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For recruiters
Send more than a CV.
A real read on every person you put forward, in the same words every time. Yours to hand over, and yours to be judged on.
What's actually at stake
You only sent three names.
The client picked the second one. You liked her too.
Nine weeks later the email starts "we need to talk about her." Almost none of what went wrong is anything you could have seen. That doesn't matter at all. You're the person who said she was worth meeting.
The next brief goes somewhere else, and nobody tells you why. That's the job. You are judged on every person you put forward, and you're judged on them for years.
The real problem
What you send is what everyone sends.
Two pages, formatted differently.
The valuable part of your work is your read on the person. Where they'll be strong, where they'll need managing, what to ask them in round two. That part lives in your head, or in a phone call, if the client takes the call.
So the thing you're paid for is the one thing that never reaches the page.
What you get
Your judgement, on paper, in the same words every time.
TIGER Core. 48 questions, about 15 minutes and often less, before you put a name forward.
Trust.
Whether a client hears about a problem early, or finds out late.Influence.
How much of a room this person moves.Grit.
What pressure does to them, and what they do next.Execution.
Whether intention turns into finished work.Resilience.
How fast they come back after a knock.
High is not better. Low is not worse. The person who suits one of your briefs is wrong for the next one, and the readings are written so you can say why.
You read it before your own call with them. You go into that call knowing what to press on, which is the difference between a chat and a proper conversation.
Then the client gets something with your name on it that isn't a CV.
Before you submit
The questions your client will ask you.
- "What should the interviewer probe deeper on?"
- "Which responses require validation through examples?"
- "Which behaviours should be verified using situational questions?"
- "Which management risks should be explored during interviews?"
- "What type of references should be checked for this person?"
You get the five readings and what's worth a closer look. You still do the asking. You just stop guessing where to start.
How it's held
Three things that stay true.
You stay recorded as the person who brought them in.
A later referral from somebody else doesn't take that from you.
Your team comes in with a role each.
Admin, sourcer or viewer. Who can invite, who can read a result, who only sees their own.
Every time anyone opens a result, it's recorded.
If a client ever asks who saw what and when, there's an answer rather than a memory.
Nothing about a result reaches a client without the person's agreement. Your access runs 90 days from the sitting, then locks rather than disappearing, and you can ask for longer. The person keeps their own copy for good.
The line we don't cross
It never chooses who you put forward.
There's no ranking and no pass mark, and nothing anyone could switch on to make one.
Deciding who is worth a client's time is the thing you're paid for. We're not going to pretend to take it off you, and you shouldn't want a supplier who offers to.
Start here
One conversation first.
Right now we set up a Core sitting with you, by hand, for a brief you're working on. Tell us what you're filling and where you are with it.
Or read an example report first, on a person we made upHow it works