Ninety Thousand Hours

How we work

The ways we work

We’re called Ninety Thousand Hours. Because that is the entirety of your career.

We are passionate about quality and have invested time and energy refining a proven search method which consistently delivers successful hires for our clients.

We are able to provide real-time market intelligence and through careful positioning of our clients in the right way to the right people, we raise their employer value proposition.

Diversity is really important to us and our clients. Our process ensures transparency and rigour to help remove unconscious bias from recruitment.

Contingent Recruitment

Retained Search

Executive Search

Contingent Recruitment

Retained Search

Executive Search

COMMON PROBLEMS WITH TRADITIONAL CONTINGENT RECRUITMENT

Jobs are ranked according to easiest to fill / highest fee

70% of the talent pool is hidden below the sea-line

Client EVP – damaged with too many agencies

OUR SOLUTION

C-Suite and senior management hires are business-critical.

Because of that, the scarcity of candidates in the market and the importance of making a superb impression on this talent pool, we recommend dedicating our specialist resources and applying a Retained Search methodology. This ensures that an efficient, effective appointment is made and the highest calibre talent can be secured.

Get in touch to discuss your needs

Our Search process is rigorous and meticulous. The key stages are outlined here:

STEP
01

Briefing

All stakeholders to attend a full kick-off session to fully define the competencies, responsibilities, objectives and required industry experience for this position. We will agree the timelines, scope, scale and parameters of the search including target companies, individuals and importantly LeadDev’s Employee Value Proposition, in order to take a clear and exciting message to this talent pool.

STEP
02

Research & Mapping

We will then commence our research, mapping all the target companies who operate in the digital media & events services sector and then we will systematically identify every candidate who looks to have the capability and experience for this position.

STEP
03

Candidate Approaches

Approaching each candidate intelligently and discreetly, using a blend of communication methods, we will then engage directly with each individual gaining as much interest in the opportunity as possible. All candidates with the desired skills and experience who are interested in the position will be deemed suitable for the longlist.

STEP
04

Candidate Assessment

Along with verbal reference checks, we will use cutting-edge competency-based assessment technologies and techniques, carrying out face-face assessments with the longlisted candidates against the core functional and behavioural requirements.

STEP
05

Shortlisting

Once the full search is complete, we can jointly select the shortlist for interview. Alternatively, we can present candidates to you as and when they have passed our assessment and we deem them suitable for interview – we will confirm this during the briefing session. When presenting information on each candidate, we typically offer an executive summary, competency-based assessment, original candidate CV, a McQuaig behavioural fit report and a candidate video introduction. However, to remove any unconscious bias, we can tailor each application – again, we will confirm this during the briefing session.

STEP
06

Weekly Steering Meetings

Once the full search is complete, we can jointly select the shortlist for interview. Alternatively, we can present candidates to you as and when they have passed our assessment and we deem them suitable for interview – we will confirm this during the briefing session. When presenting information on each candidate, we typically offer an executive summary, competency-based assessment, original candidate CV, a McQuaig behavioural fit report and a candidate video introduction. However, to remove any unconscious bias, we can tailor each application – again, we will confirm this during the briefing session.

STEP
07

Interview and referencing

Full support to arrange interviews with each candidate, taking feedback at regular intervals and ensuring each party is fully informed at every stage. We will be happy to take references if required.

STEP
08

Onboarding

Once a suitable package has been agreed, we will present the offer to the successful candidate and support through any negotiation, to ensure all parties are happy with the final arrangements and stay in regular contact with both you and the candidate until the start date. Upon completion we will help your management and HR teams with better understanding of how to get the best results from your new hire through behavioural profiling. We carry out a 360 onboarding review and feedback to you within the first 3 months.

INSIGHT

We want to pull back the curtain on what it really takes to hire the best talent.

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