A successful search begins with a clear picture of the work and continues as the new employee gets started.
Define the work before the search
We can help turn the vacancy into a concise role-success brief: essential requirements, expected work, compensation and location constraints, interview responsibilities and early priorities. The agreed brief gives the employer and recruiting team a common reference.
Understand the evidence behind each candidate
For each selected finalist, a Candidate Evidence Brief can connect the role requirements to relevant experience, documented examples and questions that still need an answer. Candidate-reported information is identified separately from information independently confirmed with permission.
Give hiring managers a practical interview guide
An agreed set of job-related questions and evidence notes can make candidate discussions more consistent. We keep the focus on the work and your requirements. We do not substitute an unexplained matching percentage or a personality label for your hiring judgment.
Support the first 90 days
An agreed onboarding plan and check-ins around days 30, 60 and 90 can surface practical issues such as role clarity, access to resources, priorities and feedback. Shared action summaries are handled separately from private coaching notes.
Clear scope, clear terms
These services are selected in the employer's written search or advisory scope. No separate charge is created without agreement. First-90-day support complements the candidate-replacement guarantee; it is not a retention promise or a requirement to purchase additional services to obtain a covered replacement.