Why DXN Talent
Most agencies sell reach. We sell judgement.
Anyone can run a keyword search. The value is in knowing which twelve of the four hundred results are worth a call — and being able to explain why.
14
days time to hire
Average across permanent roles briefed in the last twelve months.
4–6
candidates per shortlist
Each with a written rationale, not just a CV attachment.
90
day replacement guarantee
On every permanent placement, written into the terms.
100%
candidates get a reply
Including the ones we do not put forward.
The difference
Six things clients notice in the first month
Consultants who did the job
Our desks are staffed by people with sector backgrounds, so technical screening happens before you see a CV — not during your interview.
Two time zones, one process
Roles briefed at 5pm in London are being sourced by 9pm IST. The handover is internal, so you never repeat yourself.
Market data with the brief
Salary ranges, competitor headcount and realistic notice periods, delivered before you sign anything.
Structured scorecards
Every candidate is assessed against the same criteria, which makes comparison fair and hiring decisions defensible.
One fee, agreed up front
No advertising surcharges, no rebadged admin costs, no renegotiation once the offer is on the table.
Aftercare that is scheduled
Check-ins at 30, 60 and 90 days with both sides, so problems surface while they are still small.
The process
From brief to first day
Five stages, each with a named owner on our side and a clear thing we need from yours. No stage runs longer than a week without a status call.
-
01
Discovery — day 1
A 30-minute call to cover the role, the team it joins, the interview panel and the salary band. We come back with a market view in 48 hours.
-
02
Sourcing — days 2 to 8
Network first, search second. Most of our placements come from people we already know rather than from an advert.
-
03
Screening — days 5 to 12
Competency interview plus a technical conversation against your scorecard. Motivation and notice period confirmed in writing.
-
04
Shortlist — around day 14
Four to six candidates with rationale, risks and salary expectations. Interviews scheduled by us around your panel's calendar.
-
05
Offer & aftercare
We manage the offer conversation, stay close through the notice period, and check in at 30, 60 and 90 days.
Let's talk
Try us on one role
No retainer, no exclusivity for a first search. Give us the hardest vacancy on your list and judge us on the shortlist.