Calibration. Selection. Integration. Three steps — from understanding your organisation to ensuring long-term fit. The third step is where we invest most, and where the real difference is made.
"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 our commitment truly starts."
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.
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. We evaluate capability, ambition, cultural alignment and integration potential — against the success profile we built together in the calibration phase. We look for the person who will still be thriving at 12 months, not just the strongest profile on paper.
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."
A hire that looks right on day one can still fail at month six. Not because the person was wrong — but because integration was never actively managed.
The CSI Model is built on a different commitment: we stay involved for the full first year. Structured follow-up, honest feedback, and early intervention when needed.
Our fee reflects that commitment. Not just the placement — but what follows.
What we evaluate at every structured check-in — 30, 90, 180 and 365 days.
The CSI Model applies across all Vector divisions — adapted to the context, not changed in principle.
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