How We Work

Partnerships typically start with a three month initial term. That gives me enough time to understand your sales environment properly, get the right profiles to market and see the first hires through to offer, which is where the value of the Partnership builds.

At 90 days, we sit down for a formal review of what's been delivered, what the market has told us and what your hiring plans look like next. From there, the Partnership continues on a monthly basis for as long as it's useful to you.

There's no long-term lock-in. After the initial term, either of us can step away with 30 days' notice.

A Partnership from £6,000 per month covers up to three active searches at any one time. When a role is filled, the next role in your hiring plan starts in its place, so the Partnership keeps moving through your plan in the order that matters most to you.

Over a three-month initial term, that typically means five or six hires, depending on the roles and how quickly your process moves.

Senior commercial leadership roles, such as a Head of Sales or VP, count as two active searches, because they involve a deeper level of search and assessment.

If you need more than three searches running at once, for example when you're building a new team quickly or entering a new region, I'll scope a larger Partnership based on the number and seniority of roles involved.

My business depends on Partnerships that deliver and on the clients who recommend me afterwards, not on placement fees. So the incentive to find you the right people is entirely mine.

For every role in the Partnership, I commit to delivering a SCALE-assessed shortlist within four weeks of the search starting. If I don't, I'll continue working on that role the following month at no additional fee.

If a search stalls, you won't be left guessing why. Sometimes it's the market. Often it's something closer to home: a package that's below what strong candidates expect, a quota that looks unrealistic, or a process that loses good people. Whatever the cause, I'll show you the evidence, tell you honestly what I think needs to change and agree the next step with you. That honesty is part of what you're paying for.

And every Partnership includes a formal review at 90 days, so you're never locked into something that isn't working.

The best replacement guarantee is not needing one. Because I assess every candidate against your actual sales environment and stay involved through onboarding, I'm usually the first to see if something isn't working. That means we can deal with it early, before it becomes a resignation.

If a hire does leave during the Partnership, replacing them simply becomes one of your active searches. There are no placement fees, so there's nothing extra to pay.

And if a hire leaves within three months of starting, even after the Partnership has ended, I'll run the full replacement search at no fee. This applies where the role, package and reporting line remain as agreed at the point of hire, and doesn't cover redundancy or restructuring.

Yes, and in most scale-ups, they will. Hiring plans move with funding, pipeline and priorities, and the Partnership is designed to move with them.

You can reprioritise, swap or replace roles at any time within your active searches, at no extra cost. Each month, we review your hiring plan together so the Partnership is always focused on the roles that matter most right now.

If you need to scale up, whether that's a new team, a new region or a sudden increase in hiring, we can add capacity from the start of the following month.

After the initial three-month term, you can also reduce the scope or pause the Partnership with 30 days' notice if plans slow down. When hiring picks back up, we start again with everything we've already learned about your business.

Yes. Many of the businesses I work with have internal talent teams, and the Partnership is designed to strengthen them, not replace them.

Internal talent teams are usually hiring across engineering, product, operations and more, often all at once. Commercial roles are some of the hardest to get right, and they need a specialist view of the sales talent market, compensation and what success looks like in your sales environment.

That's where I fit in. I take on the specialist commercial searches: defining the profile, mapping the market, headhunting and assessing candidates against your sales environment using SCALE. Your team keeps ownership of the things they do best, such as your ATS, interview scheduling, employer brand and offer administration. We agree the split at the start so it works around the way your team already runs.

Your team also gets access to the market intelligence, compensation benchmarking and SCALE scorecards we use, so the thinking behind each hire stays in the business long after the search is done.