Our recruitment process
- 01 Intake: role and company profile Role, company and the reason to join
- 02 Locating candidates: network, database and headhunting Own market, own network, direct approach
- 03 Qualifying and introducing candidates Tested against the profile, with consent
- 04 Interviews and feedback Every round planned, feedback from both sides
- 05 Offer and contract The offer runs through us, up to day one
Executive Search
Rare talent, specialists, senior or board-level appointments, our team priotizes your roles through a confidential and structured 8-week campaign protocol.Recruitment
Management, leadership and mid-career hiring. Permanent, fixed-term or in volume.Interim
Experienced operators deployed on fixed timelines for transformation, coverage or compliance.Contracting
Specialist contractors sourced and deployed with compliant payrolling and administration.Temp-to-hire
We employ the candidate for an agreed period while you direct the work. You decide on permanent employment afterwards.Our recruitment process, from intake to the first working day
Experienced professionals are scarce and rarely have just one option. The firm that moves fast and stays in close contact speaks to them first. We work in five steps. Every candidate you meet has been tested against a profile we write with you, and one consultant stays your contact from the intake to the candidate’s first working day.
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01
Intake: role and company profile
We start with a thorough conversation about the role, the team, and your company. We test the requirements: which are hard, and where there is room. Above all we ask why a strong candidate would join you, because that is what we tell the market. You then receive a written summary: the candidate profile, the company profile, the timeline, who decides, and when each interview round gets feedback.
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02
Locating candidates: network, database and headhunting
Every consultant works in their own market and speaks with its candidates every day. We start with our own network and our own candidate database. Then we go further: external CV databases, job ads on our own job board and on external sites, and a direct approach to people who do not apply themselves. That is headhunting: intensive, creative, and aimed at one result, a first interview with you.
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03
Qualifying and introducing candidates
When a candidate is interested, the consultant calls straight away and plans a conversation. We test motivation, experience, salary wishes, and notice period against the profile from step 1. Only with the candidate’s consent do we introduce the candidate to you, with our own assessment and without private contact details. Then we call you to plan the first interview.
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04
Interviews and feedback
We plan every round with you, from the first interview to the final one, and both sides get the same confirmation. The evening before, we brief the candidate: who sits at the table and what the round tests. Straight after each interview we collect feedback from both sides and pass the candidate’s reaction on to you. A known difference, such as salary or office days, is discussed before the next round.
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05
Offer and contract
The offer always runs through Pearson & Partners. We check it against what the candidate told us: salary, hours, contract type, and start date, and we help the candidate accept it. Both sides confirm the start date in writing. Between signing and the first day we stay in contact, because that is when a counter-offer can still win. On day one your onboarding begins, and that is where we hand over.
Experts in their markets.
Our consultants speak with candidates in their markets every day. That shortens the process: we know who is available, who nearly is, and what a role realistically pays. You meet a handful of candidates instead of a long list, each one tested against your profile before the introduction.
Our mission for clients
Your company is as strong as its people. Our job is to bring the right person to the right seat, and to do it fast. That starts with a conversation with you and with every candidate, because a placement only lasts when it works for both sides.
No two companies and no two candidates are the same, so we match both ways: the candidate to your role, and your company to what the candidate wants. One consultant who knows your market leads that work, from the intake to the first working day.
Tell us what the role demands.
We will tell you what the market looks like for that profile, and how quickly we can introduce people who fit.