What we will,
and will not, do.

We accept mandates in the twelve sectors where we hold genuine network density. Beyond these, we decline - or refer to a firm that does the work better than we would.

Every shortlist arrives with assessment notes, motivation analysis, compensation expectations and a defensible rationale for fit. The shortlist is the deliverable; the CV is an attachment.

If the brief is unsound, the band is wrong, or the candidate pool will not produce a hire at the stated terms, we will say so before the search starts - not after the third unconverted shortlist.

Client identities, candidate identities, and the contents of every conversation stay between the parties to that conversation. We do not publish placement details, broadcast briefs across our network, or use one client's information to position another.

Replacement guarantees apply to permanent placements as standard, in writing, before the search starts. Post-placement check-ins at 30, 60 and 90 days are part of the engagement - not a value-add.

Calls answered. Emails replied to within a business day. Updates without being chased. The job is to remove friction from the decision, not to add it.

If we are not the right firm - wrong sector, wrong seniority, wrong commercial model - we will say so on the first call. A polite decline saves the client three months. We are not interested in placing a role we cannot place well.

Every candidate we present has been assessed against the standard we would apply to a hire of our own. If we would not put our own name to the recommendation, the candidate does not make the shortlist - regardless of how complete the longlist looks.

Candidates are not lottery tickets. We will not represent a candidate to multiple clients simultaneously without their explicit, informed consent and a clear sequencing of which conversation comes first.

Information we learn in the course of one search - candidate pools, compensation, intentions, internal dynamics - is not portable to another engagement. The firewall is structural, not aspirational.

Every assessment note in every shortlist is written by a human who has spoken with the candidate. We use modern tooling for research and coordination; we do not use it to manufacture the judgement that the client is paying for.

A shortlist developed for one client is for that client only. We do not recycle candidates across briefs. If a candidate is right for two roles, the candidate decides which conversation to have first - and one client waits.