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FAQ

What kind of companies tipically hire you?

We’re typically hired by C-level executives and HR directors/VPs at larger sized companies, as well as by medium-sized ones, including family-owned businesses. 

How much do your recruitment services cost? 

We’re priced competitively, and probably close to the 75th percentile for similar consulting firms.

Do you accept contingency assignments?

Nowadays many companies approach us asking for a contingency recruitment agreement, with payment upon placement.

We all know for a fact that contingency recruitment is not the best approach when a client is looking to hire a senior-level executive that will have a high impact within the organisation.

However, contingency recruitment is likely to be acceptable when recruiting for mid-level positions or other positions of lower potential impact and for which there are a large number of qualified candidates.

Please refer to the comparison below and contact us to get more details on our agreement terms. 

Retained

 
  • Upfront fee
  • Senior-level executives
  • Focus on passive candidates not actively seeking new position
  • Exclusivity clause
  • Assessment Reports
  • One-year guarantee

Contingency

 
  • Success fee
  • Mid-level positions
  • Focus on active candidates looking for new role
  • No exclusivity
  • Only CVs
  • One-year guarantee

What sectors do you recruit for?

  • Banking, Insurance and Financial Services
  • Business and Professional Services
  • Consumer and Retail
  • Energy and Natural Resources
  • Industrial and Automotive
  • Life Sciences and Healthcare
  • Supply Chain, Logistics and Transportation
  • Technology
  • Tourism and Hospitality

Functional expertise

  • Board Directors and CEOs
  • Data and Analytics Leadership
  • Digital Leadership
  • Financial Officers
  • Human Resources Officers
  • Legal, Regulatory and Compliance Officers 
  • Marketing Officers
  • Operations & Supply Chain Officers
  • Risk Officers
  • Technology Officers

What are the advantages of a boutique firm?

  • Small enough to care - more personal service; 
  • More time on building long term and in-depth relationships with clients;
  • Focus on the quality of delivery; 
  • More independence;
  • Experienced, well seasoned and knowledgeable recruiting and assessment capabilities.

Who benefits the most from boutique recruiting?

Organisations with very specific needs, that require a tailored approach to passive candidates for strategic roles. 

What are your assessment capabilities?

Shortlist has always been a firm of/for psychologists trained as professional recruiters, and we are conservative at this respect. We know that to avoid subjectivity bias and to effectively predict how someone will perform once hired, a combination of behavioral and situational structured interviews with assessments of cognitive ability and assessments of leadership is required.

Does your company have services for candidates?

No.

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