A controlled first search for one hard technical role in plain English
The seven-day shortlist pilot is a structured search sprint for one qualified role. It is not a guaranteed hire or guaranteed candidate count.
Seven-business-day sprint
A controlled first search for one hard technical role
For qualified roles, Reynolds Works can run the first search sprint inside seven business days. If the market is not producing qualified, interested candidates, the output is a clear blocker read rather than a padded shortlist.
In plain English
A controlled first search for one hard technical role
The seven-day shortlist pilot is a structured search sprint for one qualified role. It is not a guaranteed hire or guaranteed candidate count.
Before the search starts
What needs to be true before a shortlist
What Reynolds Works verifies
Before a shortlist, Reynolds Works checks role urgency, approved fee terms, hiring authority, compensation fit, feedback speed, candidate consent, and written terms.
What employers should prepare
A useful intake covers live vacancy, compensation range, interview path, fee approval owner, decision timeline, and known hiring blockers.
How Reynolds Works judges fit
Seven-business-day sprint boundaries
| Item | Included | Not promised |
|---|---|---|
| Role setup | One role or tight role family with clear filters | Broad campaign across unrelated roles |
| Candidate work | Search, qualification, interest checks, and consent where candidates fit | Guaranteed candidate count or guaranteed hire |
| Output | Shortlist or blocker read | Padded resumes to make the sprint look busy |
How Reynolds Works protects the search
Clear terms before candidate introductions
Before search starts, Reynolds Works agrees the role filters, candidate representation rules, fee percentage, and feedback path. That keeps the search useful for employers and respectful for candidates.
Current contingency fee: 15% of first-year base salary, due only if a hire is made under written terms.
No candidate submission without role-specific consent.
Role intake covers systems, credentials, territory, pay, schedule, availability, and hiring process.
Focused on commercial refrigeration, BAS-controls, commercial HVAC service, UK F-Gas refrigeration, and UK BMS.
FAQ
Questions employers ask
What should employers prepare before a Reynolds Works search?
Prepare the role, territory, compensation range, technical must-haves, false positives, interview owner, and fee approval path.
What does Reynolds Works verify before a shortlist?
The search verifies role urgency, approved fee terms, hiring authority, compensation fit, feedback speed, candidate consent, and written terms.
Does Reynolds Works submit candidates without consent?
No. Candidate representation requires role-specific consent before an employer receives identifying details.
What does Reynolds Works prove before a shortlist?
Reynolds Works checks the role requirements, candidate interest, pay fit, availability, location or travel fit, and consent before an employer receives a profile.
Ready when the role is real
Bring the vacancy, the territory, and the must-haves.
Reynolds Works will tell you whether the role fits the launch wedge and what must be clarified before candidates are approached.