The questions that matter

Hiring often has to fit around the rest of your work: a job post, your network, and whatever screening time remains. We understand the role and agree the hiring blueprint before anyone is contacted. Then we check the pay range against the market, run the search, and, where it helps the decision, test finalists with paid Work Simulations built from your real work.

A 120-day replacement-search guarantee is included, subject to the conditions in your service agreement. We'll explain those conditions before you commit. Discovery happens before the search. We agree the assessment approach before candidates invest their time.

It's a flat fee, not a percentage of salary. A standard search is $7,500. A specialist or technical search is $10,000 to $15,000, and an executive search is $15,000 to $25,000.

A 30% deposit covers discovery and gets the agreed search underway. The remaining 70% is due when an offer is accepted. If we don't place someone, you owe nothing more.

A 120-day replacement-search guarantee is included, subject to the conditions in your service agreement. We'll explain those conditions before you commit. We'll also confirm the fee for your role before discovery begins.

Our planning estimate is about 5.8 weeks from sourcing to an accepted offer. Business discovery comes before that and notice periods come after. It is an estimate, not a measured average. The pace depends on the role, the candidate market and how quickly decisions can be made. We agree the pace with you and keep you informed as the search progresses.

About three hours of structured time with SuperHired, plus your finalist interviews and decision time. You approve the role, pay, shortlist and offer. We handle the work between.

A Job Deck covering the role definition, team dynamics, compensation benchmarks, and candidate profile. It's built from discovery into your role and team. It's yours to keep regardless of whether you proceed.

We hire marketing and go-to-market talent. HR and operations searches are considered on enquiry. Individual contributor and manager roles are $7,500 flat. Specialist or technical roles at $10,000 to $15,000. Roles that lead a team or own a function, a Head of, a director, or a VP, at $15,000 to $25,000. Every engagement uses the same process and carries the same 120-day replacement guarantee.

Agencies are our core. We also hire marketing and go-to-market talent for in-house teams at consumer brands, sales-led businesses and consultancies. HR and operations searches are considered on enquiry.

Yes. Our discovery process maps the work environment regardless of location. Remote, hybrid, in-person. The methodology adapts. What matters is understanding how the team actually operates day to day.

You keep the decisions. You approve the role, pay, shortlist and offer. We handle the work between.

The six stages are Discover, Define, Headhunt, Understand, Evaluate and Start Well. We understand the business, agree the hiring blueprint and headhunt against the role.

We explore candidates' experience and work needs, then bring the evidence together for your decision. Where a simulation can answer an important question, we design a paid exercise around the role. We support the offer, start and early working relationship.

About three hours of structured time with SuperHired, plus your finalist interviews and decision time. Read the current stages at /our-method/ and explore the journey at /#timeline.

The Work Environment Scan is how we capture the real conditions of the seat: what the work looks like, how the team works together, and what keeps people motivated. It reflects the seat as it is, not what the job description says. The scan happens during discovery and shapes everything that follows.

A Work Simulation is a paid exercise built around the role and business context. We agree the technical and behavioural criteria first, then prepare the candidate with a task deck explaining the activity, time, payment and permitted tools. A live exercise or a prepared task with live follow-up lets a qualified assessor examine how the person understands and approaches the work. We use authorised read-only access or representative anonymised information, and document the evidence against the criteria. It informs the hiring decision without guaranteeing the outcome. Read the full breakdown at /learn/work-simulations-hiring.

The Right Person Profile is the hiring brief we write from discovery: responsibilities, experience, and working requirements. It also records the pace and autonomy the role demands, who the person works with and reports to, and what good performance looks like. It replaces the job description as the search criteria.

A contingency fee is a percentage of the hire's salary, paid when someone accepts an offer. So the fee rises with the salary, and the structure rewards a fast close. Our fee is agreed before the search starts, so the salary you approve doesn't change what we earn.

You also keep every deliverable, whatever the outcome. Read the full comparison at /learn/flat-fee-vs-contingency.

A Job Map decomposes the role into real accountabilities, week by week. It captures what the person will actually do, not a wish list of qualifications. The Job Map is built from discovery findings and becomes part of the Job Deck sent to candidates. Both sides see the same picture of what the seat looks like.

Our planning estimate is about 5.8 weeks from sourcing to an accepted offer. Business discovery comes before that and notice periods come after. It is an estimate, not a measured average. We move through Discover, Define, Headhunt, Understand, Evaluate and Start Well at the pace the role and candidate market require. We keep you informed as the search progresses.

About three hours of structured time with SuperHired, plus your finalist interviews and decision time.

A 120-day replacement-search guarantee is included, subject to the conditions in your service agreement. We'll explain those conditions before you commit. You keep all original deliverables, and the replacement search uses everything learned in the first engagement.