The right hire starts before the search begins.
Before we talk about candidates, we want to understand the business behind the vacancy, what has created the need, where the pressure sits and what the right person needs to change.
That gives us the context to shape the brief properly, understand the market we need to search and approach people who make sense for the firm, not simply people who happen to be looking for a job.
Recruitment gets expensive when the wrong people take up your time.
The cost isn’t only the recruitment fee. It is the hours spent reviewing irrelevant CVs, interviewing people who were never right and restarting a search that should have been better defined from the beginning.
A job description gets circulated without properly understanding why the business needs the person or what success actually looks like.
Good people who are settled, passive or not actively applying never enter the process.
CVs arrive, interviews stack up and somebody internally has to work out who is actually relevant.
We understand what has created the need, what the hire needs to change and the environment they are joining before defining the search.
We map, identify and approach people directly, using the market around your location, role and proposition rather than waiting for applications.
We screen the CV, understand their reasons for moving, salary and location, then conduct a recorded first video interview, so you can see and hear the candidate before deciding whether to invest your own interview time.
What changed when Antony George became involved.
Hear directly from our clients about what it is like to work with Antony George, from how we understood their brief to the difference the search made.
“Everyone we have met through Antony George at the interview stage has ultimately been offered the role.”
The quality of candidates, the understanding of our culture and the communication throughout the process have all been real benefits.
The right salary should help you hire the right person, not increase our fee.
Our fee is agreed upfront rather than calculated as a percentage of the successful candidate’s salary.
That matters because salary conversations should be about what the market requires and what gives the business the best chance of hiring well. There should be no commercial incentive for us to recommend a higher salary simply because it increases what we earn.
Four specialist markets. One Financial Planning focus.
Choose the part of the business you’re hiring into. Each page shows the market, search considerations and client evidence relevant to that role.
What are you trying to solve with the next hire?
You don’t need a finished job description. Tell us what has created the need, where the team is feeling the pressure and what you want to be different when the right person joins.
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