Why hiring feels broken
Hiring today is reactive by default.
Most processes rely on waiting for inbound candidates or agency activity that’s largely invisible. Effort is hard to measure, signal is weak, and decision-making happens late — under time pressure.
That’s why timelines drag, quality varies, and cost creeps in while roles stay open.
We exist to offer a more intentional approach. We combine modern technology and market intelligence with deep human expertise in marketing, digital, and commercial recruitment — so hiring decisions are clearer, better informed, and work for both sides of the market.
How companies work with us
Flexible engagement models to match your needs.
How we work with you
A clear, intentional process — designed around decisions, not CVs.
- 1
Clarify intent
We start by understanding why you’re hiring — not just the role, but the outcome, constraints, and context.
This sets clear success criteria and avoids wasted motion.
- 2
Matching & Market Mapping
We actively map relevant talent — freelance, fractional, interim, or permanent — based on your needs, not who happens to be available.
You get visibility into:
- What good looks like
- What’s realistic
- Where trade-offs exist
- 3
Evaluate & compare
Candidates are assessed against agreed criteria and benchmarked against each other, not reviewed in isolation.
This creates signal:
- Strengths vs alternatives
- Risk vs upside
- Fit vs stretch
- 4
Support the decision
We help you move from options to a confident decision — including commercials, scope, and onboarding support where needed.
No pressure to place. No volume incentives. Just clarity.
A better way to hire commercial talent
Designed for intentional, flexible hiring — spanning freelance, fractional, interim, and permanent roles.
| THM | Agency recruiters | Talent platforms | In-house hiring | |
|---|---|---|---|---|
| Process ownership | Fully managed | Fragmented | Self-managed | Client-owned |
| Hiring intent | Explicit & mutual | Mixed incentives | Low commitment | High but rigid |
| Market coverage | Actively mapped | Partial | Inbound only | Limited by resources |
| Visibility & insight | Ongoing & structured | Limited | None | Internal only |
| Commercial flexibility | High | Low | Medium | Low |
| Outcome focus | Better decisions | Placement | Volume | Role filled |
“I worked with James recently on a difficult brief. He was absolutely excellent, finding great candidates and running the process very professionally. James went beyond the call of duty and gave me great advice throughout the process. He knows both marketing and recruitment extremely well and his advice on structures and job roles and specifications was very helpful. He was a true partner in the process and someone I felt I could bounce ideas and strategies off very easily. I highly recommend him if you are looking for good marketing people.”
How we vet
Understand our vetting process
We use AI, tech & our professional team to vet all our shortlisted talent so that your time is saved & spent on high value activities.
- 1
Filter the best
We screen applicants based on experience, relevant skills, and professionalism.
Professionals information is provided on submission with additional info such as portfolio's where appropriate.
- 2
Interview
Our professional team interviews our longlisted & shortlisted applicants to assess judgement, communication, and real-world impact. As specialists we're able to distinguish between good & excellent.
- 3
Tasks & assessments
For project based tasks we review written work from previous projects (or a short task where appropriate) to validate quality.
- 4
Reference check
Where appropriate we request references and speak with past clients or colleagues to confirm performance and reliability.
- 5
Ongoing monitoring
For project based work we run regular check-ins and quality reviews, we ensure a consistently high standard across projects.
FAQs
Yes, it is common for us to work with businesses of all shapes and sizes. For example, at Series A, few startups have an existing talent function, whereas mid to large businesses do — and we still partner with those who need flexible support.
As rolling contracts, our agreements are all flexible and can be cancelled at any time. Notice required is 60 days for sourcing and 90 days for Talent Partners.
We are a flexible talent partner and have purposely created several options & services to fit a business’s needs. Best to reach out to us for a pricing pack.
You can hire as quickly as you can run your internal process. We typically provide initial candidates in weeks 1 & 2, but for temp roles, you can hire even quicker.
Yes, that’s fine. We offer a range of services and have a team that can help with just a few roles — no need for an embedded partner. Please check out our other services pages for more info.
Registration is simple and requires answering a few quick questions . But if you’d prefer info first, feel free to email us at hello@thehiddenmarket.com.