WITH OUR CANDIDATES
We work with professionals operating at specialist, senior and leadership level, and our process is thorough by design.
There is work involved on the candidate side. We spend time upfront getting to know people properly — through in-depth interviews, detailed discussions around experience, and structured questions that go beyond what’s written on a CV. We ask both competency-based and behavioural questions. The aim isn’t to interrogate — it’s to build an accurate picture of fit, decision-making style, and personal drivers.
As part of this process, candidates are asked to complete the Gap Analysis questions in detail. These aren’t box-ticking exercises. They help us — and our clients — understand how someone has operated in real situations, how they think, and where their strengths and gaps genuinely sit.
We also cover salary expectations carefully and transparently, early in the process, so there are no surprises later on.
The better we understand someone, the better we can represent them. When we put a candidate forward, it’s because we can speak confidently about their capability, approach, and alignment — not just their CV