A brief that fits the business
We agree the responsibilities, budget and support around the role before we assess candidates.
Permanent search for UK startups and scaleups
Build the team that builds the next thing.
Senior recruitment with an owner’s perspective. Non technical roles from manager to C suite.
Search fieldLive
Market mappedThree selected
Permanent search for UK startups and scaleups. Non technical roles from manager to C suite. Senior led from brief to shortlist. We target three to five screened and interested candidates within seven working days of an agreed brief and signed terms. There is no upfront charge. Our 12.5% success fee becomes payable only when the candidate signs their employment contract.
01 / Approach
The business comes before the job description.
We run businesses ourselves. We want to know what this hire needs to change, what you can afford and where the team needs support. Then we turn that into a brief we can test candidates against.
One accountable partner
Your senior search partner owns the brief, communication and final shortlist.
Built for pace
A dedicated delivery team and AI enabled research help us move quickly without lowering the bar.
A clear commercial model
Nothing to pay upfront. Our 12.5% success fee becomes payable only when the candidate signs their employment contract.
02 / Leadership functions
The role changes with the stage.
Permanent search across the non technical functions that shape how a startup sells, grows and operates.
03 / Experience
Team experience, gained in prior roles
Experience earned before Search Studio. Brought to every brief.
Senior led, with one accountable partner from brief to shortlist.
Experience behind the model
Your search partner owns the brief, communication and final shortlist, supported by a dedicated delivery team and AI enabled research. Founder Mike Bank was previously Head of Talent Partnerships at The Portfolio Collective, where he led a global startup and scaleup talent team.
04 / Pace
Three to five people worth meeting.
Agreed brief and signed terms to shortlist
7 working days
We target an initial shortlist of three to five screened and interested candidates within seven working days of an agreed brief and signed terms.
The clock starts when the brief is agreed and the terms are signed.
- Day 0Brief and terms agreed
- Days 1 to 6Search, assess, speak
- Day 7Initial shortlist
05 / Our standard
What earns a place on the shortlist?
Every candidate has been screened, has discussed the role and wants to progress. That is the minimum, not an optional extra.
Sourced or contacted profiles may appear in a separate market map. They do not count towards the shortlist.
Essential criteria assessed
A senior recruiter has tested the evidence against the must haves in the brief.
The role discussed
The candidate has had a proper conversation about the company, the role and the work ahead.
Interest confirmed
They have said they want to progress, rather than simply agreeing to receive more information.
Practical fit checked
Salary, location and working pattern are broadly aligned before their profile reaches you.
Availability recorded
Their notice period and likely availability are included, along with relevant experience and any concerns.
Permission to present
The candidate knows where their details are going and has agreed that we can share them.
06 / The process
One search.
Three stages.
Define
Agree the role, essential criteria, target market and what success looks like.
Search
Research, approach, assess and present three to five screened and interested candidates.
Convert
Manage interviews, feedback, references, offer and candidate close.
07 / Success fee
12.5%
Success fee only
Nothing upfront. 12.5% on success.
We agree the brief, research the market and screen candidates with nothing to pay upfront. The success fee is 12.5% of base salary only and becomes payable when your chosen candidate signs their employment contract.
- To start
- £0
- Success fee
- 12.5% of base salary only
- Payable
- When the candidate signs their employment contract
08 / Insights
Thinking for the roles that matter.
Fresh analysis when UK hiring shifts. Practical guides for sharper briefs, more credible shortlists and better hiring decisions.
Explore all insights Explore the 2026 salary benchmarkNews analysisAll news
Follow the
evidence.
A manager’s contribution should be something you can examine.
- Starting pointWhat could the person do before?
- SupportWhat did the manager actually do?
- ChangeWhat could the person do afterwards?
- CheckWho can speak to that contribution?
Before you hire a senior leader, ask who they helped to develop
New research on first jobs gives founders a reason to look beyond a candidate’s own achievements. How to assess the people they have helped to develop.
Read the insight ↗Hiring guidesAll guides
Brief signal map / 01
Roleoutcome
ContextEvidenceConstraintsDo you need a recruiter for this senior hire?
Some senior hires need an external search. Some do not. Here is how to tell before you spend time or money.
Read the insight ↗From a broad market to a shortlist you can act on.
The right person changes everything.
Who are you looking for?
Tell us what the business needs from this hire. We’ll help you work through the responsibilities and budget, then explain how we would run the search.
Book a discovery call Or send us the role