Service
Permanent Recruitment Services
- Engagement model
- Contingent or retained
- First profiles
- Typically 48 hours
- Guarantee
- Replacement period included
- Best for
- Professional & mid-management
What permanent recruitment means at NM
Our permanent recruitment practice covers professional and mid-management hiring: the engineers, analysts, managers and specialists who carry the day-to-day work of a business.
Each role is handled by a recruiter who works that function repeatedly, so they can interrogate a job description properly, tell you when the brief is unrealistic, and screen on substance rather than keyword overlap.
We work to a simple standard: a calibrated shortlist rather than a volume of CVs. If we send five profiles, we expect four of them to be worth an interview, and we would rather send three good ones late on day two than fifteen mediocre ones on day one.
What usually goes wrong, and how we handle it
Too many CVs, too few interviews
We screen against the actual requirement, including a technical or functional conversation, so shortlist-to-interview conversion is high.
The brief is not achievable as written
If the skills, experience and budget do not coexist in the market, we say so at kick-off and show you the data, rather than quietly failing for six weeks.
Candidates drop out mid-process
We prepare candidates properly for every stage, track competing processes honestly, and flag risk before it becomes a withdrawal.
Offers get declined or countered
Compensation expectations are established at screening and re-confirmed before shortlist. Surprises at offer stage are a process failure.
Typical mandates
Indicative, not exhaustive, if your role is adjacent to these, it is very likely in scope.
- Software Engineers & Architects
- Data & Analytics Professionals
- Product & Program Managers
- Finance & Accounting Specialists
- Sales & Business Development
- Digital Marketing & Performance
- UI/UX & Product Design
- Human Resources & Talent
- Supply Chain & Procurement
- Quality & Compliance
- Customer Success
- Operations Management
How the engagement runs
- 01
Intake & calibration
A proper briefing call covering the team, the work, the assessment process and the realistic market for the budget.
- 02
Search & screen
Sourcing across our network, databases and direct approach, followed by a structured screening conversation with every candidate.
- 03
Calibration shortlist
The first two or three profiles are sent early specifically to calibrate. Your feedback tunes the rest of the search.
- 04
Interview management
Scheduling, candidate preparation, structured feedback capture and honest status reporting.
- 05
Offer & close
Offer positioning, counter-offer management and notice-period support.
- 06
Joining follow-up
Contact at joining, thirty days and ninety days to confirm the hire has landed well.
Where candidates come from
- NM's own candidate network and referral base
- Direct approach to passive professionals
- Job boards and professional communities
- Alumni networks and skill-specific groups
- Employer-branded campaigns where volume justifies it
What is different here
Specialist recruiters, not generalists
The person screening your engineers works engineering roles every week.
Quality over volume
A short, calibrated shortlist beats a long list of near-misses.
Honest market feedback
If the brief cannot be filled at the budget, you hear it in week one.
48-hour first response
Typical turnaround to first profiles on a well-briefed, calibrated role.
Permanent Recruitment across sectors
Information Technology
Engineering, data, cloud and product talent for software businesses.
BFBFSI
Banking, financial services, insurance and fintech hiring.
ECE-commerce & D2C
Growth, performance, category and operations talent for online brands.
PSProfessional Services
Consulting, legal, accounting and advisory firm hiring.
What employers say
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Client name
Designation, Company
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Client name
Head of Human Resources, Company
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Client name
Founder & CEO, Company
Placeholder quotes. Replace with verbatim, attributable testimonials in src/data/testimonials.ts before launch, never publish an invented quote.
Permanent Recruitment, frequently asked
On a well-briefed, calibrated role we typically share first profiles within 48 hours. Niche or highly senior roles take longer because the market is smaller. We will tell you which category your role falls into at kick-off.
Permanent recruitment is charged as a percentage of the candidate's annual fixed compensation, payable on joining, with a replacement guarantee period. Exact terms are confirmed in writing before we begin.
Yes. Every permanent placement carries an agreed replacement period during which we will re-run the search at no additional professional fee if the candidate leaves or is exited.
That is a common reason clients engage us. Our recruiters run functional screening conversations and, where needed, we arrange independent technical assessment before a profile reaches you.
Related services
- Turnkey Recruitment
Whole teams, new sites and new functions, built end to end.
- Staffing Services
Contract, temporary and payrolled talent, compliantly managed.
- RPO Services
Your recruitment function, run by us, embedded in your team.
Start hiring
Ready to brief us on permanent recruitment?
Tell us the role, the constraint and the budget. We will tell you honestly whether it is fillable, and how long it will take.