To the businesses doing the hiring, yes — a bad hire at director level costs more than the fee many times over, and the damage to standards, team trust, and reputation is hard to undo.
But it matters just as much to the individual. This is somebody’s career. Their livelihood. The work they go home talking about. We take that as seriously as we take the brief.
Most recruitment is binary. Years of experience — tick. Relevant qualification — tick. Available immediately — tick. The CV goes across. Sometimes it sticks.
It’s not wrong, exactly. It’s just not trying to do anything more than fill a vacancy.
We start with a different question. Not does this person fit the brief? but is this person going to succeed in this business? That takes longer. It takes conversations most recruiters don’t have the time or inclination to have. It involves talking to your team, asking the questions you can’t put on a job brief, and speaking to people who aren’t actively looking — including the wild cards who don’t fit the spec but might change the business.
Then we come back to you with the very best the market will yield. Not just the people who replied to an ad. Not just the people who ticked the boxes. The people of best fit.
We work retained and we work proactively. We tell you what we’ve seen — including the people you should consider who don’t match the brief — because those are often the ones who make the difference.
Get this right and the business grows, the individual flourishes, and we’ve done a job worth doing. Get it wrong and we’ve all wasted time we can’t get back. That’s why we’d rather take longer to find the right person than send you a faster shortlist of the wrong ones.
Client testimonial“We needed senior leaders who could drive the business forward. Spirit Executive took the time to understand our strategy and delivered candidates who are now shaping our future.”
Ken Harland, Executive Advisor, Amey
Spirit Executive. We match people, not experience.
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