72h
Brief to shortlist: always
Not sometimes. Not for easy roles. Every calibrated brief returns a shortlist inside 72 hours. It's how we're set up to operate.
Specialist-led, not agency-volume
The hiring partner your delivery team wanted.
Not another recruitment agency. Every shortlist is calibrated by someone who has run these programmes, then screened against a standard your hiring manager can read.
What makes us different
Four numbers behind every shortlist.
This is our operating rhythm, not marketing. If we don't hit these, the model isn't working.
2:1
CV-to-interview ratio
For every candidate you interview, we've screened two more out. You review fits, not filler. Your hiring managers get their time back.
0
CVs sent before calibration
No CVs land in your inbox until we've had the calibration call. We understand the programme before we recommend anyone.
4
Four entities: London, Dubai, Riyadh, Bengaluru
Not a global brand pretending to know these markets. Region-deep benches, local visa and compliance knowledge, active in the sectors that are hiring.
Where we sit
Different by design.
Volume recruitment optimises for candidate throughput and the consultancies optimise for the statement of work. We optimise for the hire actually shipping your programme.
| What is being compared | Volume recruiters | Consultancies and integrators | Specialist-led delivery |
|---|---|---|---|
| How candidates are screened | Keyword-matched against the job description, at volume. | Assigned from whoever is free on the bench, then trained into the role. | Screened against a written standard by a specialist who has run the role. |
| Brief to shortlist | The first CVs arrive before the brief is understood. | Weeks, because the resourcing and the commercial are one conversation. | Three screened candidates, 72 hours from a complete brief. |
| Platform depth at module level | The platform is named on the CV, never tested. | Depth sits in the practice, and you take the person it assigns. | Roles published per module, so the depth is visible before you brief us. |
| Who owns the shortlist | A different consultant each time you call. | An engagement manager between you and the people doing the work. | One account manager as your single point of contact, in front of six specialist desks. |
| Engagement models | Contingent placement, and that is the only shape on offer. | A statement of work, priced and scoped as a project. | Contract, Permanent, Employer of Record or Managed Delivery. |
| Commercial transparency | The margin sits between the candidate's rate and your invoice. | A blended day rate, with the mix inside it. | A rate card agreed up front, banded by experience, skill set, quality and location, and one day rate on your invoice. |
| When a placement does not work | A fresh fee and a fresh search. | A replacement from the bench, under the same statement of work. | A replacement search on the same 72-hour standard. |
| Scaling a team mid-programme | A new requisition and a new search each time. | A change request, scoped and priced again. | Ramp up and ramp down inside the same agreement. |
| Accountability after placement | The relationship ends at the invoice. | Accountability sits with the programme, not with the hire. | Permanent carries a 100-day warranty: you pay on start, and only if they stay. |
See the difference on your next hire.
Send us a brief. The 72-hour SLA starts when we finish the calibration call.