FAQs
The questions clients ask us
How we work, what we charge for and what you get back.
Ten answers, written the way we would give them on the phone. If yours is not here, ask us and we will tell you straight.
Before you brief us
Ten questions, answered plainly
These are the things hiring teams tend to want settled before a first meeting.
What makes you different from other recruiters?
Real estate is all we do, and we hold a small number of searches at a time so each one gets proper attention. The advice you get is ours alone, and it is the same advice whether or not it leads to a placement.
What are your terms?
Terms are agreed upfront and in writing, with the structure matched to the level of commitment on both sides. Fees vary by search type, so we will set out the options and what each one commits us to before anything is signed.
Who actually works on our search?
The person you meet is the person leading the search. Katherine Mander supports on data, compliance and process behind the scenes, but the brief is never handed to a delivery team once the mandate is won.
Do you understand our part of the market?
More than 15 years of real estate appointments, with a particular focus on London. In a first conversation we will already know the businesses you compete with for people, how their teams are structured and what your next hire is likely to be paid.
How do you find candidates?
By direct approach. The relevant market is mapped, our own network is worked first, and then we go to the people who match the brief, including those who are not looking and would never answer an advert.
How do you assess them before we see them?
Each person has a structured conversation against your brief: track record, the deals or numbers behind it, reason for moving and how they would work with the team they are joining. You get our read on all of it, reservations included.
What happens once we appoint you?
A proper briefing session first, on the role, the team and how the decision will be made. You then get an agreed search plan, a mapped longlist to react to, and a standing update at a rhythm that suits you.
How will you represent our brand in the market?
Every approach is made in your name, so we agree what is said before the first call is made. Candidates hear an accurate account of the business, the opportunity and its challenges, which is also what makes the good ones take it seriously.
What market intelligence do we get along the way?
Alongside the shortlist, a picture of the market you are hiring into: who is available, where they sit today, what they are paid and how your proposition is being received. That is often useful long after the role is filled.
What happens after the offer is accepted?
We stay close through resignation, any counter-offer and the notice period, and keep in touch with your new joiner until the start date. Both sides then hear from us a few weeks in, and again once probation is complete.
Still deciding
Ask the question that is not on this page. We will tell you straight.