Discuss a hire

Search approach

Seven stages.
One clearly defined
requirement.

Define, map, search, align, introduce, interview, appoint. A permanent search you can follow — where each stage has a purpose, an output and a clear owner.

  1. 01Define
  2. 02Map
  3. 03Search
  4. 04Align
  5. 05Introduce
  6. 06Interview
  7. 07Appoint

01 The evolving matrix

Watch the search
take shape.

As each stage is completed, the alignment matrix gains a layer: the requirement, the market, the search, the alignment, the introductions, the interviews and, finally, the appointment decision.

Illustrative — anonymous nodes, no candidate data, no scores.

Stage 01

Define

Every search starts with the requirement. What must the role deliver in its first year? Which experience is essential, which is preferred, and which is a habit of previous job descriptions? What does the working model, location and compensation realistically allow?

For the employer

A structured briefing on purpose, responsibilities, team, environment, practical parameters and the interview process you intend to run.

For the candidate

Nothing yet — but the clarity agreed here is what allows candidates to be given an accurate picture later.

Output
An agreed, searchable brief
What this is not
A copy of the existing job description, accepted without question.

Stage 02

Map

With the brief agreed, the next question is where relevant experience is likely to exist. Which organisations, functions and sectors develop it? Where are people located? How is the opportunity likely to be received by the people who hold that experience?

For the employer

Early, honest feedback where the brief and the likely market differ — on compensation, location, working model or experience.

For the candidate

The search is aimed at people whose experience genuinely relates to the role, rather than a broad trawl.

Output
A defined target market
What this is not
A database keyword search presented as market insight.

Stage 04

Align

Alignment is a two-way conversation. Candidate experience, motivation and practicalities are discussed against the brief — and the candidate tests the role against their own direction. Interest is confirmed, not assumed.

For the employer

Introductions only where experience relates to the brief and the candidate has confirmed genuine interest in the role as it is.

For the candidate

An open discussion of responsibilities, environment, working model, compensation, timing and the interview process.

Output
Mutual interest confirmed
What this is not
A numerical match score or an automated ranking.

Stage 05

Introduce

Relevant candidates are introduced to the employer with role-specific context: why their experience relates to the brief, what they are looking for, and what remains to be explored at interview.

For the employer

Fewer, more relevant introductions — each with context you can act on.

For the candidate

Your details are shared only in connection with this specific role and with your agreement.

Output
Introductions with context
What this is not
A stack of CVs to sift through.

Stage 06

Interview

Interview stages are coordinated so that both sides are prepared and the process keeps moving. Feedback is gathered and relayed promptly in both directions.

For the employer

Scheduling, logistics, candidate preparation and timely feedback handled through a single point of contact.

For the candidate

Clear information on each stage, who you will meet and what to expect — and feedback afterwards.

Output
A coordinated interview process
What this is not
An assessment that replaces the employer’s own judgement.

Stage 07

Appoint

At offer stage, communication matters most. Axiom supports the conversation between employer and candidate through offer and acceptance, helping both sides understand each other’s considerations.

For the employer

Support with presenting an offer and understanding candidate considerations. The hiring decision, employment terms and pre-employment checks remain yours.

For the candidate

A clear explanation of the offer and support through acceptance or decline. The decision to accept is yours.

Output
An informed decision by both parties
What this is not
A guarantee of appointment, retention or outcome.

02 The whole path

From requirement
to decision.

The same seven stages, end to end. The pace can vary with the role — the structure does not.

  1. 01

    Define

    Clarify what the role must deliver, the environment it sits in and the parameters of the search.

  2. 02

    Map

    Understand where relevant experience is likely to exist and how the market may respond to the brief.

  3. 03

    Search

    Identify and approach people whose background relates to the defined requirement.

  4. 04

    Align

    Discuss the opportunity openly and test candidate experience, motivation and practicalities against the brief.

  5. 05

    Introduce

    Introduce relevant candidates to the employer with role-specific context, with the candidate’s agreement.

  6. 06

    Interview

    Coordinate interview stages, preparation and feedback between employer and candidate.

  7. 07

    Appoint

    Support communication through offer and acceptance. The hiring decision remains the employer’s.

03 Applying the method

Contingent and
retained, mapped.

Both search models follow the same method. A retained search formalises the stages into a dedicated, committed structure; a contingent assignment applies them flexibly against a defined vacancy.

StageAxiom methodRetained searchPurpose
01DefineDiscoveryClarify what the role must deliver, the environment it sits in and the parameters of the search.
02MapMarket mappingUnderstand where relevant experience is likely to exist and how the market may respond to the brief.
03SearchSearchIdentify and approach people whose background relates to the defined requirement.
04AlignAssessmentDiscuss the opportunity openly and test candidate experience, motivation and practicalities against the brief.
05IntroduceShortlistIntroduce relevant candidates to the employer with role-specific context, with the candidate’s agreement.
06InterviewInterviewCoordinate interview stages, preparation and feedback between employer and candidate.
07AppointAppointmentSupport communication through offer and acceptance. The hiring decision remains the employer’s.

04Search transparency

Know what stage the
process has reached.

Recruitment is easier for everyone when nobody is left guessing. Communication is direct — by conversation and email — so employers and candidates know where things stand.

  1. Search

    Client communication

    Updates on search progress, market response and anything that may affect the brief — including when something is not working.

  2. Candidate

    Candidate communication

    Candidates know whether they have been introduced, where the process stands and what happens next.

  3. Interview

    Interview progression

    Stages, dates, formats and the people involved are confirmed clearly with both sides.

  4. Alignment

    Feedback coordination

    Feedback is gathered and passed on promptly and constructively, in both directions.

  5. Appointment

    Offer-stage communication

    Expectations, timings and outstanding questions are communicated carefully through offer and acceptance.

There is no online tracking portal. Progress is communicated personally at each stage.

05Responsibility

Search supports the decision.
It doesn’t replace it.

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

Search
Identifying and approaching people whose experience relates to the agreed requirement.
Introduction
Presenting relevant candidates with role-specific context, with their agreement.
Communication
Keeping employer and candidate informed about progress and next steps.
Coordination
Organising interview stages, feedback and offer-stage communication.

Employer remains responsible for

  • Final assessment
  • Hiring decision
  • References
  • Right to work
  • Qualification checks
  • Employment terms
  • Background checks
  • Professional registration
  • Onboarding

where applicable to the role and the organisation.

Define the role. Find the alignment.

What does the next hire
need to solve?

Start with the role, the requirement and the market you need to reach.

Discuss a hireSubmit a vacancy
Considering your next move?

First conversation covers

  1. 01 What the role must deliver
  2. 02 The requirement and its parameters
  3. 03 The market you need to reach
  4. 04 Contingent or retained

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