Most mandates we take fall into one of three situations — the role is commercially critical, the market is genuinely tight, or a previous search has already failed. If yours fits any of these, keep reading.
The role is critical and cannot afford to fail.
What we call this: Permanent Search.
For leadership, mid-level, and specialist roles where the wrong hire has real consequences. We handle targeted market mapping, direct outreach to passive candidates, and close coordination with hiring leaders throughout.
Not for roles where any qualified candidate will do. For roles where the specific person matters.
The market is tight or the brief is sensitive.
What we call this: Specialist Search.
Some searches are difficult not because of seniority but because the talent pool is narrow, the hire needs to be discreet, or the role requires access to a specific industry network.
We operate well here precisely because we do not rely on job boards or database volume.
You need senior capability now but cannot get headcount approved. What we call this: Fractional & Interim.
Fractional and interim professionals are brought in to stabilise teams during leadership gaps, lead transformation initiatives, or support rapid scaling phases — without the commitment of a permanent hire. We identify and place operators who can contribute from day one.
Early careers hiring done with the same rigor as every other search we run. We brief before we source, screen against the actual role, and stay involved after placement. For startups and SMEs hiring across Finance, Technology, Commercial, and HR. Fee charged to the company — never the candidate.
Substance works with a limited number of active searches at any time. This allows us to stay closely involved throughout the hiring process — from role definition to final offer.
Most searches fail before they start. The brief was never clear. We fix that first — before a single name is approached.
Every candidate is assessed by a senior recruiter. Not scored by software. Not passed through a junior. If they don’t clear the bar, you won’t see them
No handoffs. No mid-search account managers. One recruiter. Brief to offer. Direct accountability throughout.
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