Using inclusive job descriptions that eliminate age, race and gender bias, we’ll attract diverse talent through relevant niche job boards, social media groups, diverse communities and networks & networking, as well as mainstream job boards.

Designed to help us establish quality candidates from our established longlist.

Candidate applications will include 3-5 work samples and/or pre interview questions, the best proven predictor of ability.

Throughout the process, you’ll get a weekly progress update report as standard.

We’ll provide professional recommendations using a broad cross section of Ability testing and Personality/Values/Motivation/Sales/Judgement assessments, together with hard testing based on Language, Personality & Culture, Programming Skills, Roles Specific Skills, Situational Judgement and Software Skills, for example.

This provides up to 35 separate checks including qualification verification, right to work checks, reference checks and social media checks, licences, tax, finance, address history and more to reassure you on the integrity of each candidate.

Popular with clients, this ‘competency based interviewing’ determines the shortlist for recommendation, with videos available for review and reference. We call this the ‘hinterview’.

A structured panel interview process, with our active involvement, that helps to eliminate implicit, affinity and confirmation bias from the process, with results collected from a diverse panel to ensure fairness.

A full detailed feedback report including D&I data breakdown of the entire recruitment process, allowing you to demonstrate and prove fairness in your process and learn for future campaigns.