New York runs faster than anywhere else we recruit, and it runs on a calendar. Finance bonus cycles dictate when people will move, in-office expectations are stronger here than on the west coast, and a candidate who is lukewarm on Tuesday has three other conversations by Friday.
The city mixes finance, media, advertising and a substantial technology sector, which means the same job title carries different expectations depending on which of those worlds a candidate comes from. Pace and presenteeism assumptions travel with them.
Timing is unusually rigid. In finance particularly, a strong candidate approached in the wrong month will decline a role they would have taken eight weeks later, and no amount of process fixes that.
We plan searches around the bonus calendar rather than pretending it does not exist, and we will tell you when starting in three weeks reaches materially better people than starting today.
We also move at the speed the market demands. A shortlist that arrives in ten days is competing against companies that got there in four, so we front load the work and keep candidates warm between your stages.
Financial analysts, FP&A and banking roles, marketing, content and brand for media and consumer businesses, and engineering and data for the city’s technology sector.
We handle confidential replacement searches regularly, which in a market this well connected has to be done carefully.
A scoping call covering the brief and the timing constraints, a market map built around when people can realistically move, then a fast shortlist. Permanent placements carry a 90-day replacement guarantee.
A great deal in finance and meaningfully elsewhere. Candidates rarely resign weeks before a bonus pays. We plan the approach around it and tell you when a short wait doubles the reachable pool.
More than most markets, though hybrid is common. The important thing is that the policy is stated plainly. Candidates accept clear expectations and walk away from vague ones.
Yes. New York industries are tightly networked, so we agree in advance who knows and brief candidates on the role without identifying the incumbent.
Usually inside a week for a well scoped role. In this market that speed is not a luxury, it is the difference between a hire and a near miss.
Send us the brief and we will come back with a shortlist inside five working days.