01
Role calibration
A working session on what the person owns, who they work with, what success looks like at six months, and where the requirements have genuine flexibility.
Recruitment & Talent Acquisition
End-to-end recruitment that holds up at the twelve-month mark
We run mandated searches for organisations that want the role filled properly rather than filled twice. Every search starts with a written brief and ends with a candidate at their desk.
In short
What is permanent recruitment?
Permanent recruitment is the end-to-end process of hiring a full-time employee: calibrating the role, sourcing and screening candidates, presenting a shortlist, coordinating interviews and closing the offer. BridgePoint delivers shortlists of four to six screened candidates, typically within two to three weeks of a signed brief, with a replacement guarantee agreed in writing before the search begins.
What's included
What you actually get
Every item below is part of the standard engagement, not an upsell.
02
Market-reality check
Before sourcing, we tell you whether the brief is achievable at the stated compensation, location and timeline. If it is not, we say so and show you the market data.
03
Candidate sourcing
Our network, referrals, job platforms and direct outreach — searched against the brief rather than against keywords.
04
Screening and assessment
Every candidate is spoken to before they reach you. We test the must-haves, motivation for moving, notice period and compensation expectations.
05
Written shortlist notes
Four to six profiles with our read on fit — including the concerns, not just the pitch.
06
Interview and offer support
Scheduling, structured feedback collection, offer negotiation, and follow-through during notice period.
Scope
How engagements are shaped
0–3 years
Junior
Individual contributors, first or second job. Applicant volume is high; screening quality is what matters.
4–8 years
Mid-level
The bulk of most hiring plans. Deep functional skill plus early ownership.
9–15 years
Senior / lead
Team leads, managers, principal ICs. Passive-candidate outreach becomes the main channel.
15+ years
Leadership
Handled as executive search — see our dedicated practice.
Deliverables
- Signed written brief with agreed must-haves and nice-to-haves
- Compensation benchmark for the role and location
- Shortlist of 4–6 screened candidates with written notes
- Weekly pipeline report — no chasing required
- Interview scheduling and feedback coordination
- Offer negotiation support and joining follow-up
Scope and deliverables are confirmed in writing before work begins. If something here does not apply to your situation, we take it out rather than bill for it.
Process
How the work runs
01
Understand
A working session on what you actually need — the role, the mandate or the outcome. We put the brief in writing and you sign it off before work starts.
02
Plan
A scoped plan with owners, timelines and the numbers we will report against. If the brief is unrealistic on budget, market or timeline, we say so here.
03
Execute
Delivery against the plan, with a weekly written update whether or not there is good news. Silence is not a status report.
04
Review
Results measured against what we agreed at the start, with an honest read on what worked, what did not, and what we would change next cycle.
FAQ
Permanent Recruitment — questions
How long does permanent recruitment take?
For most mid-level roles we present a shortlist within two to three weeks of a signed brief. Niche technical roles and senior mandates typically run four to six weeks. The variable is rarely sourcing speed — it is interview panel availability on the client side.
How many candidates will I see?
Four to six per shortlist. We deliberately do not send more. If a role genuinely needs a wider funnel we tell you at the briefing stage and agree the approach upfront.
What is your replacement guarantee?
If a placed candidate leaves within the agreed guarantee period, we run the search again at no additional professional fee. The exact period is agreed in writing in the mandate before the search begins.
Do you charge upfront?
Standard permanent recruitment is success-based — the fee is payable when the candidate joins. Retained arrangements apply to executive search and exclusive mandates.
Which roles do you recruit for?
Technology, data, finance and accounting, sales, marketing, human resources, operations, supply chain, manufacturing, education and healthcare. If a mandate sits outside our coverage we tell you rather than take it on.
Related services
Often needed alongside this
Talk to us about permanent recruitment
Tell us the situation and we will give you a straight read on scope, timeline and whether we are the right firm for it.