For employers
Hiring you can plan around.
- Professionals placed
- 170+
- Clients onboarded
- 12+
- Core sectors
- 4
- First shortlist
- 48hrs
What are you hiring for?
Pick the closest match. If none of them fit, tell us the problem instead of the solution.
Leadership / CXO
C-suite and functional heads, scoped and assessed against first-year outcomes.
ExplorePermanent hiring
Professional and mid-management roles, calibrated shortlists in 48 hours.
ExploreBulk hiring
A whole team, a new site or a market entry, run against a workforce plan.
ExploreContract staffing
Capacity without headcount, with NM as employer of record.
ExploreRPO
An embedded recruitment team at a fixed monthly cost.
ExploreNot sure yet
Describe the problem and we will tell you which model fits.
ExploreEvery engagement model we offer
Executive Search
Confidential, research-led search for roles that define a business.
Headhunting
Approaching the people who are not applying.
CXO & Leadership Hiring
C-suite and senior leadership appointments, assessed against outcomes.
Permanent Recruitment
Specialist hiring for professional and mid-management roles.
Turnkey Recruitment
Whole teams, new sites and new functions, built end to end.
RPO Services
Your recruitment function, run by us, embedded in your team.
Staffing Services
Contract, temporary and payrolled talent, compliantly managed.
Interim Management
Senior operators on short notice, for a defined outcome.
HR Advisory
Practical HR structure for businesses growing past informality.
Sector practices, not generalists
The consultant screening your engineers works engineering roles every week.
Six stages, each with a defined 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.
Pipelines, not cold starts
Between requisitions we keep building relationships, with the engineers, plant heads and finance leaders we have already assessed. A brief that lands on an existing pipeline moves in days, not weeks.
- Assessed
- Every profile has a documented screening conversation behind it
- Consented
- Shared with an employer only with the candidate's explicit permission
- Current
- Availability and expectations re-confirmed before any shortlist
- Sector-mapped
- Organised by function and market, not a single undifferentiated database
Evidence from recent engagements
Standing up a new logistics hub team
Template: a warehouse or hub launch where an entire operational team had to be in place before go-live.
- 00
- Roles filled
- 00
- Days to go-live
- 00%
- Offer acceptance
A confidential CFO appointment
Template: a senior finance appointment that could not be signalled to the market while the incumbent was in place.
- 00
- Candidates mapped
- 0
- Shortlisted
- 00
- Weeks to offer
Embedded recruitment for an engineering scale-up
Template: an RPO engagement where a funded company needed to hire continuously without building an internal team.
- 00
- Hires in 6 months
- 00
- Days average time-to-hire
- 00%
- Reduction in cost per hire
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.
Start hiring
Let's build your team.
Tell us what you are hiring for and a consultant, not a shared inbox, will come back to you.