It is usually a clarity problem, a speed problem, or a signal problem.
Before you spend another month pushing the wrong search, book a free 15-minute Role Diagnostic and get a sharper read on where the risk actually is.
You leave with 2–3 specific improvements you can use straight away, whether we work together or not.
No prep needed. No pressure. No fluff.
What this call is for
A short 30–45 second video that explains who this is for, what you get, and why it is worth booking now.
Rare engineering hire in a tight NZ market
Contract integration role filled in 4 days
ERP BA hire grew into AI Lead with $200k backing
Most expensive hiring mistakes do not start in the interview. They start earlier, when the role is fuzzy, the process is slow, and the team is reading the wrong signals.
You hire for strategy, then the person lands in cleanup, firefighting, and noise.
One person wants delivery. Another wants leadership. Another wants rescue. The hire walks into confusion.
Not because the market is impossible. Because the decision path was not ready when the right person showed up.
This is not a vague discovery chat. It is a short working session to help you spot where this hire can go wrong before you spend months searching.
Not the title. Not the wishlist. The real business outcome you need this person to drive.
Usually that comes back to clarity, speed, or the way the team is reading candidate signal.
So even if we never work together, you leave sharper than you arrived.
Most recruiters start with sourcing. We start with failure.
We look at the role, the team, the manager, and the environment first, not just the CV market.
The conversation is about risk, delivery, speed, fit, and what this hire needs to change in real life.
This first step is built to help you make a better decision, not trap you in a sales process.
For hiring leaders who need the hire to work in real life, not just on paper.
The point is not to send more CVs. The point is to make hires that actually move the work.
Rare skill in NZ. COVID market. Relocation. Lead-level role.
This company needed a Senior Signal Processing Engineer.
Rare skill set in New Zealand. COVID market. Relocation from Wellington to Auckland. And the role needed someone who could step up into lead-level responsibility.
This was not a search they could afford to get halfway through and realise the fit was wrong. This was pure headhunting.
“Jess helped us solve for a rare skill set in a very tight market. This wasn’t a standard search. It needed real headhunting.”
Carl, CTO
Release behind. Complex legacy integration. Known fit. Immediate impact.
The release was behind, and the product team needed a senior systems builder who could step into a complex integration environment and help get things moving again.
The moment we took the brief, we knew someone we had placed before who had already delivered in a very similar large, complex legacy integration environment. The fit was clear early. The connection was immediate. The role was filled in 4 days.
“Jess moved quickly, understood the brief fast, and connected us to the right contractor when we needed the role to make an immediate difference.”
Peter, GM Technology
Non-obvious profile. Bigger business problem. $200k approved.
On paper, this was an ERP BA hire.
But the right person was not the most typical BA on paper.
She built the case that the problem was bigger than a spreadsheet. That automating the process was not just an efficiency play. It was also a legal and financial risk play.
That led to $200k in funding, executive sponsorship, and the start of an AI function that did not exist before she joined. She is now the AI Lead.
“Jess was right about her. She’s been outstanding.”
Dan, CIO
This call works best when the hire matters and the cost of getting it wrong is real.
You are hiring for a meaningful tech or transformation role in New Zealand.
A wrong hire would be expensive in time, money, trust, or delivery.
You want sharper thinking before you go further into market.
You have already felt delay, confusion, mixed feedback, or candidate drop-off.
You only want CVs sent over fast with no real role diagnosis.
The role is still too vague for anyone internally to explain clearly.
You are comparing recruiters only on lowest fee.
You want a generic sales call rather than a useful working session.
Yes. There is no catch. The point of the call is to help you think more clearly about an open hire and show you how we work.
No. First we diagnose the role and the process around it. If there is a strong fit to work together after that, we can talk about it. If not, you still leave with useful direction.
Hiring leaders in New Zealand making important tech, data, cyber, project, product, BA, or delivery hires where the cost of getting it wrong is high.
That is completely fine. This is often most useful when a team already has a process but wants a sharper outside view on role clarity, market signal, and hiring risk.
In 15 minutes, we can usually tell whether the real problem is the brief, the process, or the profile.
No prep needed. No pressure. No hard sell.