For employers
Before a search begins, Axiom works with you to define the requirement: what the role must achieve, what experience is essential, and what the market is likely to make possible.
01Define
Every Axiom search starts by understanding the role properly. A sharper requirement makes it easier to identify relevant people — and gives candidates an honest picture of what they would be stepping into.
02Search models
Both models are permanent recruitment. The difference is structure and commitment — and the right choice depends on the requirement, not on a rule that one is always better.
Permanent recruitment support where fees are governed by agreed contingent terms.
A dedicated staged search structure for selected assignments.
Fees and commercial terms are not published. They are agreed with each employer before recruitment activity begins, and any rebate or replacement provisions are governed by those agreed terms.
03Candidate search
Many people whose experience is relevant to a role are not actively applying for jobs. A structured search identifies where that experience is likely to sit — organisations, functions, sectors and locations — and approaches people directly and accurately.
The opportunity is described honestly. Candidates hear what the role involves, how it is structured and what is still to be confirmed, so the people who progress are genuinely interested in the role as it is.
Where the search reveals that the brief and the market do not meet — on compensation, location, working model or experience — that feedback is shared early so you can decide how to proceed.
04Introduce
A CV shows what someone has done. An introduction should also explain why they may be relevant to this role, what has been discussed, and what still needs to be confirmed.
Candidate introduction
Candidate A
Introduced with the candidate’s agreement, for this role only.
05 Interviews & offers
Once candidates are introduced, the process needs to keep moving and stay clear for everyone involved.
Scheduling, logistics, preparation and the flow of information between stages are coordinated so candidates and interviewers are ready.
Feedback is gathered and relayed promptly in both directions, so decisions are informed and candidates are not left waiting.
Support with communicating offers, understanding candidate considerations and coordinating acceptance. Employment terms and checks remain with you.
06Employer journey
A permanent hire is a sequence of decisions. Each stage produces something specific, so the employer can see what has been agreed, what is happening and what comes next.
A permanent requirement is identified — a new role, a replacement or a change in what the team needs.
Produces Initial conversation
Purpose, responsibilities, technical and professional requirement, seniority, reporting line and practical parameters are clarified.
Produces Agreed brief
Contingent or retained — chosen to suit the requirement, with commercial terms agreed before recruitment activity begins.
Produces Agreed terms
Where relevant experience is likely to sit, and how the brief is likely to land with the people who have it.
Produces Search parameters
Relevant candidates are introduced with role-specific context, and only with their agreement.
Produces Introductions with context
Stages, preparation, logistics and feedback are coordinated so both sides know where the process stands.
Produces Coordinated feedback
Communication is supported through offer and acceptance. The hiring decision and employment terms remain the employer’s.
Produces Employer decision
07Responsibility
A recruitment consultancy can widen the field, sharpen the brief and manage the process. The decision to appoint — and the checks and terms around it — remain with the employer.
Axiom may support
Employer remains responsible for
where applicable to the role and the organisation.
Define the role. Find the alignment.
Start with the role, the requirement and the market you need to reach.
Considering your next move?First conversation covers
