Our end-to-end client recruitment services explained

Our expert consultants and researchers manage recruitment projects from end-to-end. For our corporate and scale-up clients, this means advising on employer branding, candidate profiles, salary benchmarking, search strategy, engagement strategy, candidate assessment, selection process and how to engage interims.

Candidate profiling

After we have gathered your requirements at the kick-off meeting, we are able to define what a suitable candidate profile looks like – to include number of years’ experience, knowledge, skill sets, personal attributes, education, and previous brands worked with. 

We also look to the current market to offer advice on the structure of the team and specific job titles to attract the pool of candidates to the role.

marketing executive search

Salary benchmarking

We place candidates within our specialist areas of product, marketing, and eCommerce every day, so we’re able to gather information on pay and benefits and track any changing trends across the full range of senior roles within these disciplines. Salaries can vary according to location, experience levels, niche domain experience, importance of the role to business growth and much more.

The benefits of salary benchmarking are well known – getting the right salary can help to initially attract candidates to your business, also reducing attrition rates within existing employees too. We keep an active eye on the packages offered by the rest of the market, ensuring our clients always remain competitive within the marketplace.

Engagement strategy

As part of our engagement strategy, we take all candidates through a briefing process to include the business strategy, the roadmap, the objectives of the business and where their skills can help with business growth. We show each candidate where they could be within 1 year, 3 years and 5 years at the business, highlighting growth and development opportunities, and giving them a reason to be excited by the prospect of joining. 

Engaging a candidate early on within the recruitment process is crucial, especially for those C-level roles, where the candidate may be considering several options.

Find out more about our 3 steps to engaging a candidate.

Selection process

We can advise on the best selection process for your business, to include:

1. how to drive candidate engagement and position the opportunity

2. interview techniques and questions to ask across marketing, eCommerce, digital and product

3. number of interview rounds, to ensure a quick but thorough process for your business

4. task themes and task assessment criteria

5. assessment criteria and format

6. offer stage including counteroffers and rejections


Package and benefits

We often advise our clients on salary and packages, considering various business factors; size, sector, budgets, benefits and niche domain experience and skills required. We do this on a case-by-case basis, ensuring we take into account market conditions too.

We guide our clients on packages that will secure the right candidate for the business, and will lead the offer process, and be on hand to help with any negotiations.

We have complied reference guides for salary expectations across our specialist disciplines; product, marketing, eCommerce and digital.

chief product officer jobs and vacances

Employer brand

We’re experts in attracting candidates to roles, and part of this is explaining to each candidate what the perspective employers ‘Employee Value Proposition’ is. 

An EVP is ‘what an organisation stands for, requires and offers as an employer.’ This can be everything from salary, holiday entitlement, perks, performance related bonuses, and other benefits including flexible working, company cars, wellbeing incentives and health insurance.

Read our guide to understand 3 steps to improving your employer brand proposition.


There are many variables that affect the amount of equity that is usually offered, often depending on the risk to the candidate.  A very early-stage start-up that is boot strapping and can’t afford to pay much of a salary will offer more than a post-series B scale-up with a proven product–market fit. 

Business, candidate and domain variables will affect the amount of equity given. Find out more about what equity to offer and some recent examples that have helped to attract and secure top level talent.

Engaging interims

Whether you are looking to cover a short-term skills gap, have a tactical project that needs completing or your business needs help to solve a specific problem, we can help you to source interim contractors straight away. 

With our 35,000 strong candidate network, we can be hyper responsive to your brief and fill vacancies quickly. We can also help with any the legal requirements involved, protecting your business and ensuring confidentiality for high-profile assignments.


Gap analysis

On getting to know your business, we can analyse your current workforce and the skills they possess and compare this to the skills you require to meet your specific business goals. We can then discuss our recommendations for new skills and knowledge required, and how we would structure the team for the best results.

On agreement, we can start the end-to-end recruitment process on your behalf.

Contact us today to get started.

employer brand