Services: Talent Acquisition
Build teams that
define the future.
End-to-end talent acquisition designed around your organisation's unique culture, pace, and ambition. From briefing to placement, precision at every stage.
Active Talent Pipeline
Live
Market Mapping
214
Long List
146
Qualified
88
Shortlisted
47
Offer Stage
17
Sarah C.
VP of Product • SaaS
Marcus H.
Head of Engineering • Fintech
Anika K.
Chief of Staff • Scale-up
0+
Placements across
leadership & specialist roles
leadership & specialist roles
0%
Offer acceptance
rate across all engagements
rate across all engagements
0d
Average days
to a qualified shortlist
to a qualified shortlist
0+
Industries served
across APAC & globally
across APAC & globally
3yr+
Average placement
retention period
retention period
What I Do
Talent acquisition is more than filling a vacancy.
It's the deliberate, strategic act of identifying, engaging, and securing the right people, those who not only meet the brief on paper but who will meaningfully shape your organisation's trajectory.
I work directly with founders, CEOs, and senior leadership to build a recruitment process designed around your team's reality, not a generic template. Every engagement is research-led, relationship-first, and relentlessly focused on quality over quantity.
Role strategy and briefing workshops with stakeholders
Proactive market mapping and direct candidate engagement
Structured interviews, assessments, and candidate advocacy
Offer management, onboarding prep, and post-placement support
Scope of Service
Everything included in
Everything included in
a full engagement.
Intake & Role Strategy
Deep-dive briefing sessions with hiring managers and leadership to capture role complexity, culture fit indicators, and hidden requirements.
Market Mapping
Comprehensive research across your target talent pools, identifying passive candidates, competitive landscapes, and compensation benchmarks.
Stakeholder Alignment
Ensuring every decision-maker in the process is aligned on criteria, timelines, and expectations before sourcing begins.
Direct Outreach
Targeted, personalised outreach to passive candidates who aren't actively looking but are precisely right for your role.
Multi-Channel Search
LinkedIn, professional networks, industry events, referral networks, and proprietary databases, the full spectrum activated simultaneously.
Candidate Messaging
Thoughtful, compelling outreach that presents your opportunity as an employer of choice, protecting and enhancing your brand in the process.
Competency Interviews
Structured, behavioural interview frameworks built specifically for each role, surfacing real evidence of capability and cultural alignment.
Reference Checking
In-depth professional reference conversations, not checkbox exercises. Designed to validate performance and uncover context that CVs rarely show.
Fit Reports
Concise, candidate assessment reports delivered on each shortlisted individual, giving you the confidence to move quickly and correctly.
Offer Strategy
Guidance on positioning, structuring, and timing your offer, maximising the probability of acceptance while preserving internal equity.
Candidate Advocacy
Keeping candidates engaged, informed, and emotionally committed through the final stages, preventing fall-offs before they happen.
Onboarding Support
Post-placement check-ins and advisory support during the first 90 days, ensuring a smooth transition that sets both sides up to succeed.
The Process
A structured path from
A structured path from
brief to placement.
Each stage is designed to reduce noise, surface the right people faster, and give you complete transparency throughout.
Week 1
Brief & Discovery
Kick-off session to understand your business context, team dynamics, role specifics, and the ideal candidate profile, beyond just the job description.
Week 1–2
Market Mapping
Systematic mapping of your target talent pool, identifying individuals by company, seniority, and tenure, building a long list of qualified prospects.
Week 2–3
Direct Outreach
Personalised, compelling outreach to each prospect, positioning your opportunity in a way that sparks interest from candidates who weren't looking.
Week 3–4
Qualification & Screening
In-depth conversations with interested candidates to assess motivation, capability, culture fit, and realistic alignment with your opportunity.
Week 4–5
Shortlist Presentation
A concise, quality-over-quantity shortlist with individual assessment reports, giving you everything needed to make a confident decision fast.
Week 5–6
Interviews & Selection
Interview design, candidate preparation, feedback facilitation, and real-time advisory support through every round of your process.
Placement
Offer & Onboarding
Offer strategy and negotiation support, resignation management, and post-placement check-ins to ensure a strong start on day one and beyond.
Drag or scroll to explore all 7 steps
Why Work With Me
Not a volume recruiter.
Not a volume recruiter.
A trusted partner.
Most agencies prioritise speed and throughput. I prioritise fit and longevity. Every engagement is handled personally, you won't be passed to a junior consultant once the brief is taken.
"The best hire you ever make will pay dividends for a decade. The worst will cost you two years and your culture."
- Joshua DixonSenior-only execution
Every search is conducted by Joshua personally, no handoffs, no junior consultants, no diluted attention. You get the same expertise at every stage.
Honest counsel
Straightforward, often uncomfortable advice when the market, the brief, or the process needs to change. A good recruiter tells you what you need to hear.
Speed with precision
A first qualified shortlist typically within 10–14 days. Faster than the market average without sacrificing the depth of qualification that protects your decision.
Data-informed decisions
Regular market intelligence updates, compensation benchmarking, and pipeline reporting, keeping you informed and your process competitive.
Candidate-first approach
Treating candidates as long-term relationships, not transactions. This results in higher engagement, honest conversations, and placements that stick.
Post-placement guarantee
Full replacement guarantee backed by genuine accountability, if a placement doesn't work out within the agreed period, the search continues at no additional cost.
Engagement Models
Choose the right structure
Choose the right structure
for your hiring need.
Whether you need to fill a single critical role or build an ongoing talent function, there's a model designed to fit.
Recommended
Retained Search
The highest-quality approach. Structured as a genuine partnership with full commitment on both sides, ensuring absolute priority, proactive sourcing, and exhaustive market coverage.
Dedicated to your search from day one
Regular progress reporting & market intel
Guaranteed shortlist delivery timelines
Full replacement guarantee included
Flexible
Exclusive Contingency
Success-fee only, structured with exclusive access to ensure full attention. A lower barrier to entry with maintained quality, suited to organisations testing the fit first.
No upfront commitment required
Exclusive access maintains quality focus
Scales flexibly with your pipeline
Performance-based fee structure
"Joshua delivered a shortlist in eleven days that included the person we ended up hiring. The quality of candidates and the depth of his briefing process made every conversation feel like we'd been working together for years."
Chief Executive Officer
Series B SaaS, APAC
Industries Served
Deep expertise across
Deep expertise across
sectors that move fast.
Experience placing leaders across high-growth, specialist, and blue-chip environments, each with distinct talent dynamics.
Technology & SaaS
Fintech & Financial Services
Healthcare & Life Sciences
E-Commerce & Retail
Property & Construction
Energy & Resources
Professional Services
Not-For-Profit & Government
Start the Conversation
Ready to hire
Ready to hire
somebody exceptional?
Whether you have a live brief or just want to think through the approach, every great hire starts with one honest conversation.