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For employers · Employer support

A clearer brief. A more considered shortlist.

Discuss a leadership requirement, an authorised job posting or a career transition programme. Start with the business need, then agree the scope and responsibilities in writing.

01

Three ways to work together

For an active hire, discuss the role, the decisions it owns and the evidence a suitable candidate must bring. A conversation does not automatically establish a recruitment mandate.

For a verified job posting, the organisation must confirm the opening and authorise HireIQ to publish and support it. A funding announcement or a public vacancy alone is not enough.

For enterprise or outplacement support, agree the participant group, individual services, privacy arrangements and reporting before inviting employees.

02

What a useful first conversation covers

Share a broad role or programme brief, the location, timing, budget owner and your authority to act for the organisation. Please leave candidate CVs, employee names and sensitive restructuring details out of the first enquiry.

The team will discuss suitability, capacity and commercial scope. Search, publication, profile preparation and employee support are distinct services; none should be assumed from an introductory enquiry.

03

The hiring decision remains yours

HireIQ's internal review determines whether a profile fits the agreed role criteria. A candidate's payment for optional CVPRO preparation does not buy employer preference or bypass that review.

You retain responsibility for interviews, employment terms, lawful assessment and the final decision. No vacancy fill date, number of interviews or hiring outcome is guaranteed by this website.

Explore employer support

Leadership hiringA precise mandate makes it easier to recognise the right experience and explain why it matters.Verified job publishingThe verified board is designed for employer-confirmed mandates where HireIQ is authorised to publish and support the role. Publishing activation is still being qualified.Roles & sectorsDiscuss functional and leadership requirements in their actual business context. Coverage and capacity are confirmed for each engagement.How we workUnderstand what happens between the first brief and an employer decision, and where your input is needed.Candidate reviewAn application receipt or a paid preparation package is not a shortlisted candidate.Confidentiality & consentDefine what may be published, who may receive documents and when the employer's identity may be disclosed.Scope, fees & responsibilitiesEmployer engagements require their own written scope. This page does not publish a standard fee or create an appointment.Enterprise programmesScope organisation-sponsored career support around the participant group, their needs and what can responsibly be delivered.Outplacement supportDiscuss practical career support for departing employees, with clear boundaries between the employer's decisions and the participant's next steps.Employer questionsPractical questions about mandates, candidate preparation and organisation-sponsored support.Discuss your requirementChoose a hiring, publication or programme conversation. The first step is a scope discussion, not a commitment to publish or start work.

Discuss the right scope

Use the existing enquiry route for a broad, non-sensitive brief. Do not send candidate or employee records at this stage.

Start an employer enquiry ↗

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