How We Hire: Culture, Attitude, Skill
Our method, in the order we apply it.
Most leadership hires fail on fit, not ability. So we assess fit first, then confirm the skill.
This is the framework Grow Talent UK uses on every search, whatever the function: HR, Technology, Finance or Operations.
Most leadership hires fail on fit, not ability.
The three stages, in order
1. Culture
Before any search we spend time with you and your team to understand how decisions get made, what gets rewarded, and what a bad hire has looked like before.
We write this down as a one-page culture map and share it with you. It becomes the brief.
2. Attitude
We interview every candidate on how they lead, how they handle a bad quarter, how they give and take feedback, and why they want this role.
Structured, scored, the same questions for everyone. You see the scores.
3. Skill
Then we verify the skill: references, work samples and, where useful, psychometrics. The core skills have to be there.
We also separate what must already be proven from what can be learned in seat. We would never put a junior helpdesk lead forward for an architect role. We would put forward a strong people leader from a similar role in a different industry, and tell you why.
Most agencies stop at the keyword match. For us it is the entry ticket, not the decision.
What you get
A written culture map before we search.
A longlist within two weeks.
A shortlist of 3 to 5 with a page of insight per candidate, not just CVs.
Structured interview scores you can see.
A 90 day check-in after start.
What we will not do: send ten CVs and hope, run keyword searches, or put forward anyone we have not interviewed ourselves.
See how this applies to your function: HR, Technology, Finance or Operations leadership. Or email harvey@growtalent.uk with the brief.