The initial conversation is diagnostic, not commercial.

We focus on understanding:

> what makes the role difficult (not the job description)

> what’s been tried already

> where alignment is breaking down

> whether external search is justified

> whether Substance is the right partner

In some cases, the outcome is confirmation not to proceed — and that’s a valid result.

What this is not

• A sales pitch
• A CV discussion
• A commitment

Substance is engaged when a role is hard to fill, regardless of seniority.

This includes niche junior specialists, roles with limited talent pools, unattractive mandates, confidential hires, or positions that have stalled internally or through other agencies.

Difficulty — not job title — is the common factor.

Multiple agencies increase activity, not clarity.

They often produce overlapping profiles, inconsistent screening, and decision fatigue.

Substance works selectively and takes ownership of the role definition, screening logic, and shortlist — so hiring leaders can make a clear decision with fewer, better candidates.

Importantly, every search is handled by recruiters with proven agency track records and in-house hiring experience.
Our team has operated on both sides of the table — delivering in agency environments and later succeeding in in-house roles — which allows us to screen with a realistic understanding of performance, expectations, and on-the-job execution.

This reduces noise, misalignment, and wasted interview cycles.

We ask for early alignment and timely feedback, not constant involvement.

At the start, we work closely with hiring managers and TA to align on expectations, trade-offs, and success criteria. This upfront clarity reduces rework and avoids prolonged, inconclusive shortlists.

Once aligned, we run the search independently and only surface candidates who are decision-ready.
To keep momentum and candidate quality high, we ask for clear, timely feedback on shortlisted profiles and interviews — even when the answer is a “no”.

The goal is fewer cycles, clearer decisions, and a process that respects both the business and the candidate.

Hiring environments change — we expect that.

When requirements shift, we pause, reassess, and reset expectations transparently.

If a role becomes misaligned or unlikely to close, we surface that early rather than pushing activity for the sake of progress.

We do not optimise for pipeline size.

Every candidate is screened directly by experienced recruiters against the agreed role context, not just the job description.

Shortlists are built to support a hiring decision — not to demonstrate effort.

We are designed to complement, not replace, internal TA.

Internal teams often bring deep company context; we bring external market judgment, outreach depth, and decision discipline.

When done well, this reduces load on TA while improving hiring outcomes.