Talent solutions
Every way to engage specialist talent.
From a single contractor to a team that owns the outcome — eleven engagement models under one relationship, one agreement and one standard of screening. Priced to the strength the work actually needs.
- 01Brief
- 02Match
- 03Deploy
- 04Run
Choosing a model
Three questions that pick the model for you.
Most people arrive asking for contractors because that is the phrase they know. These three questions are what we would ask on the first call anyway.
- 01
Who manages the work day to day?
If it is your engineering managers, you want people — contract, contract-to-hire or permanent. If you would rather someone else ran it, you want an outcome model: a project team under SOW, or a managed function.
- 02
How long does the need last?
A defined programme with an end date argues for contract. A capability the business will always need argues for permanent. Genuine uncertainty is exactly what contract-to-hire exists for — and is a better answer than guessing.
- 03
Is it one role, or the shape of a team?
One role is a search. Fifteen roles in a quarter is a hiring programme, and running it as fifteen separate searches is where the bar slips. Above a certain volume, scaled hiring or RPO is not a bigger version of the same thing — it is a different discipline.
The models
Eleven models, grouped by how much you want to own.
Add capacity
You need hands on the work now.
Specialists who join your team, work to your standards and scale up or down as the programme demands. The fastest route from an approved requisition to someone contributing.
Contract staffing
Specialist contractors deployed in days and scaled to the work.
Contract-to-hire
Prove the fit on a live team, then convert with confidence.
Flexible workforce
A managed pool of on-call specialists that flexes with demand.
Technology & platform talent
Deep specialists across the platforms your business runs on.
Hire permanently
You need the role filled for the long run.
Searches run by recruiters who can hold a technical conversation — whether that is one principal engineer, a leadership appointment, or a whole function stood up at pace.
Hand over the outcome
You need someone accountable for the result.
We take responsibility for a deliverable or a function rather than a set of seats — the model to choose when the constraint is management bandwidth, not headcount.
Project teams & SOW
Outcome-owning squads accountable for a deliverable, not a seat.
Managed services & RPO
We run part or all of your hiring engine as an extension of you.
Capability enablement
Upskilling and enablement that lifts the teams you already have.
Workforce deployment
Design, mobilize and manage a distributed workforce end to end.
Side by side
The comparison you were going to build anyway.
Who manages the work, when each model earns its place, and the shape of the commercial. No numbers here — those depend on the role, the market and the seniority, and we would rather quote than guess.
| Model | Best when | Managed by | Commercial shape |
|---|---|---|---|
| Contract staffing | A funded gap on a live programme, with a date attached | You | Transparent rate, per person |
| Contract-to-hire | Senior hire you want to see working before committing | You | Rate, with conversion terms agreed up front |
| Direct placement | The role is permanent and the bar is the constraint | You | Fee on start, never on introduction |
| Executive & leadership search | A leadership appointment, often run confidentially | You | Retained or engaged, staged to milestones |
| Flexible workforce | Demand that spikes and settles through the year | Shared | Rate card against an agreed pool |
| Scaled hiring | Many roles at once, without letting the bar slip | Shared | Programme pricing against the intake |
| Managed services & RPO | Hiring itself is the thing that needs running | Bench FX | Managed fee, scoped to the function |
| Project teams & SOW | A deliverable someone else should own end to end | Bench FX | SOW, priced to the deliverable |
| Technology & platform talent | Deep specialists on a named platform or stack | You | Transparent rate, per person |
| Capability enablement | The team you have needs to be stronger, not bigger | Shared | Programme fee, scoped to the cohort |
| Workforce deployment | People across several countries, contracts and rules | Bench FX | Managed fee, per deployed headcount |
Not sure which row you are in? Describe the problem and we will tell you which model we would use, including when the answer is none of them.
FAQ
Questions, answered.
Not sure which model fits?
Tell us the outcome you are after and we will recommend the fastest honest route to it.