SERVICES / PERMANENT TALENT
Choose the search
model that fits.
From a single hard-to-fill role to coordinated hiring across a growing team, Alex scopes the work around your roles, timing, and talent market.
Talk through your hiring plan ↗
FOUR ENGAGEMENT PATHS
Start with the need.
Build the right scope.
01 / ONE PERMANENT ROLEContingency search
For one permanent position when you want an external search partner to find and qualify candidates beyond your active applicants.
What it includes
- Role intake and agreed candidate profile
- Targeted Boolean sourcing and market mapping
- Candidate interviews, vetting, and references
- Shortlist presentation and interview coordination
- Offer guidance through hire
The search fee is contingent on a successful hire. Scope and fee are agreed before the search begins.
Discuss a single-role search ↗02 / MULTIPLE OR ONGOING ROLESRetainer + contingency partnership
For several related hires or continued recruiting support where dedicated upfront search work and sustained attention are useful.
What it includes
- Hiring priorities and role sequence
- Dedicated research and outreach across roles
- Regular market and pipeline updates
- Consistent candidate evaluation and coordination
- Retainer plus success fee, scoped to the engagement
Useful when the hiring plan needs continuity. Fee structure is discussed case by case; no standard pricing is published.
Plan ongoing search support ↗03 / MARKET CLARITYTalent & compensation insight
Get a grounded view of the relevant talent pool before setting a hiring plan, job requirements, or compensation range.
Possible outputs
- Talent availability and competitor research
- Relevant employer and candidate-market map
- Role-specific compensation expectations
- Input to hiring budget and candidate criteria
Research scope and deliverables are defined together. Market insight reflects the agreed role and geography.
Request market insight ↗04 / BETTER HIRING PROCESSHiring process audit
Review an internal process that feels too long, complicated, or hard for hiring teams and candidates to navigate.
Possible outputs
- Review of interview stages and handoffs
- Role-specific interview questions and scorecards
- Recommendations for skills assessments
- Practical ways to shorten delays and duplication
Advisory work can be scoped separately from a recruiting search.
Discuss a process review ↗
FEES & SCOPE
Clear expectations
before work begins.
Search model, role scope, fees, and timeline are agreed directly with Alex before an engagement starts. No pricing is published because the work depends on the number and type of roles and the level of research involved. All recruiting engagements are for permanent positions; contract and temporary staffing are not offered.
Discuss your roles ↗