Most bad hires start with a bad brief, not a bad shortlist. You tell us what's actually going on at the venue, not just the job description: team dynamics, why the last person left, what the room needs. That single distinction, going beyond the job spec, is the difference between a shortlist that looks right on paper and one that actually fits.
What we actually need to know
The job title and duties matter, but they're the easy part, and honestly the part we already understand. What we need from you is the harder, more honest information: why did the last person in this role leave, and was it them or the role? What's team morale like right now, and what's driving it? What's the one thing about this venue that a new leader needs to understand in week one that isn't in any job description? Is there a specific operational or financial problem this hire needs to solve?
Why the honest version matters more than the polished version
We understand the instinct to put the best possible face on a role when you're trying to attract candidates. But a candidate who joins expecting a polished version of the truth and finds a harder reality within the first month is a candidate who starts looking elsewhere within three. The briefs that produce the best long-term placements are the honest ones, warts and all, because they let us find someone who's actually equipped for the real situation, not just the pitch.
What happens after you brief us
Once we've got the real picture, we go to market through network, headhunting and advertising working together, rather than leaning on one channel. We screen against your venue specifically, not a generic checklist, reference-check anyone shortlisted properly, and stay engaged through onboarding and the first three months, because the brief isn't really finished the day someone signs, it's finished when they're settled in and the venue is running the way you need it to.
The two-minute version is fine to start
You don't need to arrive with a perfectly written brief. Most of our best searches start with a two-minute conversation and get built out properly from there, which is exactly why our brief form is short: name, phone, venue, the role, and anything else you want us to know. We do the digging on the call.
Ready to brief a role? Start here, it takes two minutes, and we'll call you to talk through the rest properly.