The SuperHired method
Better work.
Better people.
A better match.
From the first conversation to the first months in the job. A considered search for the people your agency needs to grow.
Explore the methodA better hire starts
with a better brief.
Before we look for a person, we get clear on the work. What needs to change in your agency? What will this hire own? What will they need from you to succeed?
One team, from day one.
We open your shared Slack channel and introduce your recruiting partner. Questions, decisions and updates have a home.
Understand the real business.
We explore your goals, clients, team and day-to-day work. We challenge gaps in the role before they become gaps in the hire.
Make the work worth choosing.
We uncover what makes this role compelling, and what makes it hard. That honest picture shapes how we take it to market.
You help us understand the business. We turn that context into a role we can search for.
The difference in practice
CV-led search
Start with an old job description.
A more structured search
Take a brief on tasks and experience.
The SuperHired way
Understand the business, the work and the environment before defining the person.
Define the match.
Then agree the search.
A job title is not a hiring standard. We turn discovery into a clear, written plan, so everyone is looking for the same person for the same reasons.
Right Person Profile
Our internal hiring standard: the experience, judgement, behaviours and work needs that matter in this specific role. It gives us something better to assess against than a good feeling.
Job Map
The job, made clear. What they own, what they do, the skills they use, how they work, and what success looks like. We define the level of responsibility too.
Market check & Hiring Blueprint
We test the salary and search against the market. Then you sign off the role, pay, fee, search plan and selection steps in the Hiring Blueprint.
You approve the blueprint. The 30% deposit covers discovery and gets the agreed search underway. The remaining 70% is due when an offer is accepted.
The difference in practice
CV-led search
Search first. Sort out the role later.
A more structured search
Agree a job description and salary.
The SuperHired way
Agree the person, the work, the market and how the decision will be made.
We headhunt.
We don’t wait.
The right person may already be doing great work somewhere else. We go looking for them, with a clear reason this role might be right for their next move.
Research with purpose
Our own AI tools and candidate database help us find people with relevant experience. Our recruiting partner checks the context and decides who to approach.
A Job Deck worth reading
Candidates receive a clear, visual introduction to your business and the work, alongside the Job Map. They see the opportunity and the trade-offs before investing their time.
Personal, direct outreach
We explain why we reached out to that person. Clear messaging helps the right people lean in, and others opt out early. Candidates sourced for your search are not shopped around to our other clients.
We do the research and outreach. You get a search dedicated to your business.
The difference in practice
CV-led search
Post a job. Forward the applicants.
A more structured search
Search by title, keywords and availability.
The SuperHired way
Headhunt against your agreed profile and give people a real reason to consider the work.
Good at the job.
Right for the work.
Skills get someone into the conversation. We also need to understand how they think, what matters to them and whether your work offers what they need.
Candidate discovery
We use structured conversations to explore real decisions, past work, attitude and expectations. We ask for examples, then follow the detail.
Work Drivers™
Our assessment explores what someone wants and needs from work. We compare that with the role and environment you actually offer, not a vague idea of “culture fit”.
Right Work Profile
We bring the candidate’s work needs into one clear picture. Alongside the Right Person Profile, it helps us explain where the match is strong and where a conversation is needed.
What does alignment look like?
These are the kinds of questions we explore.
- Autonomy
- They want room to decide. Will the role give them that?
- Growth
- They want to stretch. Is there meaningful work to grow into?
- Work pace
- They value a predictable week. How often do priorities change?
We explore alignment, not sameness. Skills, values, attitude and ways of working all matter. Work Drivers™ connects those conversations to the reality of the job.
The difference in practice
CV-led search
Rely on the CV and a good conversation.
A more structured search
Add competency questions or a skills check.
The SuperHired way
Explore skill, judgement and Work Drivers™ against the actual role and team.
Meet the person.
See the evidence.
You should not have to join the dots across CVs, messages and interviews. We bring the important information together, then help you test the questions that remain.
Your candidate package
A clear view of the person, relevant experience, Work Drivers™ alignment, strengths, gaps and the evidence behind our recommendation.
Your client portal
Review candidates, compare the information and share feedback in one organised place. We keep the discussion moving with your team through the portal and Slack.
Paid work tasks & your interviews
Where useful, a paid simulation shows how someone handles a real problem from the role. We agree what good looks like and help your interviewers ask better questions. Interviews can sit before or after the task.
You decide who progresses and who you hire. We recommend the right checks for the role and explain the trade-offs.
The difference in practice
CV-led search
Send CVs and leave you to work it out.
A more structured search
Present a shortlist with interview notes.
The SuperHired way
Bring the evidence together, organise review and test the questions that affect your decision.
The offer is a step.
The match is the point.
A signed offer is not the end of the relationship. We help both sides move from a good decision to a clear, confident start.
Negotiate with your interests aligned
We support the offer using the agreed role and market information. Our flat fee does not rise with their salary, so a higher salary does not earn us more.
Turn acceptance into a good start
We stay close through the notice period and help clarify the handover, start date and early expectations. The remaining fee is due on the accepted offer.
Stay involved after day one
We check in as they settle in and surface issues early. Your search includes a 120-day replacement-search guarantee under the agreed service terms.
You welcome your new hire. We stay in touch with both sides as the working relationship takes shape.
The difference in practice
CV-led search
Finish at the accepted offer.
A more structured search
Check that the person has started.
The SuperHired way
Support the offer, transition and early working relationship with both sides.
Your next hire
Let’s get the
match right.
Tell us what your agency needs next.
We’ll talk through the role and the search.