Permanent search
For core functional hires where quality, speed and market coverage all matter. Suitable for specialist and management appointments.
For employers
Recruitment support for specialist and leadership hiring.
Whether you need a business-critical replacement, a confidential search or hiring support for a scaling team, Blackridge Search Partners offers a more structured route to shortlists that make sense.
Targeted outreachTalent mapped by function, sector and seniority.
Candidate calibrationTechnical fit, communication style and motivation considered together.
Clear process ownershipFewer bottlenecks and better visibility from brief to offer.
Solutions
Flexible support for the mandates that matter most.
Choose the search model that best matches the importance, confidentiality and urgency of the role.
Retained search
A dedicated, project-led approach for leadership, confidential or difficult-to-fill mandates where deeper market mapping is required.
Team build-outs
Support for multiple hires across a programme, project, new function or period of transformation.
Market mapping
Useful when you need salary context, talent availability or role calibration before opening a full search.
Why employers choose us
A sharper brief creates a stronger shortlist.
We do the work upfront so you are not spending time on interviews that were never going to convert.
Sector fluency
We recruit across finance, IT, engineering and supply chain — functions where the role context matters and generic screening falls short.
Balanced candidate assessment
We pay attention to capability, leadership, stakeholder exposure and team fit, not just years on a CV.
Process momentum
From diary management to feedback loops, we help keep the search moving so strong candidates do not go cold.
Professional candidate experience
Clear communication protects your employer brand and makes it easier to close sought-after talent.
Process
What a Blackridge search typically looks like.
A simple structure helps everyone move faster and make better decisions.
Week 1
Kick-off and calibration
Role brief, reporting line, package alignment, must-haves and decision process agreed.
Week 1–2
Market map and outreach
Active and passive candidates identified, approached and screened against role criteria.
Week 2–3
Shortlist and interviews
Candidate feedback shared, interviews coordinated and market response tracked.
Offer stage
Closing support
Expectations aligned through offer, notice period and onboarding planning.
Typical mandates
Roles we support across our core sectors.
Examples below are illustrative and can be tailored to your hiring needs.
Finance
- Chief Financial Officer
- Financial Controller
- FP&A Manager
- Financial Manager
- Management Accountant
IT
- Engineering Manager
- Solutions Architect
- Product Manager
- Data Engineer
- Cybersecurity Analyst
Engineering
- Project Engineer
- Process Engineer
- Maintenance Manager
- Design Engineer
- Plant Manager
Supply Chain
- Procurement Manager
- Demand Planner
- Warehouse Lead
- Logistics Manager
- Operations Director
FAQ
Common employer questions.
Useful starting points when planning a search.
Do you work on confidential leadership searches?
Yes. Retained or confidential searches can be handled discreetly with a controlled candidate communication process.
Can you support multiple hires at once?
Yes. Team build-outs and transformation hiring can be scoped as a project with shared timelines and reporting.
What information do you need to start?
A clear role brief helps most: responsibilities, reporting line, location, package range, urgency and any non-negotiables.
Do you recruit outside one sector?
Yes. The site is structured around four core verticals, but adjacent roles and cross-functional hiring can also be discussed.
Start the conversation
Need to fill a specialist or leadership role?
Use the contact page to share the role, urgency and context. We will shape the search from there.