Permanent recruitment is at the heart of the battle
for the new in-demand talent

A genuinely different recruitment model

We are differentiated at every stage of our permanent recruitment process. Real client side experience in our specialist disciplines
means we have been in the hiring managers shoes, and understand the expertise required.


identify and longlist candidates

Rather than relyng on job boards, we’ve spent years building a database of thousands practitioner-vetted professionals in our space. This ensures we deliver quality (and speed when needed).



candidate outreach

The best candidates are often passive. With years of industry client-side experience, we can grasp a detailed understanding of the opportunity, business context and therefore engage candidates on a peer-to-peer level. This delivers credibility when pitching roles.


shortlist the best candidate fit

No one can assess candidates like someone who has spent 15+ year career client-side – immersed in the subject matter, understanding the nuances of skills and context, and of course recruiting for their own vacancies.


reduce the risk of drop out

This area is one of the most competitive out there. Working in close partnership with clients, leveraging our credibility on your behalf, we work to manage the risk through offer and start. This can only be done by building a trusted peer-to-peer relationship with the candidate.

recruitment services

research &
market mapping

You may be planning where to locate a team or choosing a technology for which you need to understand market skills & rates. We can produce a profile of market to help inform decisions.


talent pooling

Where the exact skill set requirement is flexible or still emerging, or where a pipeline of talent is required, a different approach can be taken. Searching for a talent using a wider brief – candidates that can be then found roles within larger organisation – can be very successful. We have experience talent pooling across Europe.

permanent recruitment case study

a major leisure brand was operating localised marketing through disparate teams, based around each venue.

We took an exclusive brief on a retained basis to recruit the range of skills necessary to centralise the marketing function into a single group wide capability. After building a project plan, we secured all the permanent resource over the course of 4 weeks.

European HRD, Telco & Media

Our acceptance to interview of CVM People's candidates has been significantly higher than any other recruitment partner.