A bold and assured
extension of your team.

1. Understanding the Brief

We speak to the right person in your business to understand your talent needs. Using this insight, we copywrite an advert and make sure it’s optimised to attract the most suitable people.

We keep up to date with market trends, too. Through advice and guidance on challenges and competition, we ensure you get results from your campaign right from the outset.

3. Sourcing Talent

We contact suitable people for your role and encourage them to apply. With access to CV databases and LinkedIn, we actively source the talent you need.

Email alerts are sent out to relevant people in our talent pool to tell them about your vacancy.

Our Exception Report tool means we can identify people who have shown an initial interest in your vacancy but are yet to submit their application. If they look good, we’ll get in touch to offer them a reminder.

4. Scoring Applications

We use a simple traffic light system to score talent based on the criteria you’ve provided. We know talent acquisition isn’t nine to five. And we also know time is of the essence. So our out-of-hours team continue to score applications on evenings and weekends.

5. Making Meaningful Connections

Keeping talent engaged and in the loop is crucial. From application to final outcome, we reach out with regular email updates. We’re on hand for any questions your candidates have throughout the process.

We like to act as an extension of your team, ensuring you know what’s what too. Through catch-up calls, emails and Octo, we let you know about quality and volume of response. If your campaign isn’t performing, we discuss your options with you.

6. Arranging Interviews

We contact the talent you want to see and book them in for interview. All we need from you is your shortlist, availability and details of the interview. We make sure your candidates have everything they need.

The day before your interviews, we give your candidates a call to confirm they’re still attending. Interview ‘no-shows’ happen – but we try our hardest to ensure they don’t.

7. Confirming Offers

When you find a candidate or candidates you want to hire, we contact them for you. We give them the details of your offer, including start date and package.

Once they accept, we let you know. Then it’s over to you to kickstart the onboarding process.

8. Declining Talent

We decline your talent on your behalf. Those who haven’t been interviewed receive a polite email. We call interviewed candidates to discuss their outcome in person.

It’s always best to provide feedback after interview. If you have feedback for your candidates, we’re happy to pass that on.