The best talent usually isn't looking for their next role. That's why we don't search where everyone else does.
The best talent usually isn't looking for their next role. That's why we don't search where everyone else does.
Only by accessing 90% of the market can we be sure we’ve reviewed enough talent to find the best possible candidates.
We then rigorously assess them using multi-faceted psychology methodologies to find those that we can be confident will perform in your unique context.
Our hands on human and psychology driven approach is what makes us different from other search firms. And we have the results to prove it.
Our hands on human and psychology driven approach is what makes us different from other search firms. And we have the results to prove it.
Market access is key to finding the best talent.
Market access is key to finding the best talent.
Traditional search relies on individual networks and LinkedIn, often missing off-market talent and accessing only a small part of the market.
Traditional search relies on individual networks and LinkedIn, often missing off-market talent and accessing only a small part of the market.
RETURN. maps the entire market to ensure we have visibility to the best off-market and hidden talent that doesn’t normally show up in searches.
RETURN. maps the entire market to ensure we have visibility to the best off-market and hidden talent that doesn’t normally show up in searches.
RETURN.
RETURN.
Outreach to candidates can make or break a search.
Outreach to candidates can make or break a search.
Traditional search relies on email and InMail to contact potential candidates.
Traditional search relies on email and InMail to contact potential candidates.
RETURN. finds candidates mobile numbers so 97% of our outreach is via a phone conversation.
RETURN. finds candidates mobile numbers so 97% of our outreach is via a phone conversation.
RETURN.
RETURN.
Identifying the best talent can’t be left to assumptions.
Identifying the best talent can’t be left to assumptions.
Traditional search often relies on interpretation of resume and pedigree to gauge fit for roles, leaving a lot to assumptions.
Traditional search often relies on interpretation of resume and pedigree to gauge fit for roles, leaving a lot to assumptions.
RETURN. uses psychology and benchmarking to assess behavior and future performance under pressure. Nothing is left to assumptions.
RETURN. uses psychology and benchmarking to assess behavior and future performance under pressure. Nothing is left to assumptions.
RETURN.
RETURN.
Even the best candidates can fall at the last hurdle.
Even the best candidates can fall at the last hurdle.
Once a successful candidate is in role it’s unusual for search companies to check-in with them. At most it’s usually a single check-in in the first month. They’re on their own.
Once a successful candidate is in role it’s unusual for search companies to check-in with them. At most it’s usually a single check-in in the first month. They’re on their own.
RETURN. has an Executive Transition and Integration Lab that onboards successful candidates and provides twelve months of in-role coaching. We don’t leave performance to chance.
RETURN. has an Executive Transition and Integration Lab that onboards successful candidates and provides twelve months of in-role coaching. We don’t leave performance to chance.
RETURN.
RETURN.
Don’t take our word for it.
Here’s the proof.
Don’t take our word for it.
Here’s the proof.
RETURN.
TRADITIONAL SEARCH
Market coverage
Market coverage
Key targets brought back for first interview
Key targets brought back for first interview
Promotions within 24 months
Promotions within 24 months
Leavers or underperformers within 12 months
Leavers or underperformers within 12 months
Leavers or underperformers over 4 years
Leavers or underperformers over 4 years
First-year performance at least peer group
First-year performance at least peer group
Psychonomics is at the heart of our process.
Psychonomics is at the heart of our process.
There is a science to predicting future human performance.
It’s called Psychonomics
There is a science to predicting future human performance.
It’s called Psychonomics
RETURN. defines Psychonomics as the application of cognitive psychology, behavioural science and data to predict and improve performance in organisational contexts.
RETURN. defines Psychonomics as the application of cognitive psychology, behavioural science and data to predict and improve performance in organisational contexts.
Whether hiring leaders, assessing succession candidates, managing transformation or improving team performance, Psychonomics helps organisations move beyond assumptions and make better decisions when the stakes are high.
Whether hiring leaders, assessing succession candidates, managing transformation or improving team performance, Psychonomics helps organisations move beyond assumptions and make better decisions when the stakes are high.
Psychonomics is key to how RETURN. predicts future performance. Reducing the risk of wrong decisions, or mis-hires.
Psychonomics is key to how RETURN. predicts future performance. Reducing the risk of wrong decisions, or mis-hires.
At its core psychonomics examines
four interconnected lenses.
At its core psychonomics examines
four interconnected lenses.
Pedigree
Focused on past
performance
Pedigree
Focused on past
performance
Experience
Experience
Where someone has been.
Where someone has been.
Capability
Capability
What someone can do
What someone can do
Provides no insights into future performance and increases risk of making wrong decisions.
Provides no insights into future performance and increases risk of making wrong decisions.
RETURN. Psychonomics
Focused on future
performance
RETURN. Psychonomics
Focused on future
performance
Behavior
Behavior
How someone thinks, decides, influences, collaborates, adapts, and leads under pressure.
How someone thinks, decides, influences, collaborates, adapts, and leads under pressure.
Capability
Capability
What someone can do today, what they need to do tomorrow, and development gaps.
What someone can do today, what they need to do tomorrow, and development gaps.
Context
Context
The culture, complexity, stakeholder expectations, and strategic priorities that someone has to operate within.
The culture, complexity, stakeholder expectations, and strategic priorities that someone has to operate within.
Commercial Impact
Commercial Impact
The effect someone’s decisions have on growth, execution, adoption, engagement, retention, and performance.
The effect someone’s decisions have on growth, execution, adoption, engagement, retention, and performance.
Provides insights into future performance and reduces the risk of making wrong decisions.
Provides insights into future performance and reduces the risk of making wrong decisions.
Psychonomics isn’t replacing judgement. It’s strengthening it.
Psychonomics isn’t replacing judgement. It’s strengthening it.
Companies that understand behaviour will:
› Make better hiring decisions
› Build stronger teams
› Adapt to change faster
› Create more value
We are so confident in our process that if we’re unsuccessful, we’ll refund 100% of your fee.
We are so confident in our process that if we’re unsuccessful, we’ll refund 100% of your fee.
But we won’t need to.
But we won’t need to.
We’re not here to deliver a placement, we’re here to ensure performance. Our process is tried and tested, but we’re always finding ways to improve it more.