We bring you the best people you can hire. And the proof that they are.
When a technical vacancy stalls, the shortage of candidates is usually assumed, not proven. Nobody has told you whether the professionals for that role really don’t exist in your area, or whether nobody has got to them yet. And you don’t fix those two things the same way.
Every time you hire someone, there’s a question sitting behind it: was there somebody better out there that we never saw?
Nobody answers that for you. You’re sent candidates and you decide blind on everything you weren’t shown. We work so that you hire, of course, but knowing that nobody better slipped past you, and so that you can show why.
One consultant, one search, your whole market.
One senior consultant, exclusively, eight hours a day, on a single vacancy. Not splitting their time with another ten. Everything else follows from that: the full sweep of your market, the conversations with the people who could really do the job, and the deadline.
That is why the number of candidates and the deadline aren’t a brochure promise: they are the sign that somebody is working on your search and nothing else. A firm that spreads its people across ten assignments cannot be fast and thorough at the same time.
What we always do
- Industry and energy only. We are a boutique and we mean it: eight new searches a week, maximum. It is the only way to guarantee the dedication we promise.
- Direct search, and properly deep. No stale databases. We reach people who are not looking at job ads and who you didn’t think existed.
- We look after your reputation. Every candidate we approach is a conversation that stays attached to your company’s name.
What we never do
- We don’t send filler CVs to look as if we’re making progress.
- We don’t promise what we can’t deliver.
- We don’t open a search without checking that it can be closed.
- We don’t go quiet when a search gets difficult.
The RAG index
Green, amber or red: where you stand as an employer for that role, in that area. On one page.
It isn’t a report about how hard we have worked. It is the picture of your market and what the data says: how many professionals exist for that role in your area, how many of them we have spoken to, what the market is actually paying, how attractive they find your offer and why, and how they see you as an employer.
It comes ready to forward, to your boss or to whoever signs off the hire.
On day 5 you get a first read of the RAG, along with the first candidates to check we are on the right track.
We have been handling this information for years. Now we hand it over in a form you can use.
You know what you get, and when.
We start
We talk to you and to the hiring manager. A senior consultant who knows your market inside out starts, and works on nothing else.
First candidates and an early read of the RAG
We tell you what your market is saying. And the first candidates, to make sure we are all looking for exactly the same thing.
Six candidates and your RAG index
Six professionals you can hire, and the page that explains why these six and not others.
This is what it costs. And we don’t negotiate.
| Service | Fee | Delivery | Who it is for |
|---|---|---|---|
| Touch Original | €7,550 | 6 candidates in 12 days |
For salaries up to €49,999. |
| Touch Management | €10,950 | 6 candidates in 14 days |
For salaries between €50,000 and €79,999, and for roles that manage people. |
| Touch Executive | €15,300 | 6 candidates in 17 days |
For salaries above €80,000. |
You can hire one person from the process or several. The fee doesn’t change.
Who we can’t help.
- If you pay below market, we won’t be able to help you. Good candidates have options. And they use them.
- If you aren’t clear about what you are looking for, the same. Nothing we put in front of you will ever feel right, and we will all end up frustrated.
- And if you are one of those people who needs to see fifty candidates before deciding, we won’t be able to help you either. That doesn’t work for anybody.
Three partners.
Two psychologists and one normal.
Although the definition of normal is open to debate.
Three different profiles with one shared obsession: industrial recruitment done with method.
NOE
The one who understands your market best.
She knows profiles, real talent scarcity and industrial dynamics with unusual precision.
She leads the consulting team and structures every search we launch.
She does have one small problem: she never switches off.
If a process is running, she is fully inside it until the end.
PACO
The analytical mind of the group.
He turns intuition into systems.
And systems into predictability.
He lives surrounded by metrics and models that, according to him, speak.
And apparently, they are usually right.
He ensures RADAR-12 is a measurable structure, not just a narrative.
ELENA
The normal one.
The one who questions the obvious.
The one who invents things.
The one who makes people uncomfortable when necessary.
She is the visible voice of the firm.
The one who publicly defends that industrial recruitment requires method.
And yes, rather stubborn.
Let’s talk — tell us about your vacancy.
Just a conversation, to understand what you need and see whether we can help. If we can’t, we will tell you there and then.