Direct hire

2 or 3candidates: on the shortlist, each one you would be content to hire
80+: Fortune 500 companies have hired permanent staff through us
20+years: of networks in the industries we recruit for, not a job board search

What it is

A permanent hire, sourced and shortlisted by a recruiter who knows the role.

Direct hire is a permanent role, filled properly. We scope the job with the person who will manage it, go to our network rather than an inbox, screen and reference check everyone, and bring you a short list with honest notes on each person.

The work you save is the sifting. The work you keep is the judgement, which was always yours to make.

Best for

A permanent role you cannot afford to get wrong
A confidential search, including replacing someone still in post
Scarce skills where the good people are not applying to adverts
The first leadership hire into a team or a site
A role you have already advertised twice

When it is not the answer

If you are not yet certain the role should be permanent, or the headcount is not signed off, contract-to-hire gets someone working sooner and leaves the decision until you have seen the work.

Contract-to-hire

How it works

How direct hire works.

From the first call to the first day. No forms to download, no portal to log into, and a person on the other end of every step.

01
The intake conversation
Thirty minutes with the hiring manager about the work, the team and what would make someone succeed here. This is where most searches are won or lost.
02
Search and screen
We go to our network and the market, then meet everyone ourselves. References are checked before you see a name, not after you make an offer.
03
A real shortlist
Two or three people, each with notes on strengths, gaps and motivation. If nobody is good enough yet, we tell you that instead of padding the list.
04
Offer and start
We manage the offer, the counter offer conversation and the notice period, and stay in touch through the first weeks.

The real cost

An empty seat is never free.

The fee is the visible number. These are the ones that usually cost more, and they are the reason a proper search pays for itself.

The work not done: Every week the role is open, the output is absorbed by people who already have a job, or it does not happen at all.
The wrong hire: A hire that fails at month five costs the salary, the training, the disruption, and the search you now have to run again.
The manager's time: Sifting a hundred applications is a fortnight of a senior person's attention. That is the part we take off you.

What is included

Every placement, the same standard.

Role scoping with the hiring manager
Market mapping and direct approach, not just advertising
Screening interviews and reference checks before shortlist
Interview scheduling and candidate care
Offer, counter offer and notice period support
A replacement guarantee if the hire does not work out

Where we use it most

Common in these industries, though we run direct hire across all eighteen we serve.

All eighteen industries

Compare

Not sure which one fits?

The five arrangements differ in how long the person stays and who employs them. We will tell you honestly which one suits the work, even when it is the smaller one.

Temporary staffing
People for a day, a week or a season, without adding headcount.
Contract staffing
Skilled and technical specialists for exactly as long as the work lasts.
Contract-to-hire
A real trial period on the job, then the permanent decision.
Direct hire
A permanent hire, sourced and shortlisted by a recruiter who knows the role.
You are here
Project and team staffing
A whole team across roles, assembled around one piece of work.

Questions

Before you call.

A percentage of first year salary, quoted before any work starts and invoiced when the person begins. There is no charge for the search, the shortlist or the replacement guarantee.