Startup and scaleup specialists
We recruit non technical roles from manager to C suite for UK startups and scaleups.
Permanent search for UK startups and scaleups
Build the teamthat builds thenext thing.
Non technical roles from manager to C suite. Senior led, with one accountable partner from brief to shortlist.
See how we searchPermanent 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. The fee is 20% of base salary only, payable when the candidate signs their employment contract.
01 / Approach
Good search starts with a sharp brief and ends with people you would genuinely hire.
One partner owns the work from first conversation to shortlist. A dedicated delivery team and AI enabled research widen the search. Senior judgement decides who makes the cut.
One accountable partner
Your 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
20% of base salary only, payable when the candidate signs their employment contract.
02 / 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.
03 / 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
04 / 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.
05 / 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.
06 / Insights
Thinking for the roles that matter.
Practical notes for founders and leaders who want a sharper brief, a more credible shortlist and better hiring decisions.
Explore all insightsLeadership scope / 03
- 01ManagerOwn the work
- 02HeadBuild the function
- 03DirectorShape the system
- 04C suiteSet the direction
Title follows scope. Evidence follows the work.
Hiring non technical leaders from manager to C suite
A practical guide to defining the level, evidence and mandate a growing business actually needs.
Read the insight ↗Search pace / 04
- Day 0Agree
- Days 1 to 6Search and assess
- Day 7Present
A credible shortlist is a decision point, not the end of the hire.
How long should a senior search take?
What should happen in the first seven working days, and why a shortlist is only one part of the hiring process.
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 where the role is stuck. We’ll give you a clear view of the brief, the market and how we would run the search.
Book a free discovery call