Verityn / Talent
Talent
Exceptional outcomes are delivered by exceptional people, which makes hiring part of the security problem rather than an administrative step after it. We run search with practitioners who can assess the work itself.
- Model
- Retained and contingent
- Coverage
- Permanent, contract, interim
- Screening
- Practitioner assessed
- Shortlist
- Short, with the caveats
- Personnel
- AU citizens, NV1 or NV2
A recruiter matching keywords cannot tell the difference between someone who has run an incident and someone who has read about one. The cost of that gap does not show up at offer stage. It shows up eighteen months later, usually under pressure.
Our consultants have done the roles they recruit for. Candidates are assessed on the work, references are taken by people who know which questions matter, and the shortlist arrives with an honest read on where each person is strong and where they will need support.
Recruitment should connect capable people with real opportunities rather than treating either side as a transaction. We represent roles we would take ourselves, and we tell candidates the parts that are hard.
Search, assessment, and the advice around both.
Search
Mandates run end to end, from role definition through to the first ninety days.
- Executive and specialist search
- Contract and interim placement
- Team build out and capability uplift
- Advisory board and non executive introductions
Assessment
Technical and behavioural evaluation carried out by people who have held the role.
- Technical capability assessment
- Structured reference checking
- Interview panel design and support
- Incumbent team capability review
Market advice
What the market will actually bear, before you write the role or the budget.
- Market mapping
- Remuneration benchmarking
- Role design and scoping
- Onboarding and retention advice
Fewer candidates, better calibrated.
Define
The role you actually need
Often the brief describes a person who does not exist, or three people compressed into one. We test the role against the market before the search starts, and we will say when the budget and the brief do not agree.
Assess
Screened on the work
Candidates are assessed by a practitioner from the relevant discipline, on problems close to the ones the role will face, with references taken by someone who knows what a good answer sounds like.
Land
Through to the first ninety days
Offer support, an honest handover of each candidate's strengths and gaps, and a check in during onboarding, because the risk of a bad hire is highest well after the contract is signed.
Hiring, or open to a move
Both sides get a straight answer.
If you are hiring, tell us the problem the role exists to solve. If you are considering a move, we will tell you what a mandate really involves before your name goes anywhere near a client.
- Enquiries
- enquiries@verityn.com.au
- Confidentiality
- Candidate approaches stay private