The Partnership Roadmap

  • All decision makers attend meeting
  • Company vision, culture and departmental objectives shared
  • Job description created
  • Identify suitable candidate’s DNA
  • Create talent attraction strategy
  • Time scales & miles stones agreed
  • Assignment contract sent for signing
  • Identify key companies/competitors that share the same space

  • Market mapping exercise to research names and contact details for suitable candidates working in relevant roles at target companies

  • Script the Recruiting Presentation / Intro Email / Marketing materials

  • Create an advert campaign (for all non-confidential assignments)

  • Weekly progress call 

*On average we spend 4 hours with our candidates throughout the hiring process

  • Contact each candidate - minimum of 3-5 attempts by phone, email -- out of hours (e.g. we're making 300 phone calls per search assignment to identify the top talent)
  • Once connected, we assess the candidate’s aspirations and ideal career plan. We filter out any timewasters
  • When we are sure there is a suitable match, we conduct a formal face to face or video interview, this is to assess their cultural fit, scope of responsibility consideration for leaving their company, ConPlan and counteroffer risk. Pre close candidate’s salary expectations so there are no surprises further on in the process
  • Present Shortlist of top candidates – they have been through our rigorous selection process so we are confident the candidates have the right DNA to suit your requirements
  • References checks
  • Prepare candidate for interview - Brief and coaching session – even seasoned professionals can benefit from this session.
  • Prepare client for interview - Coach the client on selling the opportunity and how to prepare for each individual interview
  • Debrief candidate post interview - gain feedback, confirm interest, uncover any concerns/reservations, manage expectations
  • Send  Debrief notes to the client for review
  • Debrief client post interview - present candidate feedback, gain client feedback
  • Share feedback both parties
  • Organise 2nd interview
  • Brief and prep for second interview 
  • Feedback follow both parties
  • Negotiate package which results in win-win for both parties (We get paid on a fixed fee so you don’t have to worry about us inflating the candidates salary expectation for a higher fee)
  • Manage offer process -present offer to candidate and secure their verbal acceptance
  • Prepare candidate for Resignation & Re-educate / Coach candidates on risk to  Counter Offer (CO)
  • Debrief candidate post-resignation and confirm start date
  • Get employment contract signed
  • Quality / Satisfaction Survey / Meeting with both Client and Candidate
  • Weekly contact with candidate during notice period
  • Check-in with both client/candidate on Day one, Week one, Month one, monthly thereafter during probation period to ensure the success of the appointment

Client Eligibility

We love partnering with companies who understand the importance of attracting the best talent and how this directly impacts the speed of growth and overall success of the business. If you match the following criteria, then we need speak.

Skylan Recruitment
  • Early stage B2B SaaS company with Sales, Marketing or Customer Success operations in the UK or Europe.

  • Your committed to finding the right person, even if this disrupts the “normal” HR processes.

  • This next hire is critical for you achieving your success metrics.

  • Participation, all decision makers in the hiring process are available for discussion.

  • This next hire is time sensitive and urgency is key.

Anthony Gaskell

Skylan have been instrumental in supporting the phenomenal growth of our UK operation over the last 3 years. The commitment to truly understanding our requirements and their expert recruitment knowledge is what I believe has led to us capturing some of the the best talent on the market place.

In a saturated industry great recruitment partners are extremely difficult to find, in Skylan I have found one and I will be forever thankful for the continued expert support and guidance I receive.

Anthony Gaskell

Managing Director, EMEA at


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Skylan in numbers


Of our Shortlists are Right the First Time


Employee Retention Rate for the First Two Years


Returning business

Our Average Interview to Placement Ratio is 3:1

On average, our time to hire is just 16 Days

4 hours spent
with a candidate

Kevin Clayton

I have worked with Paul Foster for over 2 years and he has been instrumental in helping us grow our business. Paul has helped me in several areas from finding amazing candidates who have become invaluable employees to providing sound business advice whenever I have needed it.

Paul has also assisted me with interviewing potential candidates and his knowledge and experience has really helped me to improve my own interviewing style. Before I started to work with Paul I had very little knowledge of the correct way to interview candidates. It often meant that I didn't always ask the right questions, which then made it difficult to decide on who would be most suited for the role we were looking to fill. After working closely with Paul I am a lot more confident in my approach and as a consequence we have secured some of the best talent available.

Our new employees have helped us increase sales and provide excellent customer support to service our existing clients. I would highly recommend securing Paul's services if you are looking to grow your business and to help with your recruitment process.

Kevin Clayton

CEO and Founder, Parentapps