Find the talent.
Create the leader.
From your new joiner to your next high performer. Recruit, onboard, coach.
Recruit. Onboard. Coach.
Hiring is usually a relay race with no handover. The recruitment agency runs the first leg, takes the fee, and disappears. HR picks up onboarding (or doesn’t). Hiring managers wing the rest. Three different parties, one person’s journey into the business, and gaps absolutely everywhere.
Where’s your recruiter when your new starter becomes your latest leaver at month eleven? Exactly. It’s alright. We know that one stings.
ROC is different. One owner, one system, end to end. We find the right person. We build onboarding bespoke to your business. We coach them at their level, week by week, until performance is actually happening. By day 90, there’s a scorecard on the table, not a shrug.
We find the fit. Plug them in. Switch them on. In 90 days.
Here’s how it actually works.
Six stages, one connected system, from role design through to day 90. Tap any stage to see what we do and what you get.
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A face-to-face screening call with every shortlisted candidate.
Most recruiters screen a CV and call it a day. We don’t. Every shortlisted candidate gets a proper face-to-face screening call with us, and we use our coaching skillset to pull out the best of who they are. Who they really are. Whether they understand the role. Whether the role suits them, not just whether they can do it. Whether they’ll still be there in eighteen months.
On that same call, we record a two-minute video of them, right there and then. Why they’re interested. What they bring. What matters to them. Your team watches five two-minute videos together and makes a real decision, fast.
By the time your hiring managers meet them, nobody’s a stranger. Everyone’s prepared. Everyone’s there because they want to be there. No more rounds and rounds of interviews trying to figure out if someone’s any good.
The bit most businesses quietly skip.
Onboarding usually looks like this: a laptop, a welcome email, a slack channel, and a month of polite guessing. Get them in and get them going! (At what cost, exactly?)
Ours is different. We sit with your HR team and your hiring managers and build onboarding that’s bespoke to your business, not a template we bolt on. If you already have a solid performance management framework, great, we plug straight into it. If you’ve got nothing, we put one together with you, with a real scorecard and clear ownership: who teaches what, by when, and what good looks like at each checkpoint.
The better the onboarding, the faster people get productive, the more engaged they are, and the more your team knows what they’re doing to make that happen. Everyone wins. Especially the new hire, who stops wondering if they made a mistake.
The part companies think they can’t afford.
With ROC, you can.
This is where most recruitment quietly falls over. The hire’s in, the fee’s paid, and everyone moves on. Six months later, your new starter is underperforming or gone, and the team carrying them is close to burnout. The recruiter? Out of rebate. Oh, and looking for another fee.
We don’t work like that. Whatever level your hire is at, we coach them at their level, weekly, until they’re not just surviving the role but performing in it.
- Early careers Managing upwards. Managing stakeholders. The fundamentals nobody teaches you.
- New manager Establishing yourself and your team, quickly, without the usual stumbles.
- Senior manager Leading teams properly. Driving the vision. Making decisions that stick.
- Strategic leader Connecting fast with the business. Leading from the front. Having impact where it counts.
Coaching carries on for as long as you need it. Because hiring someone isn’t where the work ends. It’s where it begins.
Those lump sum agency fees? We don’t do that here.
Normally the fee disappears the moment the offer is signed. You paid. They left. Good luck with the rest.
With ROC, the money doesn’t leave your business. It gets reinvested into the hire and your team: weekly 121 coaching, onboarding support, real scorecards, real feedback loops. You keep paying for outcomes, not signatures.
By day 90, the conversation is a scorecard.
Not “yes, we like you, probation passes.” Not a shrug and a handshake. A proper conversation against real numbers: what’s going well, where development is needed, what’s next.
Ninety days to performance isn’t a slogan. There’s a structure and a system behind it that works. Tried and tested. Tried and tested. Tried and tested again.
Tell us about the hire on your mind.
Bring us the role you can’t quite get right, the one you keep nearly hiring for, or the senior seat you’re dreading filling. Thirty minutes on a call. You leave with a plan. No decks. No obligation. No “let us send you a proposal.”
Book your call