Home › How We Work
How we work
No portal to chase and no black box. Here is the sequence, with the clock running from the moment we take the brief, and what we expect from you at each step.
The problem
Ask a hiring manager where a vacancy actually lost time and the answer is rarely sourcing. It is the intake call that skipped the compliance context, the CVs that arrived unscreened, the week spent discovering the rate was never viable, the offer that stalled because nobody checked availability.
Agencies optimise for submission volume because submissions are what gets measured. The result is a process that looks busy in week one and produces nothing usable by week three.
We optimise for the first usable shortlist instead, and we front-load the uncomfortable questions so they cost hours rather than weeks.
Tell us the problem. A specialist replies, not a form robot.
How it runs
A recruiter with a life sciences background takes the brief, including the systems, quality context and audit exposure most intake calls skip. If the role is unfillable at that rate or in that location, you hear it on this call.
Candidates are tested on the technical and regulatory realities of the job. A validation engineer gets asked about traceability and periodic review, not about which tools appear on the CV.
Profiles you can put in front of a hiring manager the same day, with rate and availability confirmed. A short list, deliberately. If we send you six, two were filler.
I-9 and E-Verify, background checks and GxP-aligned screening on every placement, documented properly. We stay engaged through onboarding and delivery rather than disappearing at start date.
48 hours
From brief to first usable shortlist
Client testimonials are being collected and will be published here once the clients concerned have approved the wording in writing.We do not publish quotes we have not been given permission to use.
What we do
Every engagement that goes badly has the same root cause: we were working from a job description instead of a conversation. Four things make the difference.
Not a forwarded job description. Half an hour with someone who knows what the role actually does.
Tell us the ceiling. We will tell you honestly whether it clears the market.
Even a no. Especially a no.
Someone who can say yes.
Questions
Highly scarce roles, cleared or classified environments, and unusual locations take longer, and we say so at intake rather than missing the date quietly. The commitment is to a realistic date given on day one, not to 48 hours regardless of reality.
Both, and we will perform under either. Exclusivity buys you more of our senior time and a deeper search; a competitive process gets our normal service. We do not pretend the two are identical.
Usually two to four. If a shortlist runs to six, some of them are padding, and we would rather send three you will interview than six you will skim.
We check in during week one and month one, and stay in contact with both sides. Most contract problems are visible early and fixable early, and they only become expensive when nobody is watching.
The same intake discipline, then a scoping conversation instead of a shortlist. You get a defined deliverable, a named accountable lead, and a commercial that holds unless the scope genuinely changes.
Related
Who runs the business and what we hold each other to.
Judge us on the shortlist, not the sales deck.