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Better process. Better Outcomes.
Better process. Better outcomes.
There's no such thing as a "typical" search, but most run somewhere between 3 and 8 weeks from brief to offer. Where you land in that range depends on the role itself, the location, seniority, and how tightly defined the brief is. A Head of Digital Marketing in London with a broad remit moves faster than a Marketing Director in a niche B2B sector based somewhere with a smaller talent pool. We'll give you an honest estimate at the brief stage rather than a generic number, because pretending every search takes the same amount of time doesn't help anyone plan.
Where we tend to earn our keep is on the roles that are genuinely hard to fill.
Often that means a brief that's already been through one or two other agencies without success, sometimes because the market for that particular skill set is thin, sometimes because the role itself is oddly shaped and needs someone who can see past the job title. We don't shy away from those. If anything, that's where a specialist marketing background makes the biggest difference, because we can talk to candidates about the actual work rather than reading a job spec back at them.
We won't pretend every search is straightforward, and we'd rather set expectations properly at the start than promise a fast turnaround and miss it. What we can promise is that we'll keep you updated on where things stand and won't go quiet for weeks at a time waiting for the right candidate to appear.
Understanding your business
Before we begin any search, we take time to understand your business - not just the job spec. As former practitioners, we know which questions matter and which ones most recruiters never think to ask.
Where possible, we'll visit you in person. Telling candidates "it's a great culture" means nothing unless we've seen it ourselves.
We'll also research the market on your behalf - mapping comparable roles, realistic salary ranges, and how remote, hybrid or office-based expectations might affect your options.
You'll know exactly what you're working with before we start.
A fee model that works for you
Our fee is 20%, based on the salary range we agree together during discovery. You pay half on appointment, and the remaining half only when your hire has been with you for 6 months.
No surprises. No small print.
If it doesn't work out, you don't pay another penny.
Writing your job ad
No templates, no buzzword bingo, no posting your own job spec to fifteen job boards and hoping for the best.
We write clear, honest copy that reflects the role, your business, and the genuine opportunity for the right candidate.
Once you've signed it off and we're aligned on exactly who we're looking for, we'll get it in front of the right people.
Finding candidates who aren't looking
At the same time as advertising your role, we run a discreet outreach campaign targeting passive candidates - people who aren't actively job-hunting, but might be open to the right opportunity if it landed in front of them. That's usually where the best hires come from.
Screening - where we invest our time
Screening deserves human judgement, not AI shortcuts. By the time a candidate reaches you, we'll have met them wherever possible, interviewed them properly, and had real conversations about their motivations, cultural fit, and career trajectory.
We specialise in marketing recruitment - and because we've worked in many of the roles we recruit for, we know what good looks like beyond a well-written CV.
We always ask ourselves the same question: if we were building our own team today, would we hire this person? If not, we won't put them in front of you.
Getting your hire over the line
We'll arrange all interviews and when you reach offer stage we'll be on hand to help negotiate terms, handle any counteroffers, and assist with referencing and right-to-work checks. Our work isn't done until your new hire walks through the door on day one.
Final Invoice
At 6 months, if your hire is still in post and delivering - which is the only outcome we're interested in - we'll raise our final invoice!
Have a brief?
Have a brief?
What our clients say
What ourclients say
"We partnered with Ed to help us secure a new CEO at Oban International. The board found it extremely refreshing to work with a recruiter who really understood the industry."
Founder, Oban International
“The experience with Ed was excellent. He looked to understand our needs as well as making sure they found someone for whom the role was exactly right. Six months in, we are really starting to feel the benefit."
CEO, MMT Digital
“Ed is extremely knowledgeable and was able to quickly grasp our requirements, translating these to candidates interested and engaged to explore the opportunity further with us."
HR Officer, England Golf
Our thoughts
Our thoughts
What if your recruiter only got paid when you were happy?
Most recruitment agencies send their final invoice before your new hire has cleared probation. Some before they've even started. You carry all the risk, armed with nothing more than a short warranty and a vague promise that they'll "sort it" if things go wrong.
Something's changing in January 2027 that most hiring managers haven't clocked yet.
Right now, an employee needs two years' service before they can bring an unfair dismissal claim. Two years is a long runway. Plenty of time to work out if someone's right for the role, plenty of time to course-correct, move them sideways...