The right people, aligned to the system.
Executive search and specialist technical placement for the capabilities we help you build. Because we designed the system, we know exactly who should run it. Watch a brief become a working team.
Most recruiters have never seen the system.
They match keywords on a CV. We hire against the architecture, processes and tools we have just delivered with you.
We know the system
Briefs come from the people who designed it, not a job-board template.
Skills tested on real work
Assessments use scenarios from your actual environment.
Smooth hand-over
New hires shadow our team before taking ownership.
Vendor lock-in avoided
Your people can run, change and improve what we built.
Capability that grows
Career paths and skills plans for the teams you keep.
Flexible models
Permanent, interim and blended teams as the stage requires.
What team does your initiative need?
Choose what you are building. We show the core team we would typically recommend and when each role should join. Indicative, refined during Design.
Six steps from brief to first ninety days.
System brief
Role defined from the architecture and processes we delivered.
Search
Networks, referrals and targeted outreach.
Assess
Practical sessions on real scenarios.
Select
Shortlist with evidence, not adjectives.
Onboard
Shadowing alongside our delivery team.
First 90 days
Check-ins until ownership is complete.
Three resourcing models.
Permanent placement
Leaders and specialists who stay and own the capability.
Interim & contract
Experienced people to cover a gap or a peak, ready quickly.
Build, run, transfer
We staff the team, run it, then transfer it to you on an agreed date.
Six talent capabilities.
Executive & leadership search
Leaders for technology, data, operations and transformation.
Specialist technical placement
Blockchain, AI, cloud, security and data specialists.
Interim resourcing
Experienced cover at short notice.
Team design
The right roles, levels and sequence for a new capability.
Onboarding aligned to the build
Hand-over plans tied to the systems delivered.
Capability planning
Skills plans and career paths for long-term retention.
Example engagements.
Illustrative scenarios, not past clients.
First AI team
A company builds an internal AI team around the orchestration layer we delivered.
Ledger operations team
Specialists hired and trained to run a new settlement network.
Leadership for the next stage
A technology leader and data lead hired ahead of a funding round.
Build, run, transfer
A digital team staffed and run by us, then transferred in-house on schedule.
Recruitment, answered plainly.
Do you only recruit for projects you delivered?
No, but that is where we add the most value, because the brief comes from people who know the system.
Which roles do you recruit for?
Leadership and specialist roles in blockchain, AI, data, architecture, security, operations and transformation.
Can you recruit internationally?
Yes. We search across borders and support relocation and remote team models.
What if a hire doesn’t work out?
We agree replacement terms up front and stay involved through the first ninety days.
How is recruitment priced?
Placement fees are agreed per role before the search begins. Retained searches for senior leaders are paid in stages.
How long does a search take?
Specialist roles are often filled in four to eight weeks. Senior leadership searches usually take eight to twelve weeks.
What do you need from us?
A clear brief, a hiring manager available for quick feedback, and agreement on interview stages before candidates are approached.