We help C-suite leaders hire in a way that protects delivery, supports growth targets and reduces the risk of a costly mis-hire. We’ll partner with you to define the role clearly, align market rate and expectations early, and present a small, decision-ready shortlist, so leadership time isn’t wasted and performance stays on track.
OVERVIEW
As a C-suite leader, you are accountable for revenue, performance and execution across the business. You are balancing board expectations, growth targets, headcount planning and cost control at the same time. When hiring drifts, salary expectations surface late or shortlists miss the mark, decisions slow and delivery risk increases.
You are expected to hit targets, protect margin and strengthen leadership capability without inflating the cost base. That means critical hires need to be aligned, commercially viable and ready to deliver, not “worth a conversation”.
We work with C-suite leaders to tighten role scope early, bring clear market benchmarking before interviews begin and present a small number of candidates who meet the brief commercially and operationally. The result is faster decisions, fewer resets and key roles filled without dragging down performance.
THE PROBLEM
When a key position remains vacant, delivery timelines move and commercial plans soften. Senior leaders step back into operational detail to steady the function, while teams stretch to maintain output. What begins as a hiring delay quickly becomes a constraint on growth and a risk to forecast.
An underperforming hire increases the cost base without strengthening capability. Salary is committed, yet performance does not improve and other leaders compensate to keep targets on track. Replacing them means further spend, renewed disruption and uncomfortable scrutiny around hiring decisions.
When market rate and candidate expectations are not aligned early, the issue surfaces at the end of the process. Finance re-enters approvals, counter-offers complicate matters and weeks of progress unwind. The role remains exposed while competitors move faster.
When briefs shift or stakeholders are not aligned, interviews multiply and decisions drag. Strong candidates disengage, underperforming areas stay exposed and leadership time is absorbed into debate rather than delivery. Pace and clarity are lost.
HOW WE CAN HELP
We define what success looks like upfront, including outcomes, reporting structure and realistic salary parameters. That prevents shifting briefs, reduces internal debate and shortens the time critical roles remain exposed.
Every candidate is assessed for delivery capability, not just interview polish. We qualify for impact, cultural fit and salary alignment before you meet them, reducing the risk of adding cost without improving performance.
We bring current salary benchmarking, notice period insight and counter-offer risk into the conversation from the start. Addressing expectations early protects budget assumptions and avoids late-stage offer resets.
Through proactive outreach and established relationships across digital, tech and data, we engage professionals who are not actively applying elsewhere. This widens the talent pool and increases the likelihood of securing someone who strengthens the function rather than simply fills the role.
Case studies
"Digital Waffle were a real help when we were building out our engineering team. It was a fast-moving period, with a lot happening across our website and apps, and they quickly understood the kind of people we needed. They supported us with both perm and contract hires, kept things moving and made the whole process feel straightforward. Really easy team to work with."
"Hitting 40 hires in 18 months across infrastructure and engineering was an ambitious target, and we needed an agency that could deliver against it without us having to manage the process closely. Digital Waffle did exactly that. The shortlists were focused and we didn't waste time on candidates who weren't right. Every role landed on schedule, and the people they brought in are already contributing to the programmes they're supporting."
"Hitting 40 hires in 18 months across infrastructure and engineering was an ambitious target, and we needed an agency that could deliver against it without us having to manage the process closely. Digital Waffle did exactly that. The shortlists were focused and we didn't waste time on candidates who weren't right. Every role landed on schedule, and the people they brought in are already contributing to the programmes they're supporting."
"Zak has been a real help in building out our talent pool at Commify. His ability to source candidates across diverse roles has been genuinely impressive. His professionalism and commitment to our recruitment needs have made a real difference to the quality of people we've been able to hire."
"We'd never made a digital hire before in the marketing team, so we needed Digital Waffle to get this one right. They got the brief straight away. The process moved quickly, they kept us in the loop the whole way through, and the person they brought in has been brilliant. Knew what they were doing from day one, hit the ground running, and a real fit with the team. Couldn't have asked for a better start."
"Digital Waffle just got us. They understood the pace we work at and the kind of marketing leader we needed. The shortlist was strong and arrived fast, and the person we hired has settled in brilliantly. It was one of the smoothest senior hires we’ve made."
"We needed a specific mix of skills for a senior social hire, which isn't always easy to find in the market. Digital Waffle listened, asked the right questions, and came back with candidates who genuinely matched the brief. Communication was clear throughout and we had the right person in place inside three weeks. Great to work with."
OUR SOLUTION
Even with a clear brief and a strong process, not every hire will stay long term. As part of the leadership team, you are managing headcount investment, cost base and performance at the same time. Traditional recruitment fees are paid upfront, regardless of tenure. The financial risk sits with you from day one.
Intuch is our subscription-based recruitment model designed to reduce that exposure. Instead of a large one-off fee, the cost is spread over 6 or 12 months. You only pay while the hire remains in post. If they leave, payments stop.
For leadership teams, this creates a more controlled cost structure and reduces the financial risk attached to critical hiring decisions.
Our disciplines
Alongside supporting leadership teams with critical hiring decisions, we recruit across the functions that drive revenue, delivery and long-term performance across key disciplines.
SALARY GUIDES
Planning your next hire or reviewing headcount? Clear salary data helps you sense-check budgets, protect margin and understand current market rates.
Our 2027 UK salary guides provide current benchmarks and hiring insight across key functions, helping you align salary expectations early and avoid stalled offers or late-stage budget resets.
With comparisons to 2026, projections for 2028 and a wider market overview, they give leadership teams the clarity needed to approve roles confidently and plan headcount with greater control.
RECRUITMENT TERMS
Senior appointments often need a more focused search, particularly when the role is confidential, specialist or critical to the business.
Compare our standard, exclusive and retained recruitment options to understand the different fees, payment terms and rebate periods available.
Latest insights
November 1, 2026 · 11 minute read
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FAQs
We focus on defining the outcome of the role before going to market. That means clarifying what the function must deliver, what capability is missing and what salary range reflects the UK market. By qualifying candidates against measurable impact rather than interview performance alone, we reduce the risk of hiring someone who increases cost without improving results.
We operate on a small shortlist principle. Every candidate is screened for delivery capability, salary alignment and motivation before you meet them. You receive a focused selection of decision-ready profiles rather than volume. That keeps leadership attention on selecting the right person, not filtering CVs.
We provide up-to-date UK salary benchmarking across marketing, tech, IT and data functions. Before interviews begin, we test your salary range against candidate expectations and notice periods. Addressing market rate early reduces stalled offers, prevents late negotiations and protects approved headcount budgets.
Yes. We work alongside internal teams, adding targeted search and access to passive candidates where additional reach or capacity is needed. We follow agreed processes and provide structured updates, so hiring remains controlled and aligned internally.
Through our Intuch model, the recruitment fee can be spread over 6 or 12 months. You only pay while the individual remains in post. If they leave, payments stop. This reduces financial exposure and gives greater confidence when approving critical hires.
Our average time to fill is 15 to 20 days, depending on scope and seniority. Speed comes from preparation. Clear role definition, aligned stakeholders and early salary benchmarking prevent resets and shorten decision cycles.
Get in touch
If you're planning a leadership hire, our recruitment team can help.
Share a few details about your hiring plans and we’ll arrange a conversation to understand the role, align market expectations and support your next appointment.
Prefer to talk? Call us on 0121 517 0357.
