01
Set the direction
Before outreach
A brief you can stand behind
- You receive
- Your recruitment pack
- You see
- The market mapped against your brief
- You decide
- Approve the brief before the search opens
The Method
See what you get at every step of the search
The pipeline shows you who is moving. The conversations explain why. Together, we use both to decide what happens next.
See the engagementYour engagement, in view
The work you see around the hire
Follow the search across four parts. Each gives you something to work with and a decision to make.
02
Read the market
Outreach and assessment
You can see what is landing
- You receive
- Candidate feedback and our assessment
- You see
- Who is progressing, who said no and why
- You decide
- Keep the brief or agree what needs to change
03
Make the choice
Shortlist to signed contract
Meet people with the context already there
- You receive
- Profiles, interview preparation and references
- You see
- Why each person is being recommended
- You decide
- Interview, give feedback and agree the offer
04
Make the start work
Notice period and aftercare
Keep both sides involved after signing
- You receive
- Notice-period support and two-way check-ins
- You see
- How the hire is settling and developing
- You decide
- Address gaps in onboarding and expectations
Your shared Spott pipeline
Always available during the searchOpens at market mapping and stays visible until your person starts.
The conversation around the board
Every Tuesday, the search gets a decision
15 to 30 minutes on video, from the first week of outreach. We bring the movement and the sentiment; you bring what has changed inside the business.
See the movement
Who advanced, who dropped out and why we are putting particular people forward.
Hear the sentiment
What candidates are saying about the role, the package and your business.
The roleThe moneyThe move
Agree the response
Continue with the brief, clarify the offer or adjust the search together.
One agreed next step
The next conversations test the decision. We review what changed at the next check-in.
Once client interviews begin, the debriefs take over. Offer alignment, notice-period contact and aftercare each have their own rhythm.
The conversation continues
Signing is one handover, not the last one
- Contract signedNotice-period contact
- First dayOnboarding and development
- Settling inTwo-way aftercare
Explore the eight stages in detail
Your view of the search
The pipeline is yours to watch
Access opens at market mapping and stays open until your person starts. You can see candidates advance, rather than waiting for a shortlist at the end.
01
Discovery
Agree what the hire needs to change
We start with the business, where you want it to go and what is getting in the way.
The brief covers the work, the person and the opportunity you can offer them.
Your part
You review the recruitment pack and approve the brief before mapping starts.
What comes out of itAn agreed brief and a recruitment pack carrying your brand.
02
Market mapping
Build the map before approaching anyone
We search LinkedIn Recruiter, Seek, our database and our own network against the agreed brief.
The longlist goes into Spott before outreach begins.
Your part
Your pipeline access opens here. You can follow the people found for your role.
What comes out of itA mapped longlist and a shared pipeline.
03
Outreach
Find out who is open to the move
We approach the people on the map across the channels that reach them.
The conversations establish interest and record what people say about the role, the package and the business.
Your part
We meet on Tuesdays once outreach starts, using the live pipeline to discuss what is changing.
What comes out of itEngaged candidates and feedback from the market.
04
Assessment
Check the person behind the profile
A phone call comes first, followed by a FinTalent interview, in person where possible.
We assess technical capability, motivation and fit with your business before putting someone forward.
Your part
You receive the resume, a FinTalent candidate profile and the reasons for the recommendation.
What comes out of itA small shortlist, without extra CVs to make up a number.
05
Your interviews
Prepare both sides for the conversation
We prepare you and the candidate before you meet, then speak with both sides afterwards.
Candidates can come through as they are ready, while other interviews continue.
Your part
You run your interviews and give feedback, ideally the same day. We agree the next step together.
What comes out of itA decision to progress, clarify or stop.
06
Offer
Keep the package and expectations aligned
We run verbal and written references after interview and before offer, with earlier checks where needed.
We work through the package with both sides, then manage acceptance and the signed contract.
Your part
You confirm the offer. The candidate decides whether to accept it.
What comes out of itA signed employment contract.
07
Notice period
Stay close between signing and starting
We keep in contact through the notice period and help the candidate work through the move.
A signed contract still needs to become a first day.
Your part
The business prepares for the new hire while we stay in contact with the candidate.
What comes out of itThe candidate starts the role.
08
Aftercare
Keep checking in after day one
We check in with both the candidate and the business, looking at performance, onboarding and the development agreed during the search.
The business runs onboarding; we help make sure it is in place.
Your part
Check-ins start weekly, then taper to fortnightly and monthly as the placement settles.
What comes out of itAn ongoing relationship with both sides.
Before the search starts
Know what you are agreeing to
The retained engagement and its terms are agreed before work starts. Your recruitment pack explains the business and the role to candidates; the signed terms set out the commercial agreement.