

We discuss the placement fee, payment terms and any applicable replacement provisions with you before the assignment proceeds. The initial enquiry does not create a recruitment agreement.

Your hiring questions, answered.

What if we are still finalising the job description?

You can start with the business problem, the work that needs an owner and the skills you believe are essential. Include what is still undecided. We can discuss the brief with you; the role, search approach and recruitment terms should be clear before an assignment proceeds.

How long should we allow for a permanent appointment?

Timing depends on the brief, suitable candidate availability, interview stages, required checks and notice periods. Share the date you need someone to start and any flexibility. Agree realistic milestones for the search and decisions rather than treating an initial target date as a placement guarantee.

Can we recruit for a hybrid or remote position?

Describe the actual arrangement, including office location, required attendance, collaboration hours and any travel. A label such as hybrid can mean different things to different people. Clear expectations help candidates assess the opportunity and allow the recruitment conversation to focus on a workable match.

Start with the business need.

Share the role, required capability, location and timing. We will discuss what a suitable recruitment engagement would involve before you make a commitment. If the scope crosses several functions, identify the responsibilities that matter most so the brief can focus on a workable appointment.

Explore the teams we recruit for

PRACTICAL GUIDANCE FOR EMPLOYERS

Prepare for the next conversation.

Write a job description that helps the right people applyDefine outcomes, responsibilities and essential requirements with a practical job description structure for employers.Create an interview scorecard your hiring team will actually useAssess candidates against clear role criteria with evidence-based notes and a simple scoring approach.Build a 30–60–90 day onboarding plan around real workPrepare access, relationships and staged outcomes so a new hire can contribute with clear expectations and support.

Permanent recruitment