Three steps, one specialist
- Step 1 · Before the shortlist
Brief and search
A 30-minute brief with you, then we research the market, approach candidates and screen them on motivation, salary, notice period and counter-offer risk.
- Step 2 · Shortlist
Three or four assessed candidates
Each scored 1 to 5 against the Gravitate Baseline, with written notes per criterion, so you can compare like with like.
- Step 3 · Target: within two weeks
Two interview stages to offer
You hold interview slots and give quick feedback; we manage the offer and plan for the counter-offer. Start date then depends on notice.
A structured two-stage process targeting shortlist to offer within two weeks.
The two weeks start when we present the shortlist: briefing, research, outreach and screening happen before that. Hitting it relies on you holding interview slots, giving feedback within a day or two and making decisions promptly. Start dates then depend on each candidate's notice period. It's a target we plan around, not a guarantee.
Built on our 7-step methodology, with every candidate assessed against the Gravitate Baseline.
Everything between the brief and day one
- Salary benchmark for your role against our South West salary guide
- A brief and advert that sells the job, not just lists the tasks
- Search across our network, LinkedIn and job boards, not just applicants
- Screening on motivation, salary, notice and counter-offer risk
- An assessed shortlist: each candidate comes with a 1–5 score and written notes for each of the five Gravitate Baseline criteria, so you can compare like with like
- A suggested two-stage interview plan and scorecard
- Offer management, resignation planning and notice-period contact
Three exclusive search options, compared
Every option is exclusive. Choose by how critical and how hard to fill the hire is. Fees are agreed per role.
| Feature | Platinum SearchRetained | Gold SearchHybrid · Recommended | Silver SearchContingent |
|---|---|---|---|
| Suited to | Critical or hard-to-fill leadership hires, such as an FD or Financial Controller | Priority hires where you want speed and commitment on both sides | Straightforward roles where the market is in your favour |
| Search approach and deliverables | Full market map including people who aren’t actively looking; hiring process built with you, from brief and scorecard to offer; one consultant working your search from day one; shortlist of three or four assessed against the Gravitate Baseline | Your role worked from the first day; active and passive candidates approached directly; two-stage process targeting shortlist to offer within two weeks; offer and counter-offer planned for | Focused search; shortlist assessed against the Gravitate Baseline; counter-offer risk checked before you meet anyone |
| Payment timing | Engagement fee when the search starts (non-refundable, deducted from the final fee). Balance due when your candidate accepts your offer, invoiced on the agreed start date | Engagement fee when the search starts (non-refundable, deducted from the final fee). Balance due when your candidate accepts your offer, invoiced on the agreed start date | No upfront fee. Fee due when your candidate accepts your offer, invoiced on the agreed start date |
| Exclusivity | For the length of the assignment: we’re your only recruitment partner for the role, and it isn’t advertised separately without our written agreement | For the length of the assignment, on the same basis | For the length of the assignment, on the same basis |
| Free replacement period | 20 weeks | 20 weeks | 10 weeks |
| Replacement conditions | Paid invoices within 14 days, you tell us within 7 days of a leaver, and not where the role ends through redundancy or a change in role. A new search, not a refund. | Same conditions | Same conditions |
| Fees | Agreed per role | Agreed per role | Agreed per role |
What exclusive means
We’re the only recruitment firm working your role, so candidates hear about it once, from one source, and we can commit our full search to it. Your full terms set out the details.
How replacement works
If your new hire leaves within the replacement period, we run a new search for a replacement at no extra fee. Replacements are a new search, not a cash refund. Conditions are in your terms of business.
Not sure which?
We’ll recommend one on a 30-minute call, based on how critical and how hard to fill the role is.
“First class communication, they do the simple things really well and always deliver with minimal fuss”
“In terms of professionalism, ethics and attentiveness, Gravitate were excellent and I can’t emphasize this enough”
The South West Finance Hiring Guide 2026/27
Salary bands for eight finance roles, a two-week shortlist-to-offer plan and counter-offer advice, written by Eliot Acton.
Got a finance role to fill?
A 30-minute call: the role, a salary benchmark, a realistic timeline and which search option fits.
Frequently asked questions
How much does Gravitate charge to recruit a finance role?
Fees are agreed per role. They depend on which exclusive option suits the hire: Platinum Search for critical or hard-to-fill leadership roles, Gold Search for priority hires, or Silver Search for straightforward roles with no upfront fee. Any engagement fee is deducted from the final fee. Book a call and we'll share our terms.
Do you work on contingency or retained terms?
Both, and always exclusively. Platinum Search is retained, for critical leadership hires, with an engagement fee deducted from the final fee. Gold Search is a hybrid with a small engagement fee, also deducted, for priority hires. Silver Search is contingent with no upfront fee, for straightforward roles. We'll recommend one on a 30-minute call.
Do you offer a guarantee or replacement period?
Yes. Every hire is covered by a free replacement period: 20 weeks on Platinum and Gold Search, and 10 weeks on Silver Search. If your new hire leaves within that time, we find a replacement at no extra fee. We don't offer cash refunds.
What is the Gravitate Baseline?
The Gravitate Baseline is our quality standard: five equally weighted criteria we assess every candidate against before introducing them: proactivity, accountability, commitment to the role, communication and technical background. We score each criterion 1 to 5 when we screen, and you receive the scores with written notes. It keeps shortlists consistent, so you can compare candidates like with like.