Role Definition
Why the role exists and what strong performance looks like.
For Organisations
Recruitment & Executive Search
Finding people is only part of the job.
Kindtide runs searches for permanent roles with judgement at every stage: a role defined properly, a market read honestly, and a process that treats every candidate with respect.
Every Search Covers
Market Reality
Whether the brief, salary and market stack up.
Capability Verification
Checking that what people say they can do holds up.
Passive Outreach
Direct approaches and targeted headhunting, beyond whoever happens to apply.
Candidate Assessment
Applicant review, screening and interview design.
Hiring-Manager Support
Help for the hiring manager from first brief to offer.
Onboarding Handover
Preboarding and a clean handover into onboarding.
Talent Acquisition Search and Executive Search
Talent Acquisition Search
Permanent roles with base salary up to and including $199,999.
Executive Search
Permanent roles with base salary of $200,000+.
Reduced pricing is available for eligible For Purpose & Community organisations. Ask us about it.
Method
How a Kindtide Search Works
Four stages from a brief that stacks up to a clean onboarding handover.
01
Scope the Role Properly
Why it exists, what strong performance looks like, and whether the brief and salary stack up.
02
Run the Campaign
Market mapping, talent-pool research, direct outreach, targeted headhunting, applicant review and screening.
03
Position the Opportunity
Explain the organisation honestly and surface weaknesses in the proposition early.
04
Carry It Through
Interview design, candidate management, references, offer support, preboarding and onboarding handover.
Candidate experience is customer experience.
Every person who enters your process is interacting with your brand. Some will become employees. Others may become customers, future candidates, suppliers, referrers or people who influence how your organisation is perceived in the market. Candidates should know where they stand, not spend weeks being strung along or wondering whether anyone has read their application. We want every person who interacts with a Kindtide hiring process to walk away with respect for the organisation, regardless of the outcome. Ideally, they leave as a brand advocate or future customer, not someone who felt ignored, ghosted or disrespected. People talk. A poor experience can snowball well beyond the person directly involved. That is an employer-brand issue, a reputation issue and, ultimately, a commercial issue.
What We Recruit
Executive and Enterprise Leadership
Finance, Accounting and Commercial Operations
Legal, Risk and Governance
People, Talent and Strategy
Strategy, Analysis and Project Delivery
Change, Transformation and Operations
Technology, Product and Data
Marketing, Sales and Customer Success
Education and Learning
Have a role that needs proper attention?
Tell us what you are trying to hire and what is making it difficult. We can help work out whether the brief, salary and market stack up before the search starts.
