For employers
Hire the people who move the needle.
When a senior hire matters, you don't need a stack of CVs — you need three people who can genuinely do the job. Garrick Talent runs every search with one senior consultant, from first brief to signed offer, and stands behind the result.
A partner, not a database
Most agencies compete on volume. We compete on judgement. Every mandate is handled by a consultant with nine or more years in your market — someone who understands the difference between a plausible CV and a person who will actually deliver.
Senior consultants only
No junior screeners, no handoffs. The consultant you brief is the consultant who delivers your shortlist and manages the offer.
Short shortlists
Three to five genuinely qualified, referenced candidates — not a long-list dressed up as a search. Every name is worth your time.
The roles you can't advertise
More than half of what we place is never advertised. We reach passive candidates and confidential appointments a job board never will.
Honest counsel
If the brief is wrong, the salary is off, or the market has moved, we'll tell you before we start — not three weeks in.
One point of contact
One consultant, one relationship, one accountable person. Straightforward for you, and better for the candidate experience.
Data handled properly
ISO 27001, Cyber Essentials and ICO-registered. Your search, your data and your discretion are protected throughout.
Three steps to the right hire
A search should be clear, quick and accountable. Here is exactly how we work when you engage us.
Understand the role
We meet the hiring manager, get under the skin of the team and the target, and agree a realistic salary, timeline and success profile before we approach a single candidate.
A referenced shortlist
We map the market — advertised and hidden — and present three to five qualified, referenced candidates. A median of 28 days from brief to shortlist you can act on.
Offer & onboard
We manage offers, counter-offers and notice periods, keep everyone warm through resignation, and check in after the start date — backed by our rebate & replacement scheme.
Our guarantee
If a permanent hire doesn't work out, neither do we get to keep the fee.
We back every permanent placement with a tapered rebate and a free replacement search. It aligns our interests with yours: we only truly succeed when the person we place stays and thrives.
- If a permanent hire leaves within the first 12 weeks, a tapered rebate applies — the earlier they leave, the more you recover.
- We offer a free replacement search as standard, so a departure doesn't leave you starting from scratch.
- Standard, transparent UK REC-style terms — no small print designed to trap you.
- Permanent fees are charged on a success basis: you pay when the hire signs, not before.
Full terms are confirmed in writing before any engagement begins. Executive search is retained; terms are agreed at the outset.
Why senior — and why retained — matters
The more senior the role, the smaller the market and the higher the cost of getting it wrong. That changes how a search should be run.
Contingent, done well
For most permanent roles up to director level, we work on a success basis — a percentage of first-year salary, payable only when your hire signs. Fast, low-risk and ideal when the market has ready talent.
Retained, when it counts
For board, C-suite and business-critical or confidential appointments, a retained mandate buys you dedicated market mapping, a committed timeline and genuine discretion. When the pool is small and the stakes are high, half-measures cost more than they save.
Where we go deep
White-collar, senior and specialist. We do not do industrial or volume recruitment — we place the managers, directors and professionals who run the business.
Financial controllers to CFOs; front, middle and back office across the City and beyond.
Engineering, product, data and digital leadership for scale-ups and enterprises alike.
Pharma, biotech, medtech and healthcare — commercial, clinical and operational.
Private practice and in-house counsel, from newly-qualified to General Counsel.
Revenue leaders, business development and brand — the people who bring the growth.
Managing directors, C-suite and non-executive appointments, handled with discretion.
"They didn't send a stack of CVs. They sent three people who could genuinely do the job — and the one we hired is now on our board."
Ready to start a search?
Tell us about the role and the team. A senior consultant will come back to you within one working day with an honest view on the market, the timeline and the likely shortlist.