We get to know the role and the team behind it — then the person behind every CV. Experience, skillset, motivation and expectations are matched before anyone reaches your inbox, and we keep both sides aligned all the way to offer.
A good hire starts with understanding. We spend time with you and with every candidate, so the shortlist fits on paper and in practice.
Most hires fall through on expectations, not ability. We keep checking in with both sides at every stage, so gaps are raised early and offers get accepted.
We walk each candidate through the role, the team and the package, and confirm genuine interest before their profile reaches you.
We gather what went well and what concerns remain on both sides, then recalibrate the search or the conversation before the next round.
We test expectations before the offer goes out and handle the salary negotiation, so both sides agree on package, title and start date.
We support the candidate through resignation and notice period, and check in with both of you after they join.
What we value most is the quality of the shortlist. iTalent focuses on candidates who genuinely fit the role, rather than simply sending a large number of CVs.
We work on a contingency basis — no upfront cost. You only pay when a candidate we introduce accepts your offer. Contact us for a quote based on the role.
Always. Every candidate is interviewed and briefed on the role, and their profile is only shared with you once they have confirmed interest and consent.
We flag it before the interview, not after. If the gap is workable we explain what it would take; if not, we tell you honestly and keep searching.
It depends on the role and the market. When we take your brief, we give you a realistic timeline and keep you updated throughout.
We cover the vast majority of roles, across most industries and business functions, from entry level to senior management. Our team has different recruiters who each support the candidate search in their own specialist areas, so your role is handled by someone who knows that market.
Yes. For confidential or replacement hires, we describe the role without naming your company until a candidate is qualified and interested.
