Clear, owned outputs.
- A role profile and search plan
- A shortlist with candidate summaries
- Interview schedule and consolidated feedback
- Offer support and reference coordination
- Check-ins after the start date
A permanent hire is a long-term decision. Direct hire recruitment finds people who can do the job, want the job and will thrive in your team. We take time at the start to understand the role and your culture, then run a focused search that values fit as much as experience.
The problems Direct Hire Recruitment solves.
Permanent placements with structured intake, targeted search and offer support.
Job adverts attract many applicants but few with the right experience.
The best candidates are already employed and not actively looking.
Hiring managers spend hours on interviews that go nowhere.
Offers are declined late in the process.
What Direct Hire Recruitment covers.
Role definition
Clarifying must-haves, nice-to-haves and what success looks like.
Market insight
Candidate availability and compensation context for the role.
Passive candidate search
Reaching people who aren't actively applying.
Structured screening
Consistent assessment against the agreed criteria.
Interview coordination
Scheduling, preparation and feedback in one place.
Offer management
Supporting both sides through offer, negotiation and resignation.
A permanent search, step by step.
A permanent hire is a long-term decision for both sides. The process is built to give you a small, explained shortlist rather than a pile of CVs.
- 01
Intake
Responsibilities, must-haves, team context, compensation range, interview stages and decision makers agreed in one session.
- 02
Market map
Where the candidates are, what they're paid and how competitive the role is — shared before the search starts.
- 03
Search
Direct outreach to people who aren't applying, alongside referrals and our network.
- 04
Shortlist
Usually three to five candidates, each with interview notes against the brief.
- 05
Offer and onboarding
Offer support, counter-offer handling and check-ins during the first months.
Why it's worth it.
Better fit
Candidates are assessed on skills, motivation and team fit.
Saved time
Managers interview fewer, better-matched people.
Fewer surprises
Expectations are aligned early, reducing late declines.
When Direct Hire Recruitment is the right move.
- A senior specialist role that is hard to fill through job adverts.
- A growing company building its first team in a function.
- A replacement for a key team member who is leaving.
Technologies & platforms
- LinkedIn Recruiter
- Applicant tracking systems
- Video interviewing tools
- Skills assessments
How Direct Hire Recruitment work runs.
- 01
Intake
Role, skills, team, compensation range, location, timeline and interview process agreed.
- 02
Source
Targeted search across our network, job boards, communities and direct outreach.
- 03
Screen
Structured screening against the brief before any profile is shared.
- 04
Present and interview
A short, explained shortlist and coordinated interviews.
- 05
Offer and onboard
Offer support, start-date coordination and check-ins after the start.
Direct Hire Recruitment questions.
How are direct hire fees structured?
Typically as a fee linked to the hire's first-year compensation, payable on placement. Terms, including any replacement arrangement, are agreed in writing before the search starts.
How long does a direct hire search take?
It depends on the role, market and interview process. We give an estimate after intake and keep you updated weekly.
Do you check references?
Yes, with the candidate's consent and in line with your process. Background checks are arranged through providers you approve.
Talk to us about direct hire recruitment.
Tell us about the role — skills, location, timeline and budget range — and we'll reply with how we would run the search.