Recruitment FAQs

We help companies hire permanent employees for their own teams. Our clients include startups, growing businesses and established organizations, with a focus on mid-senior professionals, specialist roles and leadership hiring. Share your business context and open roles so we can assess the search. Explore recruitment services

Our services cover permanent recruitment, executive search, technology hiring, startup recruitment and qualified professional roles. We support role definition, candidate sourcing, screening, interviews and offer-to-joining coordination. The assignment begins with an agreed brief, responsibilities and commercial terms. Explore recruitment services

Yes. Our core recruitment service places people in permanent, full-time roles with the hiring organization. Your company employs the selected candidate. We focus on searches where role knowledge, relevant experience and a considered assessment process matter.

Start with your company name, role titles, hiring location and expected timeline. A job description, compensation range, reporting line and work arrangement help us assess the requirement. Include the business problem the hire will solve, especially when the role is new. Send a hiring enquiry

Yes. We can discuss the outcomes, responsibilities and experience needed before sourcing starts. Together, we separate essential skills from preferences and clarify seniority, salary and working arrangements. Your hiring manager approves the final brief so candidates are assessed against the same expectations.

Yes. A founder or hiring manager can be our main contact. We agree who provides interview feedback, approves compensation and makes the hiring decision. Your company remains responsible for employment terms and onboarding, while we coordinate the agreed recruitment work. See startup recruitment

We can assess a multi-role hiring plan and agree capacity before starting. Share the roles, locations, priorities and target joining dates. We recommend sequencing urgent or business-critical searches and reserving interview time so several vacancies can progress without competing for the same decision-maker.

Compare understanding of your roles, the screening approach, relevant search experience and clarity of communication. Ask who will manage the assignment, how feedback will be used and what the written terms cover. A useful proposal explains how the search will work for your company.

Send your requirement through Hire Talent. We review the brief, discuss the role and agree the scope, responsibilities and terms before starting the search. For existing assignments, use your recruitment contact for candidate feedback and updates. Hire Talent