Some roles are hard not because of seniority — but because expectations are unclear, talent is scarce, or the business cannot afford to get it wrong.
We work on roles across levels — junior, mid, and senior — that are difficult for different reasons:
Titles don’t make roles hard.
Decisions do.
Before we speak to a single candidate, we work with hiring managers and TA to clarify:
Most weak shortlists come from weak role definition.
We fix that first.
Every candidate is screened directly by recruiters with proven agency track records and in-house hiring experience.
Our team has delivered in agency environments and later succeeded in internal roles — which means we assess candidates with a realistic understanding of:
We do not optimise for pipeline size.
We optimise for decision quality.
Searches are handled hands-on, from brief to offer.
There are:
The person defining the role is the same person engaging the market, screening candidates, and managing the process through closure.
Accountability is direct.
Good candidates disengage quickly when feedback is unclear or delayed.
We ask for:
Hiring works best when judgment and feedback flow both ways.
If speed or volume is the only goal, we are usually not the right partner.
What This Approach Delivers
It is not designed for:
Every recruiter at Substance has:
- built a track record in agency environments
-delivered outcomes in in-house hiring roles
-worked under real business constraints — headcount limits, budgets, timelines
This dual experience shapes how we assess roles, candidates, and trade-offs — realistically, not theoretically.
We don’t screen in isolation.
Our recruiters have:
-hired into their own teams
-partnered directly with business leaders
-managed hiring decisions under scrutiny
This gives us a clear sense of what actually works once someone is in the role — beyond what looks good on paper.
Searches are led hands-on.
The same recruiter:
-defines the role
-engages the market
-screens candidates
-manages the process through offer
There are no junior handovers, no sales layers, and no dilution of accountability — because difficult hires require ownership.
Learn why our clients consistently choose us to hire for their needs
We work with hiring leaders to define what “good” actually looks like — before outreach begins. Misaligned roles create weak shortlists. We prevent that upfront.
Every candidate is screened by experienced recruiters, not junior layers or automation.
We prioritise judgment, context, and fit over volume.
From brief to offer, searches are handled hands-on with direct accountability. No handoffs. No disappearing acts. No inflated pipelines.
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