Permanent appointments
For posts you intend to hold on your own establishment: heads of security, managers, control room supervisors, corporate front of house, in-house officers, and close protection and residential appointments for private clients.
For Clients
Instructing the practice
What happens when you instruct us, what you receive, and what we will tell you before you commit to anything.
You instruct us on a role. We take a written brief, work the market directly, screen the candidates we intend to put forward, and present a shortlist you can act on. You interview, you choose, and you engage the successful candidate directly, on your own contract and payroll.
Assignments are taken on an engaged and exclusive basis. That is not a sales position; it is what makes a proper search possible. A role held by four agencies on a contingent basis is a race to forward curricula vitae, and it produces exactly the result that arrangement deserves.
Terms of business are agreed in writing before any candidate is introduced, so the fee basis is settled before either of us has committed anything to the search.
What you receive
A shortlist, not a stack
Each candidate is submitted with a written profile setting out how they meet the brief, confirmation that screening is complete, their availability and their remuneration expectations.
- A written brief agreed before the search begins
- Candidates approached directly and in confidence, not gathered from an advertisement
- Screening to BS 7858:2019 completed before submission
- A shortlist you can act on, with no sifting left to you
- One named contact throughout the assignment
- An early answer where the assignment cannot be completed to standard
What we need from you
The brief decides everything
The quality of a shortlist is set at the brief. The most useful things you can tell us at the outset are the ones people most often leave until later.
Tell us the standard of screening the role genuinely requires, and whether your own client or your insurer imposes anything above the British Standard. Tell us the start date you are actually working to. Tell us the remuneration you can reach rather than the one you would prefer to pay.
If a requirement is unrealistic on the timescale or the budget, we would rather say so at the brief than take a fee for a search we do not expect to complete. That conversation is free and it is usually short.
Engagement
Permanent
Permanent
and fixed term
We are instructed on both. In either case the individual is engaged directly by you, on your own contract and on your own payroll.
Fixed-term appointments
For the life of a scheme or a defined programme of works, most often on construction and infrastructure projects, on a fixed-term contract issued by you as the principal contractor or developer.
The screening does not change
A candidate appointed for eighteen months is screened to BS 7858:2019 exactly as a candidate appointed indefinitely would be. A fixed term is not a reason to lower a standard.
What we are not
We are an employment agency and we introduce candidates for you to engage. We do not supply workers who remain under our direction, and we are not a party to the engagement that follows an introduction.
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Enquiries
Discuss a requirement
Tell us the position, its location, the start date you are working to and the screening standard it requires. We will tell you what is realistic before either of us commits to anything.
Email to discuss a requirement
info@hornsmangroup.com
Every enquiry is read and answered personally.