Knowledge Hub

What’s the difference and which one actually works for your business? Most businesses default to contingent recruitment because it’s familiar. You only pay when you hire, there’s no upfront commitment, and it feels “low risk”. But that model was designed for one-off hires not for businesses that are growing, hiring in volume, or thinking seriously about their people strategy. Here’s how contingent recruitment really compares to our Partnered model.

If you’re hiring multiple roles, contingent recruitment is probably costing you more than you think. Not just in fees, but in time, inconsistency and candidate experience. That’s why we built Partnered.

I wanted to share a brief example of a recent hire we supported within the PropTech supplier space. The client had been advertising on Indeed and using multiple agencies to recruit a Business Development Manager, but wasn’t getting the quality or traction they needed. We were invited to work on the role and this what we delivered.

If you’re hiring in property and relying on Indeed, you’re mostly fishing in the same crowded pond as everyone else. The best people aren’t applying to adverts. They’re already in jobs, quietly performing, and they’ll only move if the approach is discreet, targeted, and done by someone who genuinely understands the sector. This article explains why your next hire probably isn’t on a job board and how headhunting saves you hours of sifting so you only meet people worth meeting.

Hiring at senior level isn’t like buying a round of drinks. You can’t just point, pay, and expect it to be spot on every time (if only). The right person in a leadership role can transform your business. The wrong one? Well, it’s a bit like pouring money down the drain — only with a lot more stress involved. Over the years, I’ve seen businesses get this right, and I’ve seen them get it spectacularly wrong. The mistakes are nearly always the same. Here are seven of the big ones.

A practical onboarding guide for hiring managers (and a template you can use today). Most onboarding fails for one reason: we assume a new starter will “pick it up as they go.” In reality, the first week decides everything; confidence, pace, loyalty, and whether they feel like they belong. A simple Welcome Pack doesn’t need to be fancy. It needs to be clear, human, and structured. Here’s the playbook.