For employers

You don't need more
applicants. You need
the right ones.

Posting a role gets you a pile of CVs and a week of your life back-filling screening calls. We do the sourcing, the outreach and the first-pass screening, then hand you a short list of people who actually fit, and who actually want the job.

Tell us what you're hiring for See how it works

Tell us the role. If we're not the right fit, we'll say so.

How we work

You brief us once

A short call, or just an email. The role, the must-haves, the budget, and the things the job ad won't say out loud. We'd rather hear the real constraints than guess at them.

We source and screen

We go out and find people, including the ones who aren't applying to anything. Everyone on your shortlist has been spoken to, checked against your must-haves, and confirmed as interested and available.

You interview and decide

You get a handful of profiles with notes on why each one fits, not a stack of CVs. We handle scheduling, feedback and the offer stage. If nobody's right, we go back out.

Working together

The short version

Every search
is different.So we work out the scope and the arrangement with you directly, before anything starts. Tell us the role and we'll come back with what we'd suggest.

Straight answers

What do you actually do?: Sourcing, direct outreach, first-pass screening and shortlisting, then interview scheduling, feedback and support through the offer stage. You stay in control of the hiring decision.
How do you find people?: Direct approach, not just whoever happens to be applying. A lot of the strongest candidates for a role aren't looking at job boards at all.
Do we have to pause our own hiring?: No. Keep your own pipeline and other agencies running. We're happy to be judged against them.
What if you can't fill the role?: We'll tell you early rather than string you along. If the market, the brief or the timing makes it unrealistic, that's more useful to you than a stack of near-misses.
Which roles do you cover?: Engineering, data and AI, operations, sales, finance and support. Permanent and contract, remote or on-site. If it's outside what we can do well, we'll say so.

Why teams use us

You talk to the recruiter

Not an account manager who passes your brief to someone you never meet. The person you brief is the person doing the search.

Shortlists, not CV dumps

Sending a long list is easy and useless. We send the few we'd defend, with the reasoning attached.

Candidates who want it

Every person we put forward has been spoken to about your role specifically, and has confirmed they're interested.

We say no

If we don't think we can fill it (wrong market, wrong budget, wrong timing), we say so at the start.

Tell us what you're hiring for.

One email with the role is enough to start. We'll come back with whether we can help, and what we'd need from you.

hello@jd-talent.com

We reply to every enquiry, including the ones we turn down.