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RECRUITING / SPECIALISTS & TEAMS

Who’s missing
from your team?
We’ll find them.

We find specialists with the skills you need,
the motivation to join, and a place in your team.

Discuss a vacancy
ONE ROLE. A NICHE SPECIALIST. A GROWING TEAM. Find your direction ↓

01 / SECTORS & SPECIALISMS

Our expertise.

Select a field. Explore the roles.

Don’t see your role? Let’s talk ↗

02 / HOW WE WORK

A clear process.
A considered
shortlist.

From the first conversation to the first day.
Here’s what happens in between.

OPEN EACH STEP TO LOOK CLOSER ↘
01 Start with the real brief. The role, the business, and what success looks like.

A job description is a starting point. We discuss the context behind it and agree what really matters before approaching candidates.

  • Why are you hiring, and what should change after this person joins?
  • What should they deliver in the first three to six months?
  • Which skills are essential, and which can be learned?
  • Who will they work with, and how does the team make decisions?
  • What are the compensation range, location and working arrangements?
  • Who interviews, who decides, and what is the hiring timeline?

The output: an agreed candidate profile and a focused search brief.

02 Look beyond the obvious. Direct search, our database, communities and referrals.

We combine channels around the role, including people who are not actively applying for jobs.

  • Our candidate database and existing professional relationships.
  • LinkedIn and relevant public professional profiles.
  • Specialist communities, public portfolios and industry channels.
  • Referrals and recommendations from our network.
  • Targeted outreach that explains why this opportunity is relevant.

We use market feedback to refine the search with you.

03 Understand the person. Relevant experience, motivation and shared expectations.

We discuss specific examples of their work, reasons for considering a move and what they want from the next role. We check practical expectations early: compensation, location and availability.

We distinguish what we have established from what your technical or professional interview still needs to assess.

04 Bring you the full picture. A CV with context. Why this person, and what to explore.

Each introduction connects the candidate’s experience to your brief, with motivation, expectations and questions for the next interview.

CANDIDATE BRIEF / ILLUSTRATIVE EXAMPLE 04—A

Senior Backend Engineer

Go · Distributed systems · Payments

Why relevant
Experience building payment services and taking ownership of production systems.
Motivation
Looking for closer involvement in product decisions and a smaller engineering team.
To explore
Depth of architecture ownership and experience at your transaction volume.
Practical details
Compensation, notice period and work location are summarised here.

Fictional sample to demonstrate the format. No personal candidate data.

05 Keep the conversation moving. Interviews, feedback, offer and the first day.

We coordinate interviews, collect feedback and keep expectations aligned on both sides. At the offer stage, we help clarify the terms and stay in touch through the agreed start date.

03 / WORKING TOGETHER

Your role.
Your search scope.

We agree the fee after discussing the role, search complexity and scope. You know the terms before we begin.

Discuss your vacancy ↗
3months

A replacement guarantee.

One replacement if the hire leaves within the first three months, under the agreed contract terms.

04 / FIERA JOURNAL

Beyond the hire.

Ideas, experience and questions
from the world of recruiting.

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LET’S FIND YOUR PERSON

Let’s make it.

A role, a challenge, or just an idea of who you need.
That’s enough to start a conversation.

Discuss a vacancy ↗ hello@fierahiring.com