No exceptions. No shortcuts. Every search Psixty UK runs follows the same six-step process, because consistency is what produces consistent results. This is how we work.
Most recruitment agencies operate reactively. A brief comes in, a consultant searches the database, posts a job advert and sends across whoever applies. The client gets volume. The candidate gets a two-minute phone screen. Nobody gets a great outcome.
After a decade of placing commercial talent across the UK, we know exactly what produces strong hires and what produces expensive mistakes. The Psixty Method is the result of that experience, distilled into six steps that we apply to every search, regardless of level, sector or salary.
It is not complicated. But it requires discipline, patience and genuine knowledge of the market. Those are things most agencies are not willing to invest in.
Before we look for a single candidate, we invest time understanding your business properly. Not just the job specification. The culture, the team dynamic, the leadership style, the growth stage and what success in this role actually looks like twelve months from now.
Most recruiters spend twenty minutes on a brief and start sending CVs within the hour. We spend as long as it takes, because the quality of the brief determines the quality of the shortlist. If we do not understand what you need, we cannot find it.
This is the step that most agencies skip. It is the one we never do.
Once we understand the brief fully, we map the market. This means identifying every credible candidate for your role, not just the ones who happen to be active on job boards at this moment.
The best candidates are almost always in role, performing well and not actively looking. They will not see a job advert. They will not apply through Reed or LinkedIn. The only way to reach them is through a direct, credible, personal approach from someone they trust.
Our network across sales, marketing and operations has been built over a decade. We know who is in market, who might consider a move and who is worth approaching.
We do not rely on job boards. We use them where appropriate, but the majority of our best placements come from proactive headhunting: identifying the right person and approaching them directly with a compelling reason to have a conversation.
This takes more time and more skill than posting an advert. It also produces significantly better candidates. The person who was not looking but took the call because the opportunity was genuinely interesting is almost always a better hire than the person who has applied to forty roles this month.
Every search starts with a direct outreach campaign, not a job posting.
Every candidate we present has been personally assessed by one of our founders before you see them. Not screened by a resourcer. Not filtered by a keyword search. Interviewed.
We assess for genuine performance evidence: quota attainment data with specifics, understanding of sales methodology, evidence of how they have handled adversity, what their references will say and whether their experience is genuinely relevant to your role. We test for the things that CVs cannot show.
You only see people worth your time. Our average shortlist is 3 to 5 candidates, not 15 CVs and a hope for the best.
Once we have completed our assessment, you receive a shortlist. Not a pile of CVs with a covering note. A structured document presenting 3 to 5 candidates with a clear rationale for each, their key strengths relative to your brief, any areas to probe in interview and our honest view on who we think is the strongest fit.
We deliver this within 48 hours of completing our brief. Not 48 days. Not 3 weeks. 48 hours.
If you need more time to review, that is completely fine. But the candidates will not wait. The best people are typically in multiple processes and make decisions within ten days of entering a search.
Our job does not end when the offer is accepted. We manage the entire offer process, including navigating counter-offers, supporting the resignation conversation and ensuring the transition to your business is as smooth as possible.
We stay close through the onboarding period and check in at 30, 60 and 90 days. If something is not working, we want to know early when there is still time to address it. If everything is going well, we want to know that too because it validates the process.
Our 94% client retention rate is built on what happens after the placement, not just during the search.
The Psixty Method is not a sales document. It is a description of how we actually work. Here is what that means in practice for clients.
If an agency sends you a shortlist within two hours of taking your brief, they have not briefed properly. The Deep Brief takes time. That time is an investment in the quality of what comes next.
Not screened. Not keyword-matched. Interviewed by a founder with over a decade of experience assessing commercial talent. You will not be surprised in the interview room.
If your salary is below market rate, your job specification is unrealistic or the role is unclear, we say so before we start the search. Not six weeks later when the process has stalled.
Three to five candidates, each with a clear rationale. Our view on who is strongest. The questions worth asking in interview. A document that makes the hiring decision easier, not harder.
We follow up at 30, 60 and 90 days. If something is not working, we want to know. If everything is going well, we want to know that too. The placement is the beginning of the relationship, not the end of it.
Every search at Psixty UK is run by Martin Evans or James Tompsett. Not a junior consultant. Not a resourcer. A founder with over a decade of experience who is accountable for the outcome.
Tell us about your role and we will run the process from start to finish. No obligation, no volume metrics, just a properly managed search delivered by people who know what they are doing.