Priority-Hire
Contingent & retained candidate search
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Recruiting for high-priority positions, can be high-risk.
We specialise in helping SMEs to recruit in skilled and competitive candidate markets and resolve their time-sensitive, important hiring needs.
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"Took time to understand our culture and needs, bringing us candidates who were a perfect fit for our team and values."
Lesley Hornung, Chief Marketing Officer
OUR SERVICES
Partnership Options for Priority-Hires
1. Retained Assignments
100% Success Rate on Retained Searches – A Testament to Our Quality
For challenging or confidential hires, we offer a robust search process with an upfront fee and extended guarantees for added focus and assurance.
2. Contingent Recruitment
Recruitment Fee on Successful Placement
No upfront payment: fees apply only upon hiring success and include job advertising, screening, qualification, and sourcing.
Appointing a search firm involves trust. Working with you, we own that trust.
A Closer Look at Retained Search
What is Retained Search?
Retained Search is also known as Headhunting or Executive Search.
A retained relationship requires an upfront fee with benefits including an exhaustive outreach with extended exclusive rebate terms.
It is ideal for sensitive or senior leadership hires where fewer candidates with the necessary skills and experience are available and or the recruit can influence the future of the business.
The Value of Engaging a Search Firm:
Engaging with a search firm is an incredible sign of trust.
We own that trust and become your eyes and ears in the market.
We diligently engage with potential prospects sensitively to our client's brand reputation and legacy.
Key Features of Our Retained Search:
- Extended replacement terms allowing time to ensure the perfect fit between the recruit and the organisation.
- An upfront engagement fee, typically a third of the total fee, ensures commitment and accountability.
- A focused search including extensive outreach to active and passive candidates.
- Personality profiling assessments for informed hiring decisions.
- Targeted email campaigns, social media postings, and competitor insights.
Contact us today to discuss your needs.
List of Services
A Closer Look at Contingent Search
What is Contingency Recruitment?
Contingency recruitment involves an exclusive partnership for a specified period to fill a role. The agency is compensated only upon successfully placing a candidate in the position.
The Value of Contingency Search:
In contingency recruitment, our success depends on making a successful hire. This approach helps fill routine vacancies, saving organisations time on candidate search and screening and costs on advertising.
Key Features of Retained Search:
- Professionally crafted job advertisements by our team.
- Thorough candidate screening conducted by a dedicated Account Manager.
- Utilisation of CV search technology, network, and industry expertise for sourcing candidates, ensuring rigorous qualification processes to present the most suitable candidates.
Contact us today to discuss your needs.
Hiring manager feedback:
"You have found us amazing candidates. We are delighted with your proactive and persistent approach to finding scarce talent."
Marina Kooijmans, Chief People Officer
Candidate feedback:
"I strongly recommend your services to anyone searching for their next role. A passion for people and recruitment is clear. One of a kind!"
Amy Spillard, Head of Technology Partnerships
Priority-hire delivers:
Assurance
Extended candidate guarantee periods - we commit to work with you until the role is filled
True Partnership
Search Phases in Detail:
1. Briefing
- Stakeholders define search parameters including role profile, behaviour, competencies, geography, target and off-limits companies, and your Employer Value Proposition.
- 30-minute progress review every 6-8 weeks (preferably Thursday or Friday) to provide clarity, updates, and discuss questions, clarifications, and benchmark profiles.
2. Sourcing
- Actively recruit from targeted companies and locations using direct methods like headhunting once the scope is set.
- We gather essential data on benefits, bonuses, and market perceptions, providing updates throughout the process.
- Maintain transparency transparent, and we will update you to re-steer the process accordingly.
3. Placement
- Identify candidates who are 'QIA' (Qualified, Interested, Assessed against criteria).
- Agree on a shortlist for your interviews.
- Essential to build candidate relationships, provide timely feedback, and offer detailed package information pre-interviews. Support the chosen candidate through notice period and beyond for successful onboarding.
