TalentPilot
Build hiring capability that stays with your team.
TalentPilot is a hiring platform for teams building the energy transition, backed by specialist search. The platform is how you hire most people. We are how you hire the difficult ones.
- 44%
- The least you save, even if every single hire still needs a specialist search.
- 82%
- Of the planning, writing and analysis behind each hire, taken off your team.
- 21 tools
- Included from day one, with nothing held back for a paid tier.
Why this exists
The model is the problem, not the people.
Most recruiters we know are good at the job. They are working inside an arrangement that pays them for the wrong things, and you feel it four ways.
The cost moves with the salary
A percentage of every offer means the bill is unknown until the day you make one, and a higher salary quietly pays your recruiter more.
Exclusivity narrows the field
You are asked to close down your options at exactly the moment you want them open, and the reward for that is rarely spelled out.
CVs arrive faster than decisions
Speculative profiles land because sending them costs nothing. Reading them costs your hiring managers hours they never get back.
Silence until it is too late
When a search stalls, the person running it has every reason to keep quiet. You usually find out when the start date moves.
Who this is for
Built for organisations driving the energy transition.
It earns its place from two specialist hires a year upwards. Below that the arithmetic does not work, and we would rather say so than sell you something.
- Scaling an energy transition team
- You have a real headcount plan for the next twelve months and you would rather build it deliberately than fill each vacancy as it becomes urgent.
- Replacing contingency fees
- You are paying a percentage on every hire, the cost moves with the salary, and nobody is accountable for what happens between the first conversation and the offer.
- Building your own hiring capability
- You want the market intelligence and the planning tools to own more of your hiring, and a partner content to be needed less each year.
How it works
Not every hire needs a headhunter.
Some roles need somebody who already knows the fifteen people in the country who can do them. Most do not. The difference is worth a great deal of money and almost nobody separates the two.
We run those.
Niche engineering, a market nobody local has worked in, a leadership hire with a very short list of credible names. An agreed job spec and person spec, named target companies, and you watch every step of it.
A fixed fee of 8 to 10%, agreed before we start
Your team runs those.
The advert is written for you, the salary band is benchmarked, the interview questions and scorecards are built, and you can see where the talent actually sits before you start.
No cost, and far quicker than doing it yourself
The other saving
82% of the work behind a hire, gone.
Writing the job description. Benchmarking the salary. Checking the talent pool exists. Drafting the advert. Building interview questions and scorecards. Putting an onboarding plan together. That is roughly 22 hours per hire, and the platform removes about 18 of them.
22 h
The planning, writing and analysis behind a single hire, before anyone is interviewed.
18 h
What the platform takes off your team, per hire, once the full plan is running.
Yours
Multiply that by the roles your own team takes on. The calculator works it out from your plan.
The platform
Four modules, and what each one is actually for.
Every tool here is included from the first day. The modules follow the order hiring happens in, so each one sets up the next.
Build a smarter workforce strategy before you hire.
Turn planned headcount into a coherent hiring roadmap. See where the people are, set informed salary bands and sequence each search before an urgent vacancy turns into an agency instruction.
Talent Heatmap
See where your talent pools are concentrated
4 more tools sit behind Plan.
Access them all with a free trial, no credit card requiredThe working tool, with demo data.
Show specialist candidates why the move is worth making.
Understand how candidates see your organisation before a search begins. Strengthen the proposition, improve the advert and give direct outreach a reason to earn a response.
Competitor Attraction Analysis
Understand how your offer compares to competitors for talent
3 more tools sit behind Attract.
Access them all with a free trial, no credit card requiredDesign preview. Competitor Attraction Analysis is in build, and the figures shown are illustrative.
Run a structured, consistent selection process.
Give every hiring manager the same clear structure for interviews and decisions. Keep the pipeline visible, reduce process drift and retain the capability for the next search.
Search Control Centre
Live search status and full outreach visibility
3 more tools sit behind Hire.
Access them all with a free trial, no credit card requiredDesign preview. Search Control Centre is in build, and the figures shown are illustrative.
Act on risk before another search becomes necessary.
Give managers practical signals, structured onboarding and consistent conversations. See retention risk and pay pressure earlier, then learn from exits rather than repeating them.
Pay Compression Alert
Flags where existing pay lags behind new hire rates
7 more tools sit behind Retain.
Access them all with a free trial, no credit card requiredDesign preview. Pay Compression Alert is in build, and the figures shown are illustrative.
Dedicated account management
You see the search, not a summary of it.
A named account manager who knows your plan, and a weekly update written to be read by somebody who has to make a decision, not filed.
- Delivery activity
- Outreach volume, the channels used, response levels and how the funnel moved since last week.
- Full search visibility
- The target companies, who was approached, and where each person sits in the process.
- Reasons for non-interest
- Compensation gaps, location, timing, counter-offer risk and concerns about the role scope.
- Interview and selection data
- Feedback themes, where candidates drop out, and the signs of friction in your own process.
- Live market intelligence
- Salary expectations, notice periods, what is motivating people and what ends a conversation.
The last section of every update is the part most reports leave out: what we are doing next, what you need to do, and the decisions waiting on you to keep the search moving.
Your numbers, not ours
Work out what this is worth to you.
Change any of the four numbers. It counts the hours a search costs you once we help you bring it in house, so what you see is already net of your own time.
Today
£78,120
in agency fees
154 hours
of your team's time on the roles they run
With TalentPilot
£43,400
in fees
29 hours
of your team's time
£34,720 and 125 hours back.
Modelled at ten percent, the upper end of our range.
Book a demo and we will show you where that comes from.
Getting started
Start with your real hiring plan, not a sales demonstration.
Your first month includes every tool and a 90-minute launch meeting, built around the hires you are actually making. No payment card, and nothing renews on its own.
- 01
Map out your hires
Share the roles, seniority and salary bands you expect over the next twelve months. That builds your roadmap and configures your workspace around it.
- 02
Sort the hard from the rest
Decide together which roles genuinely need specialist industry experience, and which your own team can run on the platform.
- 03
Run it
We take the specialist searches. You take the rest, with the planning, salary data and interview structure already built.
After the month, we agree how many searches we will run for you over the year ahead. The platform stays open to your team for the full twelve months at no further cost, because the tools are not the thing you are paying for.
Bring us the next twelve months of hiring