permanent recruitment: Technology Talent Acquisition for growing SaaS businesses

I recruit across leadership, finance, commercial, operations, product and technology within SaaS and tech businesses. That could mean a Head of Growth one month and a Chief of Staff the next. And because I often recruit across different functions within the same business, I get to know the personalities, capabilities and dynamics already within the team, and what the business needs as it grows.

Yes. Permanent Recruitment can support one individual hire or multiple roles across your business, whether you’re recruiting at the same time or different needs arise over time. If you’re regularly recruiting, building out a team or need more ongoing talent acquisition support, my Embedded Talent Partnership may be a better fit.

Both give you my hands-on recruitment expertise from understanding the brief through to finding and securing the right person. Critical SPRINT puts concentrated focus behind one business-critical hire, with a structured 30-day time frame. Permanent Recruitment gives you more flexible support for individual or multiple hires as they arise, without the same 30-day structure. Although sometimes we can move just as fast!

Not at all but Permanent Recruitment is a great place to start! When I start working with founders, I take the time to get thoroughly clued up on your business, culture, team and why you’re making this hire. And if we work together again, we build on that understanding rather than starting from scratch each time.

Before anything, we have a conversation about the hire you’re making. From there, I’ll walk you through the fee structure, what’s included and how payments work. Everything is agreed upfront before the search begins.

Fortunately, I’ve never had to do this. But if someone leaves within their first six months, I’ll re-run the search and find a replacement without charging another fee. We’ll agree the terms around this upfront, so you know exactly where you stand.

I stay involved after your new hire accepts the role. Before they start, we’ll have agreed what you’d like them to have achieved 12 months in, giving us something meaningful to come back to. I’ll stay in regular contact with you both, including around their first day, first week, first month, three months, six-month probation and again at 12 months to see how things are progressing.

That’s brilliant, it’s often a sign of exciting growth! Many of my clients come back to me whenever they need to hire, sometimes over many years. The benefit is that I already understand your business, your team and the people I’ve helped you bring into it, so we’re building on that knowledge with every hire. If at some point you need me to be more closely involved in your wider hiring plans, we can talk about whether an Embedded Talent Partnership would be useful, but it doesn’t have to work that way.

Both. Depending on the role, I use a combination of advertising, search, my existing network and technology headhunting to find the right people. I proactively identify and approach people who could be right for the role and your business. For clients I recruit for regularly, I’ll also build talent pools around the skills I know they need, particularly for more niche roles. That means I can start building relationships with potential candidates before there’s a vacancy to fill.

I’m based near Milton Keynes and work with SaaS and tech businesses across the UK, with many of my clients based in London and the South East. Where it’s useful, I’m also happy to spend time with you and your team in person.