Stage 01
Job Brief
Defining the role and success criteria before going to market
What we do
We run a focused discovery process to properly define the role, success criteria, and target profile before going to market. This ensures alignment on what great looks like, removes ambiguity, and allows us to target the right candidates from day one.
How we do it - 5 Core Areas
- Role and Outcomes - Why the role exists and why now, 30/60/90 day success, what great looks like long-term, must-haves vs nice-to-haves
- A-Player Definition - What top performers look like in your team, and key traits that succeed vs fail
- GTM and Performance Context - Targets, deal size, sales cycle, ICP and complexity, inbound vs outbound split
- Candidate Profile - Background, experience, target companies, red flags, compensation range
- Company and Hiring Context - How to position the opportunity, hiring process and timeline, key risks and market challenges
Key Insight
Most hiring issues come from lack of upfront clarity, not lack of candidates.
Output
Clear, aligned search brief
Defined success profile and hiring bar
Target market and candidate criteria
Agreed process and timelines
Benefit to You
- Higher quality candidates from the start
- Faster, more efficient process
- Better conversion of top performers
Stage 02
Market Map
Full visibility of the talent market, including passive candidates
What we do
We conduct a targeted mapping of the full relevant talent market, identifying individuals who align with your requirements across target companies, role scope, sector experience, and career trajectory. We prioritise top-quartile performers, not just available candidates.
How we do it
- LinkedIn Recruiter with deep Boolean and segmentation
- AI-led sourcing tools including Metaview.AI
- Internal network and proprietary data
- Referrals and hidden talent identification
Example - Live Talent Map
Enterprise Account Executive
SaaS / Technology Sales - London
Live
147
Profiles mapped
38
Tier 1 targets
12
Engaged
Tier 1
Salesforce
HubSpot
Gartner
Snowflake
Datadog
Tier 2
Workday
SAP
ServiceNow
Zendesk
Outreach
Tier 3
Clari
Salesloft
Cognism
Chorus.ai
Top Priority Candidates Identified
JM
James Mitchell
Senior AE, Salesforce - 6 yrs
Tier 1
SC
Sarah Chen
Enterprise AE, HubSpot - 4 yrs
Tier 1
RP
Ryan Patel
Account Director, Gartner - 5 yrs
Tier 1
AW
Amy Walsh
Mid-Market AE, Workday - 3 yrs
Tier 2
Key Insight
Top performers typically command a 10-30% premium but consistently outperform on revenue, deal size, and commercial impact.
Output
Live, tiered talent map
Top 10-20 priority candidates early
Compensation and market insights
Benefit to You
- Full market visibility including passive talent
- Focus on revenue-generating hires, not just available candidates
Stage 03
Sourcing
Reaching the candidates your competitors are not
What we do
We proactively engage the most relevant candidates using tailored, insight-led outreach designed to generate genuine interest. Our approach is built around how high performers actually think about career moves, not generic recruiter messaging.
Example - Personalised LinkedIn Outreach
in LinkedIn
New Message
DR
Dan Richards
Talent Partner, TalentStack Recruitment
Just now
Hi George,
Your profile looks like it closely aligns with a new opportunity we're working on.
How's it going at Salesforce?
We're recruiting an Enterprise Account Executive for a fast-growing B2B SaaS business that has just closed a Series B and is scaling their UK GTM team.
We're looking for someone with:
Dan
Your profile looks like it closely aligns with a new opportunity we're working on.
How's it going at Salesforce?
We're recruiting an Enterprise Account Executive for a fast-growing B2B SaaS business that has just closed a Series B and is scaling their UK GTM team.
We're looking for someone with:
- 5+ years in enterprise SaaS sales
- Proven track record closing 6-figure deals
- Experience selling into C-suite stakeholders
- Strong pipeline generation alongside closing ability
💰 £80K base, double OTE📍 London, Hybrid📈 Stock Options
Given your background, thought it might be relevant. Open to a quick chat?Dan
Why this works
A players are not applying to roles. They require targeted, relevant engagement and multiple touchpoints to convert.
How we measure success
40%
Response rate
A+
Calibre engaged
Benefit to You
- Access to candidates competitors are not reaching
- Faster traction early in the process
- Higher quality engagement, not just volume
Stage 04
Two-Stage Qualification
Only the strongest, most aligned candidates progress
What we do
We run a structured two-stage qualification process to ensure only high-quality, well-aligned candidates are introduced to you.
The Two Stages
Stage 1
Initial Screening
- Career history and performance validation
- Role alignment on deal size, targets, environment
- Initial motivation and movement triggers
Stage 2
Deep Dive
- Detailed commercial capability assessment
- Cultural and organisational fit
- Compensation expectations and constraints
- Counteroffer risk and process control
Example - Candidate Scorecard
Qualification Scorecard
Stage 2 Complete
JM
James Mitchell
Senior AE, Salesforce - London
Recommend
Commercial track record
120%+ attainment, 3 years running
Deal size and complexity
Closed up to £400K, avg £150K TCV
Motivation to move
Genuine desire, not just browsing
Cultural fit
Strong values alignment
Counteroffer risk
Low risk, driven by role scope
Compensation alignment
£85K base, within agreed range
Recruiter Note
James is one of the strongest candidates I have spoken to for this brief. Commercially sharp, well-prepared, and genuinely excited about the stage of business. Strong recommend for first interview.
Why this matters
High-performing candidates are selective. A tailored briefing and rigorous qualification means genuine commitment before interview.
How we measure success
95%
CV to interview
85%
Offer acceptance
Benefit to You
- Stronger candidate commitment from the outset
- Reduced drop-outs during the process
- Higher offer acceptance rate
Stage 05
Video Shortlist Delivery
A complete picture of every candidate before you commit time
What we do
We present a curated shortlist of the strongest candidates, each with a detailed written assessment and a structured two-way video interview. You get a full view of capability, communication style, and cultural fit before committing to a first interview.
Example - Shortlist Delivery View
Candidate shortlist as delivered to the client
Each candidate is presented with their current role, previous experience, salary expectations, commercial highlights, and a structured video interview ready to review.
Example - Two-Way Video Screening via Hinterview
Live two-way video interview with candidate profile alongside
The two-way format means we ask tailored follow-up questions in real time, giving far richer insight than a one-way recorded response.
Why this matters
Rather than using first interviews to gather basic information, hiring teams receive consistent, comparable insight upfront. This is what drives our 95% CV-to-interview ratio.
Stage 06
Interviews
Full coordination and support throughout the client process
What we do
We manage and coordinate the full interview process end-to-end, ensuring both client and candidate are fully prepared at every stage.
How we support
- Scheduling and logistics coordination across all stages
- Thorough pre-interview briefings for both sides
- Post-interview debriefs to maintain momentum and surface concerns early
- Ongoing candidate management to keep interest and commitment high
Our role here
We act as the bridge between both sides, keeping the process moving and preventing the drop-off that costs businesses top candidates.
Benefit to You
- Smooth, professionally managed process
- Reduced drop-off and candidate ghosting
- Real-time feedback loops throughout
Stage 07
Offer
Two-sided negotiation to secure a clean acceptance
What we do
We manage offer negotiation on both sides to ensure a smooth, accepted outcome, protecting both the relationship and the deal.
How we do it
- Aligning compensation expectations well before offer stage
- Advising on offer structure to maximise acceptance likelihood
- Proactive counter-offer handling and risk mitigation
- Maintaining candidate commitment and momentum throughout
Key Insight
Most offer rejections are avoidable. We manage expectations on both sides throughout so the offer stage is rarely a surprise.
Benefit to You
- Higher offer acceptance with fewer surprises
- Reduced risk of late-stage drop-out
- Clean, efficient close
Stage 08
Placement
Offer accepted - supporting through to day one
What we do
Once the offer is accepted and contracts are signed, we continue to actively manage the candidate through their notice period to ensure nothing derails the placement.
How we support
- Regular touchpoints during the notice period
- Resignation support and counter-offer management
- Managing any gardening leave considerations
- Keeping both sides aligned and confident ahead of the start date
Why this matters
The notice period is the highest risk point in any placement. Active management here is what separates a confirmed hire from a last-minute drop-out.
Benefit to You
- Significantly reduced risk of post-offer drop-out
- Confidence the candidate will show up on day one
Stage 09
Start Date
Candidate joins - and our job is not over yet
What happens next
The candidate joins your business. But our involvement does not stop at placement. We run post-start check-ins with both client and candidate to ensure a strong onboarding experience and long-term retention.
Post-placement support
- Check-in at week 1, month 1, and month 3
- Early flagging of any onboarding friction on either side
- Ongoing relationship with both client and placed candidate
Our commitment
We measure our success by long-term retention, not just placements. The relationship continues well beyond the start date.
Benefit to You
- Better retention through early issue identification
- A long-term recruitment partner, not a transactional supplier