Stage three · 03
Bring the right shortlist.
No CV pile. A small group with clear evidence, clear gaps and a reason each person belongs in the room.
Weeks three and four.
A shortlist is three to five people you would genuinely hire, not fifteen you have to sort.
Every person arrives with the evidence for them and the gaps against your brief written down. No spin. If someone is light on jumpform, it says so.
We also tell you who we approached and passed on, and why. The people we ruled out are part of the answer.
What you get
- Three to five profiled candidates with fit and gaps
- The long list we worked and the reasons for each exclusion
- Interview structure and the questions worth asking each person
- Live package expectations against current SEQ benchmarks
Your part in it
- Meet the shortlist inside two weeks. Senior people who are privately listening do not stay warm for a month.
- One decision-maker in the room who can actually say yes.
- Feedback within 48 hours of each interview. Slow feedback kills more senior hires than salary does.
What you see
- Interview guides per candidate — the questions worth asking that person, not a generic set.
- A comparison across the shortlist: evidence, gaps, package, flight risk, side by side.
If it does not work
If the shortlist does not produce someone you would hire, we go back to the map at our cost of time — not yours. A shortlist you cannot hire from is our miss, not your problem.
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