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HR is a profession of nuance. The right hire isn’t just qualified, they’re aligned. To your business model. Your culture. The specific moment you’re in. We recruit for that, not just the job description.
Led by Tansel Omer, who brings 20 years of senior-level HR placements together with the perspective of an ILM Level 7 Executive Coach and Hogan psychometrics assessor. A recruiter's network, with a coach's perspective.
We work across most sectors, but we don't just work with anyone. The relationships we excel in are with SMEs — typically under 2,000 employees — where the brief is genuinely two-way. Respectful. Honest. Willing to push back on each other when it matters. That's how the right HR hires get made
Before any search begins, we meet to understand the role properly — the business, the team, the context, and what "good" looks like in the first 12 months. We consult on the job description, and on the remuneration to make sure it's realistic for the market. We agree the partnership terms and timeframes openly, in writing. Only once you've signed off do we go to market.
With the brief signed off, the real work begins. We map the active and passive HR market, drawing on our network of more than 24,000 LinkedIn connections, a newsletter with over 13,000 subscribers, and the HR communities we run. Each candidate is screened rigorously against your brief, and those who make the longlist go to a recorded first interview, that we conduct.
For each candidate on the longlist, we work with you to design 4-5 tailored interview questions, then invite the candidates to answer them in a focused, recorded 10-minute interview. The strongest progress to the shortlist, which we deliver through our own platform — giving you a single, secure place to log in, view the interviews, and compare candidates side by side.
Once you've reviewed the shortlist and chosen who to meet, we take care of the rest. We coordinate diaries between your hiring panel and each candidate, brief candidates ahead of every interview, and debrief both sides afterwards — capturing the honest read on fit, motivation and any concerns before they become problems.
When you're ready to make an offer, we manage the conversation between you and the candidate. Salary, package, start date, and the small things that often get missed. We test motivation honestly throughout, anticipate counter-offers before they arrive, and help your chosen candidate handle resignation and notice cleanly.
A signed offer isn't the end of our work. We stay close to both sides through the first 90 days, with structured check-ins at 30, 60 and 90 days to make sure the role is landing the way we all hoped. If requested, we layer in onboarding support, executive coaching or Hogan-informed feedback.
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