So what's the point where you, as an employer, decide that it's not working and you need a different approach to recruiting your critical vacancy?
 
Is it when we call you up, two weeks later, as not agreed, to see how the advert went? You thought you said 'no agencies' hahaha?
 
And you begrudgingly submit to the unrelenting promises of 5 CVs by Friday? Because things do need to change, and what harm is there in declining CVs when it's 'no win, no fee'?

Even if, purely on odds, they've only a 20% chance of filling it?
 
Except if you've followed me for a while, you'll know that's not me.
 
You know I'm there to help from the outset, when you put your UK commercial-, operational- or technical- leadership vacancy together. The vacancy that can effect the transformation you need, if you get it right, balanced by those risks of getting it wrong.
 
The strategic partner who helps you get it right the first time by auditing your needs, establishing how your vacancy should be described, what good realistically looks like in candidates. How to find them, how to engage them, how to get them on board. 
 
Those principles which define the process of finding the solution you need.
 
Before you found it was a problem and had to succumb to that persistent sales call with its promises of unparalleled expertise, hidden candidates, market disruption and 21-year-old senior headhunters following the script.
 
Contacting me before that merry go round of adverts and unwanted sales pitches is in your control, so why not get in touch?
 
We can see if I can help, and if we are right for each other.

If the answer is no, you've lost nothing and we know where we stand.

When it's a yes, you'll see the benefit of a 95%+ fill rate over the past couple of years.
 
Or would you rather roll the dice and see what you get?