When the role is business-critical, confidential, or hard to fill, a standard job ad won’t deliver. Our Talent Search Assignments offer a structured, research-led service. They are designed to identify high-calibre talent. This service engages candidates and secures talent across Ireland and Europe.
When a Talent Search Assignment is the right fit
- You need a niche skillset (cybersecurity, data centers, network/optical, DevOps, software engineering, technical leadership)
- The hire is senior or business-critical and you want a discreet process
- You’ve tried direct ads or standard recruitment and the shortlist quality wasn’t strong enough
- You need speed and certainty, with clear weekly progress and market feedback
- You want access to passive candidates who aren’t actively applying
What we do (in plain terms)
We run an end-to-end search process. This combines market mapping, targeted outreach, qualification, and candidate management. You get a small number of genuinely suitable people. It is not a pile of CVs.
- Define the role properly (outcomes, must-haves, deal-breakers)
- Map the market and identify target companies and talent pools
- Approach passive candidates with a confidential, professional message
- Qualify for skills, motivation, location/remote fit, compensation, and notice period
- Present a curated shortlist with clear notes and recommendations
- Manage interviews, feedback loops, offers, and counteroffers
- Support onboarding and retention check-ins post-hire
How our Talent Search Assignments work (step-by-step)
1) Discovery & role calibration
We align on the real demand. You decide what success looks like in 3–6–12 months. We identify the non-negotiable aspects. We also discuss what you can be flexible on.
2) Market mapping & search strategy
We build a target list (companies, titles, locations) and agree the outreach approach, confidentiality level, and timeline.
3) Targeted outreach to passive talent
We proactively engage relevant candidates through direct sourcing and our network—without broadcasting your vacancy.
4) Structured screening & qualification
Every candidate is assessed against your requirements. We also consider the realities of the market: skills depth, project experience, stakeholder fit, salary/day rate expectations, and availability.
5) Shortlist presentation
You receive a tight shortlist, focusing on quality over quantity. It includes a clear summary of why each person fits. You will also see what they’re looking for and any risks to manage.
6) Interview coordination & decision support
We manage scheduling, prep, feedback, and momentum—so you don’t lose great candidates to delays.
What you can expect
- A consultative process with honest market feedback
- A cheaper, interactive Recruitment Service
- Weekly progress updates and a clear pipeline view
- Access to passive candidates who won’t apply to ads
- A faster, more controlled hiring process. We supply the candidates, up to you what you do with them.
- A shortlist built for interviews—not “maybes”
Typical roles we support
- Security Engineers, SOC Analysts, DevOps Engineers
- Software Engineers (Java, .NET, Front End/Back End)
- Network Engineers (IP/Optical/DWDM)
- Data Center Technicians/Engineers/Managers
- Cabling
- Electrical/Mechanical/Facilities Engineers
- Electricians / Plumbers / Welders
- Technical Project/Program Managers and team leads
Let’s discuss your talent search today.
If you’re hiring for a hard-to-fill or business-critical role, we’ll provide rapid insights. We’ll inform you about what’s realistic and what the market is paying. We’ll also explain how we’d run the search.