C&G

For agencies

The desk you can't fill isn't a hiring problem. It's a map problem.

Seven desk structures, filled by recruiters who have already run them. Interviewed by us before you see them, and working your hours from South Africa.

Every agency competes for the same people, in the same city, at the same time.

That is why good recruiters are expensive to hire and easy to lose. Everyone is bidding for the same names, so the price only moves one way and loyalty follows it. Where you look is the one part of that you control.

What you can hire

Seven desk structures. Most agencies hire the wrong one first.

The instinct when a desk is stretched is to hire another 360. Often the right answer is the role underneath it, the one that gives your existing billers their week back.
Business developmentClient managementSourcingPlacement
  • 180Covers sourcing and placement.
  • 270Covers client management and sourcing and placement.
  • 360Covers business development and client management and sourcing and placement.
  • Delivery ConsultantCovers sourcing and placement.
  • Resourcer / SourcerCovers sourcing.
  • SDRCovers business development.
  • AdministratorSupports all four stages of the desk.

The numbers are a claim about coverage: 360 is the whole desk, 180 is half of it. Support is drawn as a rule rather than a bar because it runs underneath all four stages rather than owning any of them.

180 Recruiter

One half of the desk.

Either candidate-side or client-side, not both. Most often delivery: sourcing, screening, submitting and managing candidates against roles someone else has won. The fastest way to add capacity to a desk that is winning more work than it can fill.

Covers

  • Business development
  • Client management
  • Sourcing
  • Placement

Still not convinced

Five reasons not to do this, and what we actually think of each.

We have had every one of these conversations. Some of the concerns are wrong, and we will show you why. Some are entirely right, and pretending otherwise would waste your time and ours. The last one ends with us telling you to hire locally.
The answer

Johannesburg is already at work when London logs on.

The gap to London is one or two hours and never becomes a night shift. A US desk is a genuine shift starting mid-afternoon, which should be agreed and paid for before an offer.

7.5h
shared with a London day, at its widest
1–2h
the gap to the UK, depending on the season
0
clock changes a year in South Africa

How it works

Six steps. We do the first four.

You interview and you decide. Everything either side of that is ours, including notice, onboarding and the first months, when most remote hires either take or quietly do not.

  1. 01

    Tell us the desk

    Not the job title. The desk. What is stuck, what it bills, who it reports to, and what the first ninety days need to look like.

  2. 02

    We search

    Our network first, then the market. We are looking for the specific shape of recruiter your desk needs, not the nearest available one.

  3. 03

    We interview

    Every candidate speaks to us before they reach you. Craft, communication, motivation for an international role, and whether the hours actually work for their life.

  4. 04

    You get a shortlist

    A small one. If we can only stand behind three, you get three.

  5. 05

    You interview and hire

    Your process, your standards, your decision. We handle scheduling, feedback and the awkward conversations.

  6. 06

    We stay in it

    Through notice, onboarding and the first months, when most remote hires either take or quietly do not.

Tell us which desk is stuck.

Bring the desk, not the job title: what it bills, what it is missing, and what the next ninety days need to look like. We will tell you which of the seven structures above actually fits it, and whether we can fill it.
Book a free 45-minute call(opens in a new tab)

45 minutes · No obligation · If we cannot help, we will say so on the call rather than three weeks later.