Services and fees

Four services. Fees on the page.

Most agencies hide their rates until the third conversation. These are the actual numbers, so you can decide whether to spend the first one.

The offer

What you can buy, and what it costs.

Talent Mapping

Use it before the role exists. A written report on who is available in your market, what they realistically cost, which competitors are losing people, and whether the role as scoped is fillable at your budget. Paid up front, delivered in two weeks, and yours to keep whether or not you ever hire through us.

From £2,000 · fixed project fee

Contract and Interim

Use it when the programme needs capability now. Day-rate Business Analysts, Delivery Managers, Product Owners and Agile specialists, pre-qualified, assessed against the role, available in days rather than weeks. Documented IR35 status and compliant contracts throughout.

15 to 20% margin on the day rate

Assessment

Use it when you already have candidates. A shortlist from your own network, an internal referral or another agency, and no independent read on their delivery capability. We run structured assessments and return a written scorecard on each, with a clear recommendation.

£750 to £1,500 per assessed shortlist

Permanent Search

Use it for the hires that matter. Retained search at 20 to 25% billed against milestones, or exclusive at 15 to 17% where you can commit three to four weeks. Contingency at 18% is available but taken selectively, because it rarely serves either side well.

15 to 25% of first-year salary

How it works

What actually happens after you get in touch.

A proper qualification call

Twenty minutes on why the role exists, what the team is really like, who decides, what the process is and what has already been tried. Vague briefs produce vague shortlists.

An honest market read

Before any searching, you get the rate and availability picture for that role. If the budget will not attract the person you have described, you hear it now rather than in six weeks.

III

Search and structured assessment

We find the people, then we actually assess them. A working conversation about how they run delivery, not a keyword check against your spec.

A short, reasoned shortlist

Three or four people, each with a written scorecard explaining the judgement. Never a stack of CVs for you to filter.

Through to start, and after

Interview coordination, offer management, counter-offer reality checks, and a check-in once they are in the seat. For contractors, timesheets and invoicing run through a compliant back office.

Questions

Straight answers.

What roles do you actually cover?

Business Analysis, Delivery and Programme Management, Product, and Agile and Change. Deliberately narrow, because these are the roles we have worked alongside for fifteen years and can assess properly. If you need a back-end engineer or a data scientist, we are not your best option and will say so.

Why is contract your primary offer?

Because it suits how transformation programmes actually staff up. Contractors start in weeks rather than months, extend when the work extends, and let you resource a delivery phase without a permanent headcount decision. Permanent search is available and priced above. It is simply not the fastest way to solve an urgent gap.

How do you handle IR35?

Status determination sits with the end client for medium and large organisations, and we will not push you towards a determination that suits our margin. Every contract placement comes with documented status, compliant contracts, and payroll through a specialist back-office provider, so timesheets and invoicing are not your problem.

What is the rebate if a placement does not work out?

Permanent placements carry a sliding rebate over the first twelve weeks, set out in the terms of business you see before any work starts. For contract, you are covered by the notice period in the assignment schedule. No surprises in either direction.

Can I just buy the assessment?

Yes. Plenty of clients already have candidates and simply want an independent read from someone who has done the job. It is a standalone service, and you are under no obligation to hire through us afterwards.

Who actually does the work?

Harry Obeng, every time. He qualifies the role, runs the assessment and presents the shortlist, so the person who formed the judgement is the person you speak to. No junior resourcer in between, and no internal split incentivising anyone to push a CV they have not read. The trade-off is honest: we take a limited number of roles at a time, and if we cannot do yours justice we will say so.

Do you work outside the UK?

Yes. UK and European programmes, with candidates placed on-site, hybrid or fully remote. Contracts and invoicing are in GBP through a UK registered company.

What happens to my data, or a candidate's?

Candidate data is held on a lawful basis, minimised, retained for a defined period and deleted on request. Nobody is ever charged for finding them work, and no CV goes to a client without the candidate’s explicit permission for that specific role.

Start with the role, not the paperwork.

Twenty minutes and tell us what you are trying to fill. Terms and fees only matter once we both think this is worth doing.