Elevate your hiring outcomes

Can we help you?

What is it that keeps you awake at night?

  • Your people decisions will be your most important ones.
  • With the right people, you’ll be better placed to fully exploit your business potential.
  • And of course, the opposite applies. No need for sleepless nights.

Robert Tearle Consulting is a boutique headhunting firm for us; you’re not a number; it’s personal, and our approach is heavily tailored to you, your needs, and your preferences.

Elevate your hiring outcomes with us and achieve your strategic business goals:

Maximise the value of your business | IPO | Exit | Acquisition | Turnaround| Increase Sales | Increase Profit | Reduce Costs | Enter New Markets | Innovate

Connect into the world with a purpose: environmental, social and governance.

Suppose you’re an investor, a business owner or head up a tech or software firm and wish to make Leadership, Senior Sales or Consulting appointments into high impact roles. Why not start thinking beyond making what you hope will be a good hire and elevate your approach with us to one based on proven formulas and insights, which have a greater degree of predictability for outcomes.

What does successful hiring really look like?

It’s about more than just joining, more than just staying and more than just being with you for a year or two.

Successful hiring in most situations should be defined as how well your hire meets how can you make hire expectations over a 2, 3, 4 or even 5 year period?

Great hires excel, they’re your top performers and we can help you hire them.

It’s not just about hiring; it’s about outcomes.

And we can help you achieve superior ones…

  • Our stick stay and succeed record is over 90%; this is more than 50% higher than industry norms below 60%.
  • Yes, that’s right, the typical industry hiring ratio is that 55% succeed and 45% fail.
  • If that’s good enough for you, use the typical approach.
  • Otherwise, why not work with us using a different approach, which has seen us headhunt hundreds of successful hires into SaaS and digital vendors.
  • Including headhunting scores of GMs/CEOs and Sales Directors/CROs/CGOs who have grown businesses 10 x over.
  • Hundreds of high achieving SaaS salespeople, tons of #1 sellers, hundreds of which have made a company first-ever sale, or broken into new markets, or sold new solution types, including with market makers.
  • One of the candidates we headhunted won a $200M contract for our client.

Think you know how to hire. Think again.

Most people in a hiring seat have limited experience recruiting, they copy what they have seen other people do, but their experience is narrow.

Ours is deep; however, even we don’t have all the answers.

Working together with us in a true partnership focused on elevating hiring outcomes, we can help you drive better business results.

A boutique operation! Our approach is tailor-made around you.

We’re what’s known in the recruitment world as a boutique headhunting outfit; more than two-thirds of the candidates we recruit we’ve never spoken with before.

One of the significant differences between a headhunting approach and recruitment agents is that the latter tend to work from a candidate database heavily populated with unemployed people.

Often the best people for our client’s challenges are heads down and happy, not available on the open jobs market and not open to moving.

Our mandate is focused on your best interests.

Robert Tearle Consulting is committed to helping you achieve better hiring outcomes. Why not take hiring up a level? Why not elevate your approach with us to enable you to make better hires, achieve superior hiring outcomes and take your business to new heights.

It is with small and emerging companies for whom we add the most value.

It’s your people who will make the difference between your success or failure.

We’re specialists, not a global executive search firm to the Top 1,000 Global companies or a standard recruitment agency.

You’ll find us friendly, fast-paced, objective and 100% on your side.

Do you need a headhunting approach?

You may or may not be familiar with the difference between Contingency based recruitment (associated with recruitment agencies) and Retained Search (also known as Executive Search and Headhunting), so here are the critical differences.



agency recruitment


Retained search/



Success only. No hire, no fee.

Guide 20-20% of salary.


Retainer fee payable upfront, plus completion fee.

Guide 30% (retainer c. third of the fee).



HR/Internal Recruitment functions, careers

page, adverts, multiple agencies and direct

applications. No commitment nor loyalty on either side.



All candidates channelled via the headhunter.

A committed approach.

Absolute focus on quality hires.

3 Individual contributors and first-line manager hires 3 Senior hires and ones of a high impact nature.

Vacancies for which there is broad availability of


4 Availability of quality candidates is scarce.
5 Candidates found from file and adverts. 5 Candidates found to order.
6 Approach ad-doc. 6 Approach structured.
7 Added value/additional insight… no or low. 7 Added value/additional insight… high

Candidate type: active job seekers,

predominantly unemployed or under notice!


Candidate type: passive and head down types,

predominantly employed

9 Timescales (CVs within a week) 9 Timescales (CVs within 2-3 weeks)
10 Distraction and time invested on your part, high. 10 Distraction and time invested on your part, minimal.
11 Candidate quality… lucky dip. Screening minimal. 11 Candidate quality high.
12 Quality outcomes. Variable. 12 Quality outcomes. Higher.



In the table above, we’ve listed 12 differences between agency based recruitment and headhunting; however, there are three significant differences that you and our clients are likely to benefit from in choosing a Retained search approach with us. These are:

1. Outcomes

Do you want CVs or good outcomes?

If you want CVs place an advert or go to a recruitment agency, if you want more than that talk to us. We’re committed to helping you bring about the best and better hiring outcomes. This is more than someone joining and being around for 6-12 months, it’s about people exceeding expectations over 2, 3, 4 or 5 years.

We achieve superior hiring outcomes by identifying and approaching higher quality target candidates and benchmarking them against critical success factors – we can share some of the details of our winning formula with you.

However, some of it comes through the depth of our experience; we’ve hired 1,000s of people.  We’ve observed what works and what doesn’t. Many of our clients have only hired 5, 10, 20 people in perhaps 1, 2 or 3 companies; we bring an extra set of eyes to assessment. Our value add is to help you elevate your hiring outcomes and hire people who achieve more!

Click here to find out more about some of the achievements hires through us have made.

2. Confidentiality

Often clients will turn to us when looking to replace an incumbent job holder in a “Cloak and dagger” scenario. This is a situation where a hire is to be made without the existing job holder being aware they are to be replaced. A candidate can be lined up so that when the incumbent is let go, the replacement can swiftly take up the position.

Sometimes clients will look to us if they wish to hire from their customer base, supplier community or partner network. Taking someone out of such a partner would be less damaging when done so via a third party (us).

3. Time and distraction

Recruitment can be unbelievably time consuming and distracting. From receiving and interpreting CVs, perhaps 10-20-30 of them, in a kind of pick and mix scenario received maybe over 2-3 weeks. 

Often hiring managers have to screen CVs as they drip-feed in. It’s distracting. 

They are then proceeding to talk with and interview candidates of borderline interest, resulting in wasting time reviewing their CVs and interviewing people who are OK but not great.

Time is one issue. The more significant issue is the distraction.

In contrast with Retained search, you give us the problem. We’ll go and find great people, screen them and bring you a shortlist, typically with a recommendation of the best 5.

Contact us now, robert.tearle@roberttearle.com + 44 7843 277 774

In the table above, we précised the key differences you want to read on. Please do.

If you’re looking to make a key appointment at a senior level or into a role that is strategic, of a high impact, high-performance nature, then with few exceptions, a headhunting approach will be the best one.

A headhunting approach is a committed one, where we are committed to you, and likewise, you’re committed to us. Working together, we’re focused on helping you realise better hiring outcomes.

The opposite being an agency oriented approach, no hire, no fee – you’re not committed to them, and they’re not committed to you.

Click here to view our 10 Step Retained Executive Search Process.

Our approach is a headhunting one. Most people are not familiar with what headhunting is.

‘HEAD-HUNTING’, aka ‘executive search’, is the process of identifying, enticing and securing senior executives into critical positions.

And ‘retained executive search’ is where an external search firm is paid an up-front fee to fill a business-critical appointment.

To be head-hunted applies only to someone who has been specifically identified for a particular position, approached for that role, then hired into the company – unlike an active job seeker applying to a company or being introduced via a staffing firm.

The best talent is rarely available on the jobs market, so head-hunters will be very proactive in seeking out those high performers who are heads down and happy!

A good search firm will explore the best talent, regardless of whether the person is employed or in between jobs.

Want to know more about our approach to headhunting? Click here.





When you’re hiring into high impact roles

You need a more robust approach

Services available:

Ad hoc introductions Engagement fee searches Retained search Retained executive search Long term partnership & campaigns
Not a headhunting based approach moreover sometimes we’ll introduce candidates to clients on a speculative basis.

Fee rate 25%.

Bringing a headhunting approach to mid to senior-level roles.

Can be tailored e.g. can be run alongside existing sourcing methods.

Fee rate: 25%

£2.5k or £5k engagement fees (5  or 10 days research) with completion fee on top.

For senior/specialist roles: Sales, Consulting, Marketing and PM.

For positions – base salary £100-150k

Fee rate 28%,

Comprising a retainer (a third) and completion fee (two thirds)

For Leadership and Senior Management hires.

For positions base-salaries £150k+

Fee rate 33%.

Comprising 3 instalments; on instruction, submission of shortlist and start date.

Planning for ongoing hiring needs.

Pre-identifying and building a high-performing talent pool.

Charging basis is unbundled and TBA.

  1. pre-identifying talent
  2. engaging with people
  3. hiring stage – candidates



Ad hoc introductions

This isn’t a headhunting based approach moreover sometimes we’ll introduce candidates to clients on a success only basis.

And this can be for any level of seniority however normally would be for positions of a specialist nature typically for roles in Sales & Consulting.

Typically for positions with a base salary up to £100k

A success only arrangement.

  • You’re not committed to us, and we’re not committed to you.
  • Where possible (time permitting) and depending on the quality of the relationship with the client we’d look to help you find candidates on an ad hoc basis.
  • Proportionate rebate/guaranteed period of 3 months.

Fee basis: 25% of the basic salary on a success only basis.


Engagement fee-based services

A partial mandate to boost your sourcing efforts

  • This service will help you boost your recruitment efforts without the expense of a full-blown retained search/headhunting approach.
  • You can use it on a non-exclusive basis to top up your existing activity.
  • Based on 5 or 10 days dedicated to sourcing candidates.*

Fees basis: 25% fee rate. An engagement fee of £2.5K or £5k for 5 or 10 days search respectively, and the completion fee (balance on the start date).

NB, we work on the basis of it taking 10 days of research to fill each role.

Completion rates 50%-75%


Retained Search

For hiring requirements in what we call the Marzipan layer, they’re too senior for a conventional recruitment approach to work well and not senior enough to justify a fully retained search one.

For senior and specialist roles in Sales, Consulting, Project Management and Innovation.

Typically for positions with a base salary up to £100-150k

A pro-active approach

  • Up to 10 days spent on research (candidate generation).
  • Where possible (time permitting) and depending on the quality of the relationship with the client we’d look to top up any further candidate generation activity on an ad hoc basis.
  • In the event of a candidate not working out Robert Tearle Consulting will re-open the records and endeavour to find a replacement or if the client prefers will make a proportionate rebate of the completion fee/guaranteed period of 4 months.

Fee basis: 28% of the basic salary, with a retainer of a minimum of £6,000.00 and the completion fee (balance on the start date).

All candidates channelled through is including any direct ones i.e. you are placing the ownership with us to ensure the role is filled i.e. giving us a full mandate to fill your critical position

Completion rates 95%+


Retained executive search

For Leadership and Senior Management hires.

These are your most important hires, where the stakes are at their highest

Typically for positions with a base-salaries £150k and beyond.

A structured pro-active approach

  • A situation report (briefing document will be created and run by you).
  • The search will have a clear roadmap
  • On a weekly basis, progress reports will be submitted to the client.
  • No set upper limit on the research stage (candidate generation)
  • In the event of a candidate not working out at any time in the first 6 months, Robert Tearle Consulting will re-open the records and endeavour to find a replacement.

Fee basis: 33% of the basic salary, paid in 3 instalments; on instruction to commence the search, on submission of the shortlist and on the candidate start date.

All candidates channelled through is including any direct ones i.e. you are placing the ownership with us to ensure the role is filled i.e. giving us a full mandate to fill your critical position

Completion rates 95%+


Long term partnership & campaigns

Building a high-performing talent pool.

This service can be tailored around your needs, both in the context of strategic long term planning and making multiple hires. There are 3 stages to this:

Stage 1

Planning/needs anticipation and research/talent mapping.

Meaning identifying specific talent.

Stage 2

Outreach to candidates.

Meaning engaging with the identified talents, understanding their situations/ goals/motivations etc

Stage 3

Hiring stage.

Meaning pulling them in as actual candidates, screening them, soliciting and submitting CVs etc

Charging model – flexible. It’s unbundled. Guide 30%, broken down into 3 parts one for each stage.


If you’re interested in driving strategic mid to long term business performance talk to us. The success of this model is game-changing.

Click here for a copy of our terms of business.

We work for the best in tech and digital, sourcing the best in tech and digital.

Contact Robert for more information on our process and to arrange a meeting.

robert.tearle@roberttearle.com | 07843 277 774 | + 44 7843 277 774