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Recruitment: Why Work With Us

Recruitment, Done Properly

When it comes to recruiting, simply filling a seat is not the way we see our job.

Part of the problem many agencies have is that they search for ‘candidates’ to fill a roll.

We don’t look for candidates – we look for professionals.

And finding the best professional means finding not just the right fit but also the right future – for both the professional we place as well as for the partners we work with.

It’s about finding that star who makes the business stronger a year from now than it is today. That's the job.

It’s about ‘growth’ – not simply ‘getting bigger’. Those are two very different things.

For Professionals

Confidentiality: We’re the keepers of secrets, always have been.
Time: We get to know you properly; your goals, your values, your why.
Communication: Fast, discreet, and consistent. You’ll never be left guessing.
Honesty: If it’s not right, we’ll say so.
Reputation before revenue: We do the right thing for you, not for our pockets
Partnership: We’re in it for the long haul, not just the placement.
Evolution: The professionals we place today often become tomorrow’s partners.
Blind shortlists: Where possible, we remove identifying details (age, gender, ethnicity, photos, etc.) so you’re assessed on capability not assumptions.
Fair process: Structured shortlisting and consistent questions. Less “gut feel”, more level playing field.
Zero tolerance: Discrimination, bias, or inappropriate behaviour from anyone involved = we step away. No debate.
No arseholes policy: If a company’s culture is toxic, we won’t dress it up and we won’t push you into it.
Advocacy: If you’re underrepresented in the room, we’ll make sure your voice doesn’t get lost in the process.
Respect, always: You’ll be treated like a professional partner, not a CV on a spreadsheet.

What You Can Expect

For Partners

A proper brief. A shortlist you can trust. No placement-fee panic.

We start by understanding the business, not just the vacancy; that means structure, culture, what may have gone wrong with this role before or what you aim to achieve if it is a brand new role.

Only then do we go to market.

You get a curated shortlist of excellent people we're happy to put our own names behind, not a volume of CVs to sort through yourselves.

And because we've worked in industry, the questions we ask ourselves about the professionals we deal with go beyond the bog standard.

It isn’t “can they do the job?”

It’s “can they build this business?”

Time & Attention: We’ll meet, listen, and understand before we act.
Transparency: Clear fees, open communication, no hidden terms.
Focus: We take on fewer roles so we can deliver stronger results.
Exclusivity: Only exclusive or retained work, quality over quantity.
Experience: 20+ years each in property and recruitment. We know your world.
Values: We only work with people who share ours.
Reputation before revenue: We do the right thing for you, not for our pockets
Blind CVs & bias reduction: Where possible, we present capability-first profiles (no age/gender/ethnicity signals) to support fair assessment.
Inclusive hiring isn’t optional: We won’t facilitate discriminatory requests, explicit or implied. If it shows up, we’re out.
No arseholes: We work with good humans. If someone can’t behave professionally, they don’t get access to our network.
Accountability: We’ll challenge “vibes-based” feedback and unfair hiring practices and offer a better way.
Wider reach: We proactively broaden attraction and search so you don’t keep hiring from the same pool.
Culture matters: We’ll be honest about what your business signals to the market and what needs tightening up to attract (and keep) brilliant people.

How do we work

2point0 Group | Scope of Services & Fee Options

We build teams that last — not just hires that happen. Every assignment is handled with a people-first, commercially grounded process: clear briefing, honest advice, proactive search, and a fast, professional experience for you and the people you meet.

The 2point0 way (what you can expect in every tier)

Straight talking — we’ll advise you if the brief, package, or process won’t land.
Reputation before revenue — we protect your brand and ours.
Inclusive hiring practice — we support fair, objective assessment and will challenge bias where we see it.
Quality over volume — fewer CVs, better conversations, better hires.

We know that recruitment isn’t a one-size-fits-all. That’s why we have built three tiers of service to suit a wide range needs that our partners approach us with.

Talk to our team

What 2point0 Group brings

We're not just any recruiters. We spent years ourselves working within the property sector – both in estate and letting agency as well as in recruitment and consultancy.

We know what bad hires can do to everything from company culture to P&L.

We've seen it happen. We know the trouble a business faces when the wrong person is brought in, or equally when good people are squeezed into the wrong roles.

That’s why our approach to talent acquisition as an agency isn't simple database recruitment.

We're not just matching keywords on a CV to a job spec. We're asking whether this person, in this business, at this moment, will actually make things better – both for the business and for the employee.

The answer to that question is what will matter to both in six months’ time.

What recruitment solves

Nobody recruits for the sake of it. It is the solution to a problem – and remember, not all problems are bad problems to have (but some are!):

The same role, filled again and again – a pattern that says the problem isn't necessarily the professionals – it's the strategy

Growth that's outpacing the team – recruiting people who can operate at the next size of business, not just the current one; planning for the future, not firefighting in the present

A leadership gap – someone senior enough to take real weight off you, not just another pair of hands

Culture risk – one wrong hire that changes how a branch, region or entire operation behaves

Succession – building the bench before you need it

These problems aren’t solved by moving faster. They're solved by moving smarter. Defining the strategy, understanding the problem, and identifying the solution before the search starts.

FAQs

What types of roles do you recruit for?
We specialise in the property sector. From frontline agency roles through to leadership and board-level appointments. That includes estate and lettings agency, new homes, BTR, later living, proptech and central services (operations, marketing, HR, finance and growth roles). If you’re not sure whether your brief fits, ask us, if we’re not the right people, we’ll say so.

How do your fees and recruitment models work?
We offer a small number of clear options rather than a confusing menu of services. Typically this includes retained or exclusive search for senior and critical hires, plus project or subscription-style support for multiple hires. We’ll recommend the best model once we understand your brief, expected volume and timelines, and we’ll agree all fees and terms upfront so there are no surprises.

What does your recruitment process look like?
We start with a detailed briefing to understand your business, team, culture and the real outcome you need from this hire (not just a job description). From there we map the market, actively headhunt, and shortlist a small number of people we’d personally hire. We manage interviews, feedback and offer stages, and stay close during onboarding to give the hire (and you) the best chance of success.

How are you different from other recruitment agencies?
We don’t just “fill roles”; we focus on long-term fit and performance. That means honest conversations, fewer but better shortlists, and a joined-up approach that can blend search with leadership coaching and consultancy where it adds value. We’re sector people, not generalists, and we’ll push back if we think a brief, salary banding or structure won’t work in the current market.

What if the hire doesn’t work out?
We’re invested in getting it right the first time, which is why we put so much emphasis on the brief, shortlist and onboarding. However, if something does go wrong within the agreed rebate or replacement period, we’ll work with you to understand what happened and either replace the hire or apply the agreed guarantee in line with our Terms of Business.

Have more questions? Ask us here.