Our Process

Enhanced Talent Acquisition Framework

The traditional recruitment method, involving shuffling through numerous CVs and conducting repetitive, monotonous interviews, wasn’t effective for anyone involved. Hence we developed a better approach to talent acquisition, bringing innovation and efficiency to all parties.

Key Deliverables:

We are confident in helping you achieve the following objectives in the process:

  1. SAVE TIME: in the hiring process and focus on growing your business.
  2. IMPROVE EMPLOYEE RETENTION: 96% for new hires.
  3. CUT COSTS: slash your hiring costs by more 60%.

What is Talent HQ?

Our methodology is a tried-and-tested approach that combines cutting-edge search technology with our award-winning digital platform, providing a fully digitized talent acquisition process that delivers outstanding outcomes.

So what does this mean for your talent acquisition process?
  1. We have streamlined the talent acquisition process.
  2. We provide candidate shortlists that are available to you anytime and from any device with internet access.
  3. With multiple candidate videos, resumes, behavioral profiles, and supporting documentation at your fingertips, you can make informed decisions quickly and easily.
  • Interview Scheduler

  • Personalised Video Introductions

  • Executive Summaries

  • Behavioural Assessments

  • References

  • Key Competency Assessments

Bad Hire Calculator

Our bad hire calculator is a free tool that can help you understand the real financial impact of a bad hiring decision on your business

It can be more costly than you imagine.
  • Wasted management time
  • Loss of business and reputation
  • Unrecoverable salary
  • Loss productivity
  • Agency fees
  • Indirect staff turnover

McQuaig Institute partnership for our assessments

People generally hire on skills and terminate on behaviours.

We assess both the jobs and the candidates.

When a new recruit does not work out, it is rarely because their abilities or experience are inadequate. It’s because their BEHAVIOR was not a good match for your company.​

To effectively evaluate prospects, you must be able to quantify what makes them important and unique individuals.

Examples of key questions:

  • Are they more introverted or outgoing?
  • Do they function best in groups or alone?
  • Is he or she a leader or a follower?
  • What is their management style?
  • How do they handle conflict?

Cybersecurity Solutions:

We cover all roles across the following domains: 

  • Security architecture and engineering (e.g. Security Architects)
  • Communication and network security (e.g. Security Engineers)
  • Security operations (e.g. Information Security Risk Analysts)
  • New Business Sales (e.g. Sales Managers, Sales Executives)


Hire cybersecurity experts with a 96% success rate

Wordpress Social Share Plugin powered by Ultimatelysocial