Why NM
Most of what differentiates a recruiter is what they tell you early.
What you usually get, and what you get here
Common
Twenty CVs on day one
At NM
Three assessed profiles on day two
Volume is easy to produce and expensive to review. We optimise for shortlist-to-interview conversion, not submission count.
Common
Silence, then a status update
At NM
An honest read in week one
If the skills, experience and budget do not coexist in the market, you hear it immediately with the data behind it, not after six weeks of activity reports.
Common
An account manager relaying updates
At NM
The researcher on the call
One named consultant owns the mandate end to end. The person who took the brief did the research and the assessment.
Common
A generalist working every sector
At NM
A recruiter who works yours weekly
Sector fluency is what lets someone interrogate a job description properly and screen on substance rather than keyword overlap.
Common
The placement is the finish line
At NM
Ninety days of follow-up
Most placements that fail, fail in the notice period or the first quarter. We stay in contact with both sides through both.
Six pillars
Specialist recruiters
The consultant screening your engineers works engineering roles every week. Sector fluency is the difference between a filtered shortlist and a forwarded inbox.
Quality over volume
We would rather send three strong profiles on day two than fifteen near-matches on day one. Shortlist-to-interview conversion is the metric we manage to.
Faster shortlisting
Typically 48 hours to first profiles on a calibrated role, and an honest warning at kick-off when a role will take longer.
Industry expertise
Twelve sector practices, each with its own view of who is hiring, what they pay and which talent pools genuinely exist.
Confidential search
Neutral briefs, controlled disclosure and NDA-backed process as standard for replacement and pre-transaction hires.
A dedicated consultant
One named person owns your mandate end to end. You speak to the researcher, not an account manager relaying updates.
Six stages, each with an output
- 01
Understand
A proper briefing on the role, the team and the outcomes it has to deliver, including what you would trade away.
- 02
Search
Market mapping and direct approach, not a database query. We go to the people who are not applying.
- 03
Assess
A structured screening conversation with every candidate, on substance rather than keyword overlap.
- 04
Shortlist
A short, calibrated list with written assessments. Four in five should be worth interviewing.
- 05
Select
Interview coordination, candidate preparation, honest status reporting and managed offer conversations.
- 06
Support
Contact through notice period, joining and the first ninety days, where most placements are actually won or lost.
What employers say
Replace with a verbatim client quote. The most useful ones name the difficulty of the brief, the timeline NM worked to, and what the appointed person has since delivered.
Client name
Designation, Company
Replace with a quote from an HR or talent leader. Quotes that describe the working relationship, responsiveness, shortlist quality, honesty about the market, carry more weight than general praise.
Client name
Head of Human Resources, Company
Replace with a quote from a founder or CXO about a leadership appointment. Ask for permission to name the role that was filled, specificity is what makes a testimonial persuasive.
Client name
Founder & CEO, Company
Placeholder quotes. Replace with verbatim, attributable testimonials in src/data/testimonials.ts before launch, never publish an invented quote.
Commercials and process
Permanent recruitment is charged as a percentage of the candidate's annual fixed compensation, payable on joining, with a replacement guarantee. Executive search and turnkey programmes are retained. RPO is a fixed monthly fee. Staffing is billed monthly on a rate card. Terms are always confirmed in writing before work begins.
Yes. Every permanent placement carries an agreed replacement period during which we re-run the search at no additional professional fee if the candidate leaves or is exited. The specific period is set out in the engagement letter.
Not for permanent recruitment, which can be contingent. Executive search and turnkey programmes are retained and therefore exclusive, because they involve committed research effort before any candidate is presented.
The job description, the realistic compensation range, the interview process and decision-makers, and a thirty-minute conversation with whoever the role reports to. That last item is the one that most improves shortlist quality.
Yes, and it is a common starting point. We will usually want to revisit the brief before starting, because a role that has been open for months is frequently a brief problem rather than a market problem.
Candidate profiles are shared only with explicit consent for a specific role, and candidates are always told which company their details are going to. We do not circulate CVs speculatively.
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Let's build your team.
Tell us what you are hiring for and a consultant, not a shared inbox, will come back to you.