Signs your organisation may need this
Vacancies stay open for long periods.
Interviewers rate candidates differently.
New hires leave early.
A large hiring programme is planned.
Problems we address
Role requirements that are unclear.
A process that loses good candidates.
Selection steps that are not linked to later performance.
Volume that overwhelms the HR team.
Scope of work
Role profiles and requirements.
Selection process design.
High-volume screening.
Structured behavioural and technical interviews.
Written and practical tests.
Decision support and onboarding.
How the work runs
Profile
Define the role and the evidence that predicts success in it.
Design the process
Choose steps, scoring and thresholds; set how decisions are recorded.
Run
Screen, test and interview; keep candidates informed.
Review
Study the process data and adjust steps that do not help.
What you receive
Role profiles.
A process description with scoring guides.
Interview guides and score sheets.
Candidate reports.
A summary of process data.
What we need from you
Hiring managers’ time for criteria and final interviews.
Clear decision rules.
Timely decisions, so that good candidates are not lost.
How progress is judged
Time from vacancy to offer.
Consistency of interview scores between interviewers.
Early turnover among new hires.
Share of candidates who complete each step.
Questions leaders ask
Do you only handle volume programmes?
No. The same method applies to individual senior appointments, at a different scale.
Do you keep a candidate database?
Candidate data is handled for the client’s purpose and retention rules, which we agree in writing.
Can you run exams?
We design and run written and practical tests within the rules that apply to the client.