The Right People. In the Right Seats.
Performing at Their Best.
Finding the right talent is not always the easy part, but knowing whether they’ll deliver, and keeping them once they do, is where most companies fail. We cover the full cycle: executive search, talent sourcing, individuals and culture assessments, and development programmes that make your investment in people actually pay off.
Led by one of LinkedIn’s Top Recruiters. 10+ years in talent strategy across financial services and technology.
You know the pattern.
Your CXO search has been open for four months. The recruiter sends CVs that look right on paper but miss the mark in interviews. You promote your best engineer to team lead and wonder why the team is falling apart. Your post-merger integration plan assumes you have the leadership bench to execute it, but nobody has actually verified that.
Most companies treat talent as a procurement problem. Find a CV, match the keywords, fill the seat. It works for commodity roles. It fails completely for the positions that actually determine whether your strategy succeeds or fails.
The roles that matter most are the ones you can least afford to get wrong.
We approach talent the way we approach everything at Epity: from an operational leadership perspective. Not as recruiters filling seats, but as people who’ve built and led teams of hundreds, and know what actually makes the difference between a team that delivers and one that just shows up.
What’s included
Find: Executive Search
- ✓Job description review and ideal profile definition
- ✓Hiring process design and tooling setup
- ✓Active sourcing and database utilisation
- ✓Screening calls and structured interviews
- ✓Candidate coordination, assessment, and shortlisting
- ✓Offer negotiation support and onboarding assistance
- ✓3-month guarantee: 50% fee refund or replacement at 50% discount
Find: Talent Sourcing
- ✓Volume sourcing for IT and operations roles
- ✓Dedicated sourcing capacity (ongoing or project-based)
- ✓Screening and pre-qualification
- ✓Pipeline reporting and market intelligence
- ✓Particularly strong in: application support (L2/L3), project management, QA/testing, banking technology specialists
Assess: Talent Assessment
- ✓Gallup-certified CliftonStrengths assessments
- ✓Leadership capability mapping
- ✓Pre-hire executive assessment
- ✓Post-merger team evaluation
- ✓Succession planning and high-potential identification
- ✓Individual and team reports with actionable recommendations
Develop: Talent Development
- ✓Strengths-based individual development plans
- ✓Executive and leadership coaching
- ✓Team effectiveness workshops
- ✓Organisational design advisory
- ✓Employer branding and talent retention strategy
How it starts
Scoping Call
60 minutesWe understand what you need, why you need it, and what’s already been tried. For search mandates: role definition, ideal profile, success criteria. For assessment or development: business context and objectives. No commitment beyond this call.
Proposal & Alignment
2–3 daysClear scope, timeline, pricing, and SLA. For executive search: tiered success fee, guaranteed candidate volumes, replacement terms. For assessment: tool selection, participant scope, deliverable format. No ambiguity.
Execution
VariesSearch: active sourcing begins immediately. First candidates within 2 weeks. Regular pipeline updates. 45 business day target. Assessment: sessions scheduled, assessments administered, data analysed. Development: programme designed, workshops scheduled, coaching begins.
Delivery & Follow-Through
OngoingSearch: placement confirmed, onboarding support, 3-month check-in. Assessment: executive report with findings and recommendations. Development: programme delivered, impact measured, next steps defined.
You probably need talent expertise if...
Your CXO search has been open for four months and the shortlist keeps resetting.
→ Executive SearchYou need 5 IT specialists by next quarter and your HR team is already stretched.
→ Talent SourcingYou promoted your best individual contributor to team lead. It’s not going well.
→ Talent AssessmentPost-merger integration starts in 3 months. You don’t know what leadership bench you actually have.
→ Talent AssessmentYour best people keep leaving and you’re not sure why.
→ Talent DevelopmentYou’re scaling fast and hiring on instinct. It worked at 50 people. It’s breaking at 200.
→ Assessment & DevelopmentEvery team problem has a people root cause.
Whether you need to find one critical leader, assess your existing team, or build a development programme that actually retains your best people, start with a conversation.