The questions worth answering before the briefing.
We collected the questions that come up most often before a strategic search — about timing, guarantee, technology, confidentiality and technical depth.
The essentials to arrive at the first conversation with clarity.
What leaders ask before opening a search.
If your question is not here, our team will answer it in the context of your role.
01Is there a guarantee if the hire doesn't work out?+
Yes: 180 days. If the person leaves the role within that window, we run a new search at no additional fee. It is also how we measure our success rate — the 94% are the hires that outlasted that guarantee, not the ones that merely signed.
02How soon do I get the first shortlist?+
The first shortlist lands within 7 days on most searches. The exact timeline is set in the briefing, since it depends on seniority, region and how tight the market for that role is.
03What comes with the shortlist beyond the CV?+
Every profile arrives with a technical and behavioral assessment, market context and the points leadership needs to discuss before deciding. The goal is a shortlist your team can defend internally, not a list of candidates.
04How do I follow the search?+
Through the client portal, on our own platform. Briefing, mapped candidates, assessments, approvals and decisions all sit in one place, so HR and leadership share the same context without chasing status by email.
05Do you run confidential searches?+
Yes. Replacements, roles not yet announced internally and sensitive moves are handled discreetly, with restricted access in the portal and data processed under LGPD, Brazil's data protection law.
06Where do you have the most depth?+
Cloud and infrastructure, AI and data, engineering, product, security, sales and growth, finance and leadership roles. These are the fronts where we can run real technical validation, not just read a CV.
07How does the investment work?+
The commercial model is defined in the briefing, according to the scope and complexity of the role. One-off searches and retained partnerships follow different models, and you leave the first conversation knowing which applies to your case, with no obligation.
08Do I need the platform to hire the consultancy?+
No. The platform is how we run our own searches, and you access it as a client at no extra cost. It is also sold separately to in-house HR teams, search firms and hunters who want to run their own operation.
09Do you handle executive outplacement?+
Yes, through our outplacement service: career advisory for executives in transition, with positioning, market strategy and support through to placement.
Still have a question?
Tell us what you are trying to decide. That is where the conversation starts.