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Halloway Kane
SVC.SPEC

A fully managed engagement, from first brief to settled hire.

Consulting & placement

The complete engagement, for leaders whose time is better spent elsewhere: everything in Screening, together with the search itself — the advert composed, the market approached, the full six-gate funnel run, the chosen candidate trained for the role and the introduction managed to a documented handover.

Status
ACTIVE / AVAILABLE
Pricing Model
BESPOKE ENGAGEMENT
Engage Service

Consulting & placement is the complete engagement, conducted for leaders whose time is better spent on the work only they can do. It contains everything in Screening, together with the search itself: the executive is profiled and prepared first, the advert conducts the first examination, and a single assistant emerges from the entire field of applicants.

The Compliance Filter

Our job advert is not an advert. It is a test with instructions set within it, and the majority of applicants fail it before a human reads a word they wrote: an exact subject line, character for character; a named recipient; formatting instructions that appear arbitrary by design. There is no second chance and we do not chase or clarify, because an assistant who cannot follow a three-line instruction will not follow a thirty-step one.

The six-gate funnel

  1. The compliance advert. Instructions not followed exactly, and the application ends there.
  2. NDA. Issued early; not returned means not considered.
  3. Cognitive and behavioural testing. Below threshold, out.
  4. The Kane Profile. The candidate's traits scored against the fit band for this specific seat, not a generic ideal.
  5. Live session and role training. A live session confirms in person what the profiles predicted on paper, and the candidate is trained before handover, not after.
  6. Match and introduction. Operator and assistant meet already briefed; the handover is a direct hire with the role and expectations documented.

After the hire

The engagement does not end at the introduction. The executive keeps 90 days of team access and the candidate keeps 30: the first quarter is where placements are made or lost, and we remain in the room while the working relationship forms. Nobody strong is discarded; candidates who clear the tests but miss on fit remain in the database for the next operator.

Commercial terms are agreed privately and are not published. The full method, both tracks side by side, is set out on how it works.