Not-for-profit
We find specialist and leadership talent for charities, membership organisations and other not-for-profit organisations.
Insider assessment.
Some roles need someone who already understands the not-for-profit world.
Others can benefit from experience gained somewhere completely different.
A Talent Intelligence Report helps you see what your requirements do to the available pool, where transferable experience could widen your options and how salary and package compare with the people you want to reach.
1
Intelligent recruitment.
We understand what it takes to build teams around purpose.
The context you’re working in, the pressures you’re balancing, and the kind of person who will strengthen both the team and the wider goals. That's how we shape a brief.
Before we go to market, BrandBox Echo™ gives a clear view of how your organisation is perceived by candidates, helping refine our employer brand messaging to attract the right people.
From there, our talent attraction tool, BrandBox™, presents the opportunity with depth. The work, the environment, the expectations, and how your organisation operates day to day. All tailored to resonate with the people you want to reach.
A focused search then brings the right people into the process. We guide it through the critical stages, all the way to offer and onboarding.
2
One size never fits all
Sometimes you need a quick fix. Other times, you need strategic insight at the right moment.
We offer both.
Denholm Shorts brings experienced contract and interim professionals into your team when you need additional capacity, specialist knowledge or someone who can step in and get started quickly.
Game Changers gives you access to experienced fractional leaders when you need senior expertise and guidance without making a full-time appointment.
Both give you the flexibility to bring in the right level of support for as long as you need it.
3
Solutions made to measure
Talent strategy & delivery models
Not every hiring problem starts with a vacancy.
Sometimes it’s the way roles are shaped. How decisions get made. Or how the team has grown over time.
We step back and look at it properly.
What does your team actually need next. Where are the gaps. What needs to be built, and what needs to change.
From there, we shape a way of hiring that fits.
That might mean defining roles more clearly. Rethinking structure. Or changing how and when people are brought in. The result is a more deliberate way of hiring.
4
No stone left unturned
Executive search
Some roles shape far more than an organisation. They influence its direction, its people and what it can achieve.
We take the time to understand what that means for you, the expectations placed on the role and what this person needs to take on and build.
From there, we map the market and approach leaders with the experience, judgement and understanding the appointment demands.
We look closely at how they lead, make decisions and respond when the stakes are high. McQuaig adds another perspective on behaviour, style and fit.
And we stay close throughout the decision and into the role itself.