We identify and secure outstanding talent for our clients.

How we work

We work closely with our client’s Boards and management teams to define specific role requirements bringing creativity and the implementation of a robust process.

 
 

Our consultants are highly trained in all aspects of the recruitment process and we are constantly proactively fine tuning our skills to adapt to market needs. Our ability to identify business leaders and functional specialists capable of shaping the future makes us your ideal search partner.

 
 
 
Brief
Familiarisation session to understand business vision, role requirements and your objectives.
Proposal
Detailed proposal outlining our strategy, the specifics of our approach supported by precise timings and costs.
Assignment specification
The 'anchor point' document which is central to the search process and brief deliverables.
Search identification
Where our understanding of your brief translates into a carefully curated target list of companies who employ the talent you are looking for.
Approach
Our targeted, discrete, yet tenacious approach to reaching the identified talent accelerates the process from great research to real interest.
Selection
A thorough and robust approach assessing competencies, drive, flair and cultural alignment.
Shortlist
The objective presentation of the most appropriate candidates with supporting rationale.
Offer
At the culmination of the process, we ensure both parties are aligned to deliver a satisfactory and successful conclusion.
 
 
 

Why use a headhunter

1. Expertise and Network: Headhunters specialise in sourcing and recruiting top talent for specific industries or job positions. They have extensive knowledge of the job market, industry trends, and access to a wide network of qualified candidates. This expertise and network can significantly increase the chances of finding the right candidate for a particular role.


2. Time-saving: Finding the right candidate is a time-consuming process, involving tasks like job posting, screening resumes, conducting interviews, and negotiating offers. Headhunters handle these tasks efficiently, saving the hiring company valuable time and resources. They can quickly identify and evaluate candidates, ensuring that only the most qualified individuals are presented for consideration. The best type of headhunters will focus on certain sectors, as RMG does, so will be well networked and can almost immediately pull together a short list of great candidates which saves huge amounts of time.


3. Confidentiality: In some situations, companies prefer confidentiality when recruiting for key positions. Headhunters can maintain a high level of confidentiality, protecting the identity of both the hiring company and the candidates. This can be particularly important when filling sensitive or executive level roles.


4. Targeted Approach: Headhunters focus on a specific search and target the right candidates who may not be actively looking for job opportunities. They proactively reach out to passive candidates, tap into their existing network, and use their expertise to assess the suitability of these individuals for the open position. This targeted approach increases the likelihood of finding exceptional talent that may have been missed through traditional recruitment methods.

What our clients say.


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The candidate “brought a network of strategic partners who have immediately added value to our business.”


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“Finding candidates with the right fit is essential & RMG has been great at doing just that.”


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“The successful candidate made a seamless transition into this new role, quickly adapting to our company culture.”

Market mapping is our unique approach to provide HR, Talent and senior leadership teams with unparalleled insight into niche markets helping our clients to win the war on talent.”

— Giles Hampson, CEO of RMG