We don't send you CVs. We bring you the right person.
Most firms start pushing candidates before they've understood the role.
We take the opposite approach. We begin by listening.
We invest the time to understand how your team operates, where the friction sits, what the last person in the seat struggled with, and what success genuinely looks like twelve months in. Only then do we go to market.
And when we do, the approach lands differently. We're not blasting a job ad. We're picking up the phone and calling someone we know — someone whose work we've followed for years — and telling them this role is worth a look. They take the call, because we don't make those calls casually. That's the difference between a resume drop and a genuine headhunt.
"Accountability requires a face."
You'll never be handed to a researcher you've never met. You'll never find a different team running the search once we're engaged. And you'll always know exactly who is accountable for the outcome.
We believe trust requires transparency. Every approach, every assessment and every reference conversation is done by the person who took your brief. Because accountability requires a face — and a senior marketing, product or design hire is too consequential to run any other way.
The search, step by step.
The Brief
A real conversation about the role, the team around it, what's actually broken, and what better looks like. We'll challenge the spec if it needs challenging — most senior marketing and product briefs describe two different jobs stitched together.
The Map
We map the market properly: who's doing this work well, where they sit, what would move them, and what you're competing against on comp and scope. You get the market picture, not just a list of names.
The Shortlist
Three or four genuinely credible people, approached personally and assessed on real evidence — work reviewed, references done, honest strengths and honest risks written down. A short list, because a long one is just work passed back to you.
Offer & Landing
We manage offer, counter-offer and resignation carefully, then stay in touch through onboarding and the first months. A signed contract isn't the finish line — the person still being the right hire a year later is.
