Discovery & Scope
First conversation and getting started
We understand what good looks like.
We learn the role, what you're looking for and where your current process is losing time or people. Then we scope candidate numbers, interview type and any technical or specialist assessment. Pricing and terms are agreed before anything starts, so there are no surprises later.
Fair before it starts.
The core skills the role needs are agreed before anyone is interviewed, so you are compared fairly, on the same criteria as every other candidate, with every score backed by written evidence.
Onboarding consultation
Where the assessment gets built
We learn how you actually work.
A conversation about what you do, how your team works and what your culture feels like day to day, not just what is on your website. From it we build three things: the interview rubric for the role, a briefing we carry into every interview and a company profile for prospective employees. That lets us describe your business accurately and answer candidates' questions properly.
Someone who can speak for the company.
Because we are properly briefed, your interviewer can describe the role and the business with real understanding and answer the questions you actually want to ask. You also get a company profile to read, so you know what you are walking into.
The shortlist
The shortlist, assessed fairly
Your shortlist stays yours.
We do not source or filter candidates. Whoever you put forward, exactly as it stands, is assessed fairly on what they can actually do.
Nothing changes about how you applied.
You come through the business's own process, as you would anywhere else. The difference starts at the interview, where you are judged on what you can do, not your job title or how polished your CV is.
The interview
A real conversation, scored on evidence
Scored on evidence, built to reduce bias.
A structured, human led interview of 45 to 60 minutes. We score the research they have done on your business, how genuine their motivation is and the core skills the role needs, each with written evidence. No AI scoring and no automated screening. Where the role needs it, a technical or specialist assessor joins the interview.
A real person, actually listening.
A conversation with someone properly briefed on the company, not a keyword matching bot or a rushed panel. You can ask your questions and get real answers.
Every candidate sits the same structured interview for the role, assessed against the same scoring criteria so the comparison is fair for everyone and based on evidence.
Your report
A clear result within 24 hours
A quantified, evidenced report within 24 hours.
A structured report for every interview, with each score backed by written evidence: strengths, role fit, development areas and a recommendation on next steps. If nobody fits, we say so. If the brief looks unrealistic for the market, we flag that too.
Feedback, whatever the outcome.
Written feedback within 24 hours: what you showed well and what to work on next. You are never left in silence. It is separate from the hiring decision, which stays with the company.
The business decides on evidence, and the candidate leaves with something useful whether or not they get the role.