Talent Pipelining

Be ready for current and future hiring requirements

Talent Pipeling Services

Pipelining is critical to your business success now and in the future. Pipelining will give you a more insightful and strategic approach to resourcing, and by building sustainable and intelligent talent pipelines this will help to save time, money and manage risk. By planning ahead, it will help you to overcome unexpected circumstances. The focus is to find and engage with the best talent now, who will run your business in the future. Having access to the best candidates ensures the business has more and better choice, to make quality hires, sometimes at short notice.

Our Talent Pipeline Solutions Can Help You With

Multiple Hires

Multiple Hires

Talent Pipelining works well for clients looking to hire multiples of similar roles regularly, in either single or multiple locations. Popular functional areas include sales, product, engineering and senior management.

Succession Planning

Succession Planning

Pipelining is also a useful service to assist with Succession Planning, where we can help you identify and engage a pool of individuals ready to step into an opportunity at any given moment.



Talent Pipelining is well defined to support Diversity, where we can work with your company on targeted campaigns focused on the benefits of hiring female talent, cultural as well as ethnic diversity.

Brand Awareness

Brand Awareness

Some Talent Pipeline campaigns can have a focus on helping to understand and develop employee brand. By managing and shaping perceptions, we can assist in creating a more favourable perception or even reinvigorate your brand, if relevant.

Customised Solutions

We customise our delivery to suit each requirement and we can add components of our service to increase your capability as needed. Although standard elements include identification and candidate approach and attraction, we can also assist with scheduling and candidate management through to offer management.

Our Delivery Process

Upon review of your business goals and assessment of your current recruitment process, we’ll customise a delivery strategy with all key components tailored to your needs. A Senior Account Manager will oversee the successful delivery of your project. We believe that success is determined by regular and open communication, together with regular reporting, where we will discuss the search status and any market and brand feedback.

The Four Stages of Talent Pipelining

Stage One – The Brief

We work alongside business leaders to help design pipelining solutions that support broader business goals. In doing so, we will take a detailed brief to fully understand the requirements of the project. At this point, we will agree the scope of the campaign and expected deliverables. During this phase, we will confirm the target organisations and market to be researched, together with the ideal candidate profile.

Stage Two – Desk Based Research – Market Mapping

From here, we start our desk research process that will cover a thorough examination of the market within the specified companies and segments. We use a variety of desk based tools, and where needed, we also compliment this with initial phone research to verify key information. The output is a market map of candidates with names, job titles and contact details, but does not yet involve any candidate engagement at this stage.

Stage Three – Engagement

From initial contact, to point of hire, we build relationships with the candidates on your behalf. This is essential in order to make sure that they are open to engage, when you want to attract them. During each approach, we will proactively market your brand, and opportunity, if relevant. Our experienced recruiters will build a good rapport with each and every individual. During our screening process, we will build a talent profile of each candidate that we will use to deliver our talent pipeline.
CVs will be submitted with consultant comments that cover the overall career background, skills profile against pre-determined criteria, motivations, salary and openess to relocate, if relevant. CVs are usually drip fed to the business and can be introduced as early as week two into the search. When delivering our campaigns, all insight that we gather will be documented in our weekly reporting.

Stage Four – Handover And Talent Management

We will agree the best way to hand over the candidates and make initial introductions where relevant. We will also assess how you would like to maintain the management of talent pipeline. This aspect is critical, as it is only by on-going engagement with the talent pool, that you will be in a stronger position to make repeat hires. Regular communication results in a more positive candidate experience and your Employer Brand remaining fresh, so candidates continue to be open to opportunities in the business. Your internal talent team may wish to manage the talent pool, or alternatively we can do this.

What Our Clients Say

Unlike many vendors, Research Partners are always honest about the projects that are within their capabilities to deliver. I find their integrity refreshing, and believe it's one of the things that really sets them apart.- VP Talent Acquisition, Tier 1 Online Firm
I was very impressed with the diligent process that Research Partners undertook in delivering various market intelligence and search campaigns. I truly felt that they listened, verified my requirements, kept me informed, introduced me to some terrific candidates and became a true partner.- VP EMEA Recruitment, Tier 1 Software Company
On all occasions that I have worked with them, both the recruitment team and hiring managers feel that the team at Research Partners understand our very specific needs and introduced solid candidates that fit the profile in terms of skill set and cultural fit.- EMEA Recruiter, Online Fortune 500 Company
Above all Natalie and Heidi are both extremely personable as well as professional and will stretch themselves to adapt to a client’s changing landscape during the market mapping and executive search process. Research Partners will continue to be my go-to firm on critical and difficult appointments where a knowledge of the industry and its key players are required.- Head of Senior Level Recruitment, Consulting Firm
Research Partners is a high quality Executive Search firm that stands out for three main reasons. Firstly, its consultants have real interest in their clients. Natalie and her team are well known to the company, and have taken the time to really understand our business and our culture. Secondly, they have a global network of consultants in Europe, Asia and the US, and experience that has enabled us to use them successfully for both national searches in the UK but also internationally in regions such as South Africa, Czech Republic and Portugal as well as Western Europe when necessary.- Head of Talent Acquisition, EMEA-R, Tier 1 Internet Company
Engaging Research Partners means working with an honest partner that has complete involvement with the search delivery process from market mapping, top talent name identification, screening and ranking candidates. I fully endorse their capability.- Managing Director, Consulting Firm