Do we pay an upfront fee on the MRP option?

Option 1: No. The placement fee is payable upon placement only. Option 2: With the benefit of a further discount to be applied to the recruitment fee, a 25% retainer is paid upfront, with the balance to be paid upon placement only.

What does 'Evidence Based-Selection' mean?

We seek evidence of prior performance in an aligned technology environment from each candidate. Upon short-listing, we will submit evidence of each candidates' prior performance wherever possible, prioritising those with evidence. This may include photos of recent sales awards, accolades, sales reports with confidential information redacted and similar materials. This ensures those you're interviewing are proven performers. This significantly improves our clients ability to scale sales and delivery teams in a sustainable way where ramp times are shortened and company growth and profits are accelerated.

Can I speak with Ludtec's clients to verify their prior performance?

You sure can. We would be happy to provide this opportunity upon request. In the meantime, some of our clients have spoken openly about their experiences with us in the video below: https://youtu.be/i8unj--1MEU

How many candidates should we expect to interview on an MRP engagement?

Once an extensive search has been conducted, typically involving Ludtec engaging 60-80 candidates, the top 5 to 6 candidates are presented for interview.

How long should I expect the search to take on the MRP engagement option?

Often the first 2 to 3 candidates are presented in the first week (comprising of prequalified individuals we have on our current live candidate list). Once an extensive search has been conducted, normally involving Ludtec engaging 60 to 80 candidates, the full shortlist of the top 5 to 6 candidates is presented for interview. The complete process is typically complete within 2 to 3 weeks of commencing the search.

I'm recruiting a senior software sales executive. How do I know the people Ludtec present are capable of reaching sales targets in my industry?

We seek evidence of prior sales performance in an aligned technology selling environment from each candidate. Together with their resume and our detailed candidate report, we will submit evidence of each candidates' prior sales performance. This may include photos of recent sales awards, accolades, sales reports with confidential information redacted and alike. This ensures those you're interviewing are proven sales performers. This significantly improves our clients ability to scale sales teams in a sustainable way where ramp times are shortened and company growth and profits are accelerated.

Hire with confidence

We don't just present candidates, we present evidence.

Our flexible engagement options are designed to
raise organisational capability through evidence-led hiring.

Engagement Options

We tailor our recruitment delivery model to best suit your unique talent acquisition strategy and operating model. We offer three flexible delivery models:

CONTINGENT RECRUITMENT PROJECT
(CRP)

A Contingent Recruitment Project provides targeted support for recruitment processes, using our deep technology sector networks to extend your shortlist through targeted access to proven high-performing talent.

"We want to extend our shortlist to incorporate hard-to-reach top talent with evidence of high performance."

Includes:

details ▼

Evidence-Based Selection

12 Month Extended Replacement Cover * →

Activate Ludtec’s SaaS Vendor Networks

Ludtec Database Search

Candidate Referral Activation

Targeted Market Search

External Database Search

Network Advertising Campaign

Proactive Diversity-Focused Search

4-Stage Candidate Screening Process

Detailed Candidate Reports

We seek evidence of prior performance in an aligned technology environment from each candidate. Upon short-listing, we will submit evidence of each candidates' prior performance wherever possible, prioritising those with evidence. This ensures shortlists are grounded in what candidates have actually achieved, not just how they interview.

Long-term hiring protection designed around real ramp time and tenure risk for senior and revenue-impacting roles. If a placement ends within the first 3 months, a replacement is provided at no additional cost. If it ends between 3 and 12 months, a replacement is provided at a reduced, pro-rata fee.
* Terms, conditions & exclusions apply.

We are constistently speaking with top performers in the tech vendor landscape and have taken the time to understand their career aspirations. Access a wider and stronger talent pool by engaging candidates who are not responding to job ads but are well matched to your role.

Fast access to candidates we already know, understand, and can benchmark accurately, drawn from a carefully curated database built over 17 years of interviewing technology vendor talent.

We actively generate and manage referrals through trusted professional relationships and networks, ensuring referrals are qualified, screened, and assessed to the same standard as all other candidates.

A proactive, headhunting-led search focused on identifying and engaging high-quality candidates who are not actively applying but closely aligned to your role requirements.

We extend the search across relevant external databases and platforms to ensure comprehensive market coverage and reduce the risk of missed talent.

A coordinated advertising approach designed to attract both active job seekers and passive candidates considering a move within the Ludtec network.

A thoughtful, structured approach to diversity that increases access to underrepresented talent without compromising on quality.

Candidates progress through a structured four-stage screening process covering capability, experience, motivation, and alignment to role and environment.

Decision-ready insights that save time, reduce uncertainty, and support confident hiring conversations - incorporating perfomance against targets, deadlines and KPI's, accompanied by evidence.

MANAGED RECRUITMENT PROJECT
(MRP)

PLAY MRP EXPLAINER

Engaging Ludtec on a Managed Recruitment Project (MRP) transfers full accountability for a critical hire to a team of specialist experts. Combining access to top-tier talent within days with a proactive, comprehensive market-wide search and disciplined, time-bound execution, we deliver a full shortlist of proven high-performers with precision and speed.

"We have a high-priority role where no stone can be left unturned - we need a full shortlist of proven high-performers within a tight timeframe."

Includes all in CRP, plus:

details ▼

Comprehensive Market-Wide Search

Extended Market & Talent Mapping

Targeted Candidate Engagement

Accelerated Shortlist Delivery

Early shortlist delivered within days - featuring pre-qualified, top-tier network candidates
Final shortlist within 2-3 weeks, informed by a complete market-wide search

Tailored Candidate Criteria Document

Candidate Scorecarding

Multi-Platform Advertising Campaign

Stakeholder Calibration & Alignment

Preferential Pricing: Exclusive Engagement

A fully proactive, market-wide search covering all relevant organisations and talent pools, ensuring no viable candidate is overlooked and no reliance is placed on inbound response alone.

An extended market and talent mapping exercise that builds a complete view of the addressable talent pool, identifying relevant organisations, role profiles, and high-performing individuals before discreet, targeted engagement begins.

Proactive, discreet engagement of priority candidates identified through market and talent mapping, with sustained outreach and follow-up to ensure all viable high-performing and passive candidates are thoroughly explored.

A deliberately front-loaded search approach that delivers early market signal within days, followed by a complete, market-wide shortlist within 2–3 weeks to support fast, confident hiring decisions. The initial shortlist provides early access to top-tier talent while enabling feedback and alignment to inform the remainder of the search.

Informed by a detailed job brief meeting with you. we develop a structured, criteria-led evaluation framework used to assess and compare candidates objectively against the agreed success criteria, ensuring consistent, evidence-based decision-making throughout the process.

A structured, criteria-led evaluation framework used to assess and compare candidates objectively against the agreed success criteria, ensuring consistent, evidence-based decision-making throughout the process.

A coordinated advertising approach designed to attract both active job seekers and passive candidates considering a move.

Ongoing calibration with stakeholders to validate criteria, adjust expectations, and ensure alignment as market insight and candidate feedback emerges.

A reduced fee structure tied to exclusive engagement, allowing greater focus, accountability, and depth of search.

RECRUITMENT PROCESS OUTSOURCING
(RPO)

Our Recruitment Process Outsourcing (RPO) service embeds Ludtec as an extension of your organisation, delivering always-on recruitment capability with governance, pipeline continuity, and cost efficiency across ongoing hiring needs within a team, region, or your entire company.

"We want to to supercharge our internal recruitment function and scale high performance across the business."

Includes all in MRP, plus:

details ▼

Bespoke Talent Pipeline Management

Recruitment Performance Reporting

Hiring Manager & Stakeholder Management

ATS & Hiring System Alignment

Forward Talent & Workforce Planning

Reduced Agency Dependency

Volume Recruitment Cost Savings

Cost Spread Over Fixed-Term Agreement

Always-on access to pre-qualified candidates aligned to both current and future needs. Ongoing design, development, and management of talent pipelines tailored to your hiring plans and business priorities.

Regular reporting on pipeline health, time-to-hire, conversion rates, and hiring outcomes, providing visibility, accountability, and continuous improvement across recruitment activity.

Active coordination with hiring managers and stakeholders, including intake alignment, calibration, feedback loops, and ongoing communication throughout the hiring lifecycle.

Seamless operation within your existing applicant tracking or hiring systems, ensuring accurate data management, process consistency, and minimal operational friction.

Ongoing mapping of priority talent segments and future hiring needs, enabling proactive pipeline build and informed planning as business requirements evolve.

A structured approach to reducing reliance on ad hoc agencies by building internal-style capability and always-on pipelines through the RPO engagement.

Lower cost-per-hire achieved through scale, process consistency, and reduced duplication across multiple roles over the term of the engagement.

Recruitment costs are distributed evenly across an agreed term, improving budgeting and cost predictability.