Calibration. Selection. Integration. Three steps — from understanding your organisation to ensuring long-term fit. Most firms cover the first two. We're built around the third.
"The moment of placement is not the end of our engagement — it is the beginning of the most critical step. Integration is where the real work happens, and where most firms have already left the room."
Each engagement follows the same structured path — from first conversation to long-term integration.
Understanding before searching
Every Vector engagement starts with a deep calibration of the role and the organisation. Before we look at a single profile, we need to understand exactly what success looks like — not just in terms of skills, but in terms of culture, leadership style, ambition and long-term business direction.
We ask the questions most firms skip. What is this organisation trying to achieve in the next three years? What does this role truly require beyond the job description? What kind of person will still be adding value 18 months from now?
A shared role brief and success profile — agreed with you before the search begins.
Talent assessed on fit, not just availability
We identify, approach and assess talent against the calibrated profile. Our selection process goes beyond the CV — we evaluate capability, ambition, cultural alignment and integration potential. We look for the person who will still be thriving at 12 months, not just the most impressive profile in the shortlist.
You receive a structured shortlist with our assessment per candidate — not a stack of CVs. You review, give feedback, and we refine. The process is transparent at every step.
A curated shortlist with structured assessment — reviewed together, refined until right.
The step that defines long-term success
Placement is not the finish line — it is the starting point of integration. At Vector, we commit to a 12-month structured follow-up for every engagement. We stay accountable because we know that the most expensive outcome in talent is a hire that looked right but didn't integrate.
Our integration follow-up is structured, proactive and honest. If something isn't working, we surface it early and course-correct — together with you and the candidate. We measure success at 12 months, not 12 days after signing.
12-month accountability: structured check-ins at 30, 90, 180 and 365 days — with written feedback and action points.
Every Vector engagement includes a post-placement follow-up schedule. Not a courtesy call — a structured accountability framework.
"We measure success at 12 months.— The Vector Integration Commitment
Not the day the contract is signed."
Most talent engagements are transactional. A vacancy opens, profiles are submitted, someone is hired — and then the partner disappears.
The result? Poor integration, early attrition, and the same role open again six months later — at twice the cost, with half the confidence.
The CSI Model is built around a different belief: the right hire is only valuable if they integrate. That's why we stay engaged — and why we measure success at 12 months, not 12 weeks.
The CSI Model applies across all Vector divisions — adapted to the context, not changed in principle.
Strategic Leadership Search & Integration
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