If this hire matters, the expensive part is usually not the fee.
It is the delay. The shortlist that never felt right. The interviews that should never have happened. The release pressure getting worse while the brief stays fuzzy. The hire that looked fine until the work started.
In 15 minutes, we can usually tell whether the real risk is in the brief, the process, or the profile.
Get 2–3 useful fixes you can act on this week. No prep needed. No pressure. No fluff.
Built for CTOs, CIOs, VPs of Engineering, Heads of Product, founders, and hiring leaders in NZ teams where the role affects delivery, momentum, and team load.
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
The shortlist looks fine on paper, but nobody in the room really believes it.
You are hiring for speed, but the process is creating more drag, not less.
The release is behind, the team is stretched, and the hire cannot afford to be a near miss.
You are not sure whether the real problem is the market, the brief, or the type of person you are targeting.
You have candidates, but not confidence.
Whether the issue is role shape, process drag, shortlist quality, contractor vs permanent fit, or signal mismatch.
Useful fixes you can apply straight away, even if we never work together.
Because a lot of hiring problems look like candidate problems when they are actually clarity problems.
We read your answers before the call and come prepared.
Jump to BookingMost recruiter calls start with candidates.
This one starts with failure.
What will make this hire fail? What pressure is sitting around the role? What kind of person looks strong in interview but becomes expensive after day 30? What is the business actually trying to change with this hire?
NZ-based SaaS, enterprise digital, and tech-led businesses.
Leaders hiring engineers, product people, ERP/BA talent, delivery roles, data, infrastructure, security, and technical contractors.
Teams where delay, drift, or a miss would slow delivery or pull senior people into cleanup.
Job seekers.
Agencies.
Businesses with no current hiring need or no urgency around the role.
No. The point of the 15 minutes is to give you a sharper read on the hire before the mistake gets more expensive. If there is a useful next step after that, I will explain it. If not, you still leave with something useful.
You leave with 2–3 practical next steps. If you want help beyond that, we can talk about the best path from there. If not, you still leave clearer than you came in.
Because generic advice wastes time. The more context we have upfront, the more likely we are to give you something useful in 15 minutes instead of repeating surface-level hiring tips you already know.
That is usually the best time to do this. A lot of money gets wasted when businesses start searching before they are clear on what the role actually needs to solve. That is exactly what this call helps uncover.
Get a sharper read on the risk before you spend another month pushing the wrong search.
No prep needed. No pressure. No hard sell. Just clarity before the mistake gets expensive.
For hiring leaders who need the hire to work in real life, not just on paper.