Why permanent hiring needs a different lens
A permanent hire who leaves within a year is expensive in ways beyond the recruitment fee — lost ramp-up time, team disruption, and starting the search again. We screen permanent candidates for genuine fit with the role and your team's working style, not just whether their resume matches the job description.
This means asking about career trajectory and motivations during screening, not just technical qualification — a strong technical fit who's clearly looking for something your role can't offer long-term isn't actually a good permanent hire.
What's included
Our process
Role definition
What the role needs now and how it's likely to evolve.
Sourcing
Candidates identified with an eye toward long-term fit.
Screening
Technical fit plus career trajectory and motivation assessed.
Interviews
Coordinated with your team, including culture-fit conversations.
Offer & onboarding
Negotiation support through to handoff.
Who this is for
Businesses hiring for roles they expect to be long-term investments — core team positions, not project-based or seasonal needs. For short-term or project work, temporary or contract staffing is usually the better fit.
Engagement & pricing
Priced as a percentage of first-year salary, payable on successful placement. Typically includes a replacement guarantee period, clarified upfront.
One more thing worth knowing
We also check back in with new permanent hires at the 90-day mark specifically to catch early doubts before they turn into an unplanned resignation. Catching hesitation at that point, while it's still resolvable, is far better than learning about it via a resignation letter.
Frequently asked questions
We ask about career trajectory and motivations during screening, not just technical qualification — a candidate whose goals don't align with what the role can offer long-term isn't a strong permanent hire even if technically qualified.
Terms vary by engagement — typically a defined period during which we'll re-source at no additional fee if the placement doesn't work out, clarified before you commit.
Usually longer than temporary staffing since screening is more thorough — often 3-6 weeks depending on role seniority.
Yes, though highly senior roles are often better served by our Executive Search service, which uses a more targeted approach.
Yes — we typically involve the hiring manager in defining requirements and reviewing shortlists before final interviews.
Talk to us about permanent hiring.
Free scoping call — we'll tell you what's actually needed, no obligation.