SilverOne Recruitment is a small, deliberate firm. We take a limited number of retained briefs for senior and leadership hires across twelve professional practices. Every search runs on a researched longlist, credential-verified references, one partner from intake through onboarding, and a written replacement guarantee. Quietly. Nothing on the market before you see it.
We built the firm around what senior hiring committees keep telling us mainstream recruitment gets wrong: patchy longlist research, weak reference work, unnamed junior consultants running the search, and a habit of pushing the same handful of candidates around the market. Six deliberate differences follow.
We hold our engaged workload deliberately low. The number of open searches per partner is capped so every longlist gets researched properly rather than borrowed from an internal database.
You see the researched universe first, then the ranked three to five we recommend interviewing. Every step of the funnel is documented and shared, so nothing about the search is opaque.
Passive senior candidates are approached individually, on a named basis, by the partner leading the search. No mass mailers, no generic messages, no anonymous approaches to a candidate's employer or team.
Every finalist candidate carries at least two independent professional references taken by the partner, in writing, on the record, before the offer stage. No stock quotes. No forwarded LinkedIn recommendations.
The partner who takes the brief runs the research, calls the references, closes the offer and checks in at day 30 and day 90. Nobody hides behind a switchboard or an unnamed junior.
Every permanent placement carries a written replacement guarantee. If the hire departs inside the window for reasons that trace back to the search, we re-run the search at no additional fee.
A structured intake session with the sponsor. Role, package, timeline, deal-breakers, cultural must-haves, board considerations. Written brief returned inside one business day for your sign-off.
Mapped universe of every credible candidate. Named, current employer, current package band, likelihood of movement. Delivered to you before any candidate is approached.
Three to five candidates, ranked, with partner notes, references-in-progress, package expectations and notice periods confirmed. Interview coordination handled end to end.
Offer structuring, counter-offer management, resignation coaching. Onboarding check-ins at day 30 and day 90 with both sides. Written replacement guarantee kept on file.
Deliberate specialisation, not generalism. Each practice is led by a partner whose entire recruiting career has been inside that discipline. That is what makes the longlists show up faster and closer to the brief than a full-service firm can manage.
Sales directors, commercial directors, VP of sales appointments, key-account leadership and revenue leadership for growth-stage and mid-market UK employers.
Chief financial officers, finance directors, group financial controllers, heads of FP&A, tax and treasury leadership across UK industry and professional services.
General counsel appointments, heads of legal, senior in-house counsel, heads of compliance and regulatory-affairs leadership for regulated and listed employers.
Chief marketing officers, marketing directors, heads of brand, heads of digital and heads of communications for consumer, B2B and professional-services employers.
Chief technology officers, VP of engineering, heads of platform, heads of data and heads of architecture across UK product and enterprise employers.
Chief operating officers, operations directors, supply-chain heads, procurement leadership and manufacturing directors across UK industry and consumer employers.
Chief people officers, HR directors, heads of talent, heads of reward and heads of employee experience across UK employers of scale.
Chief product officers, heads of product, heads of programme and transformation directors leading multi-year change initiatives across UK employers.
Partner-track appointments, senior director hires, practice leads and business-development leadership across UK consulting, advisory and professional services firms.
Senior appointments across FCA and PRA-regulated employers: heads of risk, heads of compliance, heads of internal audit and SMF-mapped leadership hires.
Medical directors, heads of clinical, heads of regulatory, heads of quality and commercial leadership across UK pharma, biotech, medical devices and healthcare employers.
Development directors, construction directors, heads of asset management and senior surveyors across UK residential, commercial and infrastructure employers.
A boutique retained search is not a smaller version of a large recruitment process. It is a different craft. Fewer briefs, longer research, named partner, evidenced references and a written guarantee on the far side. That is the whole of the firm.SilverOne Recruitment · The Partner Team
Senior and leadership permanent hires only, across twelve professional practices from finance and technology through to legal, marketing, operations, HR, product, consulting, regulated financial services, life sciences and property.
Yes. Coverage is UK-wide. Active senior networks across London and the South East, the Midlands, the North, Scotland, Wales and Northern Ireland. Cross-border input from Ireland or Continental Europe is coordinated with you where a brief needs it.
Most senior briefs run on a retained basis because that model rewards depth of research and reference work. A small number of urgent single hires run on a modified contingent structure. We agree the model on the first call, in writing.
The longlist is our researched universe of every credible candidate for your brief. The shortlist is the ranked three to five names we recommend after screening, credential verification and reference calls. You see both.
Very. Every senior approach is made by the partner, on a named basis, individually. No mass mailers, no generic messages, no approaches to a candidate's current employer or team.
Every permanent placement carries a written replacement guarantee. If the hire departs inside the guarantee window for reasons that trace back to the search, we re-run the search at no additional fee.