Senior search · United Kingdom & Switzerland
Your role is stuck.
We unstick it.
We fill the senior roles nobody else can close. First tangible results from 72h, one flat fee, paid only when you actually hire.
Antoine replies the same working day.
The problem
A senior role open for months is a quiet disaster.
Your team is stretched. The project waits. The plan slips a quarter — and nobody puts a number on it, because it never shows up on a single line of the P&L.
You've seen the CVs. You've run the interviews. The good ones say no, the rest aren't right, and the agencies keep sending fifteen names instead of the one you need.
Great hires shouldn't take months. Or cost a fortune. So we built a system that makes sure they don't.
- 01The workaround becomes permanentYour best people absorb the gap. Then they start looking too.
- 02Volume instead of judgementFifteen CVs isn't a shortlist. It's the search pushed back onto you.
- 03The percentage fee works against you20–25% of salary means the agency earns more by pushing the expensive candidate.
- 04Nobody carries the risk but youRetainers get paid whether the seat gets filled or not.
Now the other side
The seat is filled. The team exhales. The project moves again — and you go back to building, not interviewing.
- The role you dreaded becomes the easy part of your week.
- You stop being the recruiter and go back to your actual job.
- One person handles it end to end. You approve, you don't chase.
- The number was fixed on day one. No invoice you didn't see coming.
Why we're different
The FeatBiz System.
Most agencies run on a phone and a database. We built a search and assessment engine instead. It's why we can be this fast, this accurate — and still charge a flat fee.
Market mapping, not job boards
We map everyone who can genuinely do the job — including the people who aren't looking and will never see your advert.
One scoring framework, every candidate
Competency evidence, motivation, salary reality, notice period, drop-out risk. Consistent enough to compare side by side.
Every candidate assessed the same way, before your calendar
A structured evaluation against the real brief, sharpened by AI — not a keyword sort. A consistent read, calibrated on what the role actually needs.
Efficiency is why the price is fair
A system with no wasted motion costs less to run. That saving becomes a fixed fee instead of a percentage of someone else's salary.
Honestly? You have to see it to believe it.
A system is hard to sell in a paragraph, so we won't try. Give us one role that's been stuck — the difficult one, not the easy one. First results within 72h, and you'll know within a week. It costs you nothing to find out.
How it runs
Five steps. Nothing hidden in any of them.
Scope
One call to understand what the role really needs. If the brief is unrealistic, you hear it that day.
Search
The system maps the market and we go direct — including to people who weren't looking.
Assess
Structured evaluation against the brief, sharpened by AI. Everyone, every time, same framework.
Shortlist
Usually three names, each with the case for them and the thing to challenge.
Land it
Offer, counter-offer, notice period, first ninety days. Until they're in the seat.
Who you deal with
A fixer, not a call centre.
AntoineFounder · FeatBiz
The system does the heavy lifting, so your search isn't run on a phone and a database. That's the point: the volume is automated, so I stay on your role — same person from the first call to the signed offer. No account manager, no handoff, no junior learning on your vacancy. And when the first role is filled, I'm still the person you message for the next one.
Six years placing senior tech and specialist talent, starting on one of the most competitive recruitment markets in Europe, with a finance and IT-controlling background from a previous life inside a large corporate group. Bilingual English and French, based in London, working across the UK and Switzerland.
I also write code — certified junior Python developer. Junior, and I'll say so. But it means that when I read a technical profile I'm reading the substance of what someone has built, not matching words on a page. It's the difference between passing on a CV and being able to tell you why this person can do the job.
What you actually get
Six commitments, in writing.
Not claims about how great we are. Terms you can hold us to.
A concrete read on your market and the first names in motion within three days of scoping.
Each one assessed and defensible. Never fifteen forwarded CVs.
Agreed before the search starts. The same number at 60k or at 160k.
No percentage, no retainer, no search fee. Ever.
The same structured evaluation for everyone, sharpened by AI.
One to four months depending on your plan. Free replacement if the hire doesn't stick.
- Speed is respect.Waiting costs you more than you think.
- Signal, not noise.Three right names beat fifteen random ones.
- The match, not the close.We say so when someone isn't right — even at our own cost.
- Skin in the game.You only pay when you hire.
- The price is the price.Fixed before we start. No surprises.
- Built to do it again.Most clients come back with the next role. When the first search works, the second one is just a message — same terms, same person, no starting over.
Six commitments are easy to write. Harder to hold.
So hold us to them on one role. Nothing is due unless you hire, so the only thing you risk is a scoping call.
The model
One flat fee. Paid only when you hire.
Standard agency
- 20–25% of annual salary — the fee grows with the offer
- Retainer paid upfront, filled or not
- CVs forwarded, judgement pushed back to you
- Consultant paid on the close, not the fit
- Silence after the start date
FeatBiz
- One flat fee, fixed before the search starts
- Nothing due until you actually hire
- Around three assessed candidates, with the reasoning
- We tell you when someone isn't right, even at our own cost
- Free replacement through the guarantee window
Expertise
Our specialism isn't a sector. It's the hard search.
The system doesn't care about the job title — it cares whether the role is difficult. If yours isn't listed, ask anyway: worst case, you get a clear no in ten minutes.
Tech & Data
Engineering leadership, backend and platform, data, cloud, AI. Tech Lead to CTO.
Finance
Controlling, FP&A, risk and compliance, treasury, Head of Finance and CFO.
Energy
Renewables and grid, project development, asset management, trading.
Engineering & Industry
Manufacturing and process engineering, operations, supply chain, technical programmes.
MedTech & Life Sciences
Quality and regulatory affairs, R&D, clinical, manufacturing. MDR / IVDR briefs.
Sales & Commercial
Enterprise AEs, Sales Directors, country leads, business development, CRO.
Pricing
Fixed before we start. Due only when you hire.
United Kingdom
- Full search, direct approach
- First tangible results from 72h — a real read on your market and the first names in motion
- Assessed shortlist, not forwarded CVs
- 1-month replacement guarantee
- Nothing due unless you hire
- Full search, direct approach
- First tangible results from 72h — a real read on your market and the first names in motion
- Assessed shortlist, not forwarded CVs
- 4-month replacement guarantee
- Nothing due unless you hire
Switzerland
- Full search, direct approach
- First tangible results from 72h — a real read on your market and the first names in motion
- Assessed shortlist, not forwarded CVs
- 3-month replacement guarantee
- Nothing due unless you hire
A £120k hire costs £26,400 at 22%.
Here it costs £9,000.
No percentage of salary, no retainer, no search fee, no invoice you didn't see coming.
Straight answers
The questions people actually ask.
What happens if you don't find anyone?
You pay nothing. There's no retainer and no search fee, so an unsuccessful search costs you a scoping call and some feedback time. The risk sits with us — that's the point of the model.
Why a flat fee instead of a percentage?
A percentage quietly pays us more for pushing the most expensive candidate, and charges you more for identical work simply because the band is higher. A fixed fee removes the conflict. Our system is efficient enough that we don't need the percentage to make the work viable.
How fast is realistic?
Within 72 hours of the scoping call you get first tangible results: a concrete read on your market, the first names identified, and the sourcing already running. That is a real deliverable, not a status update — but it is not the finished shortlist. The full assessed shortlist follows, and most searches reach an accepted offer in three to six weeks, depending on how quickly your interview process runs. If the brief is unfillable at the salary on offer, you hear that on day one rather than in month three.
What does "assessed" actually mean?
Every candidate goes through the same structured evaluation of fit against your brief, supported by AI tooling, so each one is read the same way and can be compared side by side rather than on gut feel. For technical roles the evaluation is calibrated on what the job actually requires, not on keywords in a CV. You see the reasoning behind each name, not an adjective.
Am I dealing with one person or a team?
You deal with me directly, from the first call to the signed offer — no account manager, no handoff, no junior running your search. That's deliberate: the system handles the volume that usually eats a recruiter's day, so I stay on your role instead of juggling forty. One point of contact who actually knows your vacancy, answering the same working day.
Do you require exclusivity?
No. Run us alongside your internal team or another agency. We'd rather earn the seat than lock it.
What happens after the first hire?
Most searches are the start of a working relationship, not a one-off. If the first hire works, the next role runs on the same terms, with the same person who already knows your business, your stack and your bar. No re-briefing from scratch, no new setup. You just tell me what's open next.
What if the person doesn't work out?
We replace them, free, within the guarantee window — one month on Essential, four months on Secure, three months in Switzerland. One search, one fee.
Which countries do you cover?
The United Kingdom and Switzerland. We know both markets, both salary realities and both notice-period cultures well enough to advise on them — which is exactly why we don't claim to cover everywhere.
Get in touch
A role stuck on your side right now?
Two lines is enough. Antoine answers the same working day — including whether he thinks it's fillable at the number you have in mind.
Great hires shouldn't take months. Or cost a fortune.
One flat fee. First results within 72h. You pay only when you hire.