We place candidates who perform, not just candidates who apply
We work exclusively on active mandates for digital-first companies. If we reach out, it means a specific client has a specific role and your background fits. We do not maintain a speculative database.
How we work with candidates
Most recruitment processes are opaque. You apply, wait, and hear nothing. Or you get a call, get excited, and then go silent for three weeks. That is not how we operate.
When we reach out to you, it is because a client has briefed us on a role and your background is a genuine match. We will tell you the company, the role, the compensation range, and what success looks like, before asking for your time.
Throughout the process you will know where you stand. If there is a decision that does not go your way, we will tell you and we will give you a reason.
Transparent briefing
Company, role, and comp upfront
Fast timelines
Decisions made in days, not weeks
Structured process
Clear criteria, no surprises
Real feedback
You hear back either way
Roles we typically place
We focus on growth, marketing, revenue, and leadership roles in four verticals. These are the types of positions we fill most often.
Marketing Agencies
- Head of Growth
- Performance Marketing Lead
- Head of Client Services
- CMO / VP Marketing
- SEO Lead
- Paid Media Manager
SaaS
- VP of Marketing
- Head of Demand Generation
- Revenue Operations Lead
- Product Marketing Manager
- Customer Success Lead
- Head of Sales
AI Automation
- AI Product Lead
- Solutions Engineer
- Head of Partnerships
- Go-to-Market Lead
- Engineering Lead
- Growth Manager
E-commerce
- Head of Performance
- Amazon Operations Lead
- DTC Marketing Manager
- Head of Retention
- VP of E-commerce
- Operations Manager
What good looks like
The clients we work with are fast-moving. They expect candidates who have done the job before, not people who need six months to find their feet. Seniority matters less than track record.
The strongest candidates we place share a few things in common: they can talk specifically about outcomes they have driven, not just responsibilities they have held. They have opinions about how good work is done. And they do not need a detailed job spec to understand what is being asked of them.
Soft skills matter too. These are often small to mid-size teams. Communication, reliability, and the ability to operate without heavy management structure are consistently what clients ask about.
Signals clients look for
What to expect from the process
From first contact to offer, here is how a typical search runs when we are working on a live mandate.
Initial call
A 20–30 minute conversation to cover the role, the client, and whether it is genuinely a good fit. No time-wasting. If it is not right for you, we say so.
Screening and scorecard
We send the client a structured brief including your background. We use scorecards aligned to the specific role criteria, not generic CVs.
Client interviews
Usually one to two rounds, depending on seniority. We will brief you on the format, what to expect, and who you are meeting.
Feedback, offer, and close
We share feedback from every stage. If there is an offer, we support you through negotiation and manage the process through to start date.
Frequently asked questions
Do you accept speculative applications?
We do not maintain a speculative database, but you can apply through our careers page to register your interest. If a role comes up that matches your background, we will reach out. We review all submissions.
Do you charge candidates any fees?
No. Our fees are paid entirely by the hiring company. There is no cost to candidates at any stage of the process.
What kinds of companies are your clients?
We work with marketing agencies, SaaS companies, AI automation businesses, and e-commerce brands, mostly founder-led or private equity-backed, ranging from 20 to 300 employees. Most are headquartered in the UK, US, or Western Europe but many hire globally.
Do you work with candidates outside the UK?
Yes. Our clients hire globally and many roles are fully remote. We have placed candidates across more than 70 countries. Location is rarely a barrier if the role allows remote work.
How long does the process typically take?
We aim to move fast. Most processes from first contact to offer take between two and four weeks. Some executive searches take longer depending on notice periods and the number of interview stages the client runs.
What if the role is not right for me?
Tell us. We would rather know early than waste your time or the client's. If it is not the right fit now, we will keep you in mind for future mandates.