Where are you?
You're hiring the roles that decide the next year.
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Executive Search. A focused search for the people who set the company's direction.
The team tripled and the structure didn't.
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People Systems & Org Design. The structure that lets you keep growing without losing what works.
You have more open roles than hands to fill them.
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Embedded Recruitment. A dedicated recruiter inside your team for as long as the surge lasts.
Something's off and you can't name it yet.
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Start with the Assessment. In two to three weeks you'll know where the upside is and what to do first.
How we work
You know what the next twelve months have to deliver. The question is whether the people side can carry it. We work with founders and leadership teams at exactly that point: we look at how hiring, roles, and structure actually run today, and build what the next stage needs. Hands-on, scoped to your stage, nothing you won't use.
Most engagements start with an assessment. Urgent searches start with a call.
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Who it's for: growing companies where hiring runs on urgency and the people side has no owner. Roles open when the pain hits, agencies carry the volume, decisions rest on instinct, and nobody can say how well it's actually working.
What we do: in two to three weeks we run the Ignia Five Pillars across your company. Process and Ownership: is hiring repeatable, or does it depend on who's involved? Capacity and Capability: do you have the setup and the skills to hire for what's coming? Data and Decisions: are you tracking what matters, and acting on it? Strategic Alignment: is hiring tied to the business plan, or reacting to it? Employer Brand and Candidate Experience: what does your process say about who you are? We interview leadership and hiring managers, analyse your recent hires, map the process end to end, and look at how you come across to the people you want.
What you get: a written diagnosis across all five pillars, with the evidence behind it. Recommendations in three tiers: foundational fixes for the next weeks, what to build over the next two quarters, and what turns hiring into a lever for growth. A clear answer on setup: internal recruiter, external partner, or a mix. And a view of what the organisation needs next, so the result carries into structure and planning as well as hiring.
How it starts: a 30-minute call. Most of our work starts here.
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Who it’s for: leadership and senior roles where the right person changes the company’s trajectory.
What we do: a focused search, calibrated to your stage as much as the role. We map the market, approach the people who fit, and run the process end to end.
What you get: a calibrated shortlist with written assessments you can decide on, and support through evaluation, offer, and close. Every search is led senior, start to finish.
How it starts: a call. Searches can start within days.
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Who it's for: companies at 30, 80, or 150 people where roles have blurred, decisions have slowed, and the structure hasn't caught up with the headcount.
What we do: we assess the whole workforce, map who owns what, and redesign the structure so ownership is clear and processes run leaner. What works at 30 is not what works at 150, and over-engineering is as expensive as chaos.
What you get: a role map, an org design sized to your stage, and the hiring and performance foundations to run it. Built to actually get used.
How it starts: usually after an assessment, sometimes directly when the problem is already clear.
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Who it’s for: companies with more open roles than in-house capacity, for a defined period.
What we do: a dedicated senior recruiter inside your team, working in your tools and under your employer brand.
What you get: full focus on your roles, a process your hiring managers can keep running, and capacity that moves with your hiring.
How it starts: a call to scope the roles and the period. Monthly, no long-term commitment.
Not sure where to start?
Thirty minutes is enough to find out.