Executive Sourcing · Headhunting
We find the right person — and verify them
Candidate sourcing from open sources, followed by a primary check on the finalists. You get a short-list built around the criteria that actually matter for the role, plus a clear view of who is safe to hire — not another stack of CVs.
Price on request. Scope depends on the role, the market and how many finalists you want checked.
1 · Search
A wider funnel than a job board
- Sourcing across public professional profiles: industry communities, open code repositories, specialist platforms
- Search built around the exact criteria of the role and the experience behind it
- Passive candidates — the people who never answer a job posting
Core of the service
2 · Short-list
Five to ten names, not a long list
- A short-list of 5–10 candidates matched to your requirements
- A fit-and-risk score for every name on it
- A short explanation of why these people and not the others
3 · Verification
Before the offer goes out
- Primary background check on the finalists
- Public red flags: court records, sanctions lists, reputational mentions
- Open and lawful sources only
Price on request
Tell us about the position
We quote after a short brief — the consultation is free and commits you to nothing.
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Sourcing vs personal check
Executive Sourcing is about finding the right person. A personal check is about examining a specific one in depth. The two usually run together: shortlist the finalists, then check them before the offer. Personal check →
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Not legal advice. Argus Intel works exclusively with publicly available information — corporate registries, court records, sanctions lists, public professional profiles and media. We supply facts and analysis; the hiring decision is yours, and any employment screening that falls under local labour or data-protection law should be cleared with your own counsel.