We headhunt the person you will not find on Indeed, vet them so your first-stage calls disappear, and aim to have them in the seat for January. Short, clear and ready to take to your team.
Your words from our calls, played back so you can check we listened before you take this to your team.
ClickSlice is an SEO agency where the work is hands on and the pressure is month on month: clients are not locked into contracts, so results have to show. You need a senior SEO who knows their strategy, can talk to clients while staying properly technical, and does not need to be led by the hand.
Your current process is thorough but expensive. For the last hire you ran around 40 first-stage interviews to put 4 candidates in front of the final stage, and the technical questions are where most people fall over. You added a video step to your Indeed ad to filter harder. It did filter, but only around 10 people applied, and the ones who sent a video did not pass.
You want someone in post in January, you will prioritise interviews in November, and you want a clear view of the fee, the guarantee and the turnaround before you commit. That is exactly what this page sets out.
"You have to be proactive."
Iulia Banu, 26 October
"There's a lot of responsibility and hands on for this job."
Iulia Banu, 26 October
"This would be my number one priority."
Iulia Banu, 26 October
Your judgement on candidates is not the problem. The problem is that your time is the first filter. We make it the last.
Every candidate is interviewed by our team and scored against your scorecard before you see them. The technical scenarios you ask in the first call, we ask first, and we ask for real examples, not textbook answers.
On Indeed a candidate sees another SEO job description. We build the employer value proposition: a respected agency, great clients, a close team and real ownership. That is what makes an employed senior SEO take the call.
People switch off for job moves from the middle of December. Starting now means interviews happen in November, offers go out in good time, and a one to two month notice period still lands you a January start.
Your team has already done the thinking with the scorecard, so we can start straight away.
Pay the activation fee and sign the terms. We have capacity open right now, so the team can begin as soon as both are done.
We take your scorecard and build the employer value proposition ourselves, then go straight out to our network and your target SEOs.
Vetted candidates land on your board with their scorecards. Our average from signing to offer is 25 days.
We manage the offer and the notice period. Notice for this level is usually one to two months, so January is realistic.
On the video step. It did what you wanted: it separated the serious from the casual. But a filter only works on the people in front of it. The strongest SEOs are employed and not applying to anything, so we go to them instead of waiting for them to find your ad.
Senior SEO Specialist, UK preferred, fully remote. We will check this profile against the scorecard you completed, and the scorecard becomes the standard every candidate is tested against.
We are headhunters, not recruiters. The people you want are employed, doing well and not looking. We go and get them.
We start from the scorecard you have already filled in: the mission of the role, what success looks like at 90 days, 6 months and a year, and the competencies that matter most.
We approach SEOs directly from our own private network and from targeted lists built around the profile of the three SEOs you already have. Our LinkedIn Recruiter Enterprise licence means we can reach the whole UK market.
We build the employer value proposition for ClickSlice and pitch it to people who are not looking, in the same way you pitch your own dream clients on why to choose you.
Every candidate is interviewed by our team, recorded and scored against the 60/40 scorecard. That replaces the 30-minute first-stage calls you currently carry yourself.
Candidates land on your client dashboard with their scorecard, LinkedIn and a trophy case of what they have delivered. You move the ones you like forward with one click.
We manage the offer, the notice period and the start date, so you get the outcome without the chasing.
The ones that came up on our calls, so you have them to hand when you talk to your team.
If the person does not work out for performance reasons in their first 12 months, we run the search again free of charge. There is no second fee and no extra charge.
You are covered. We replace them at no extra fee. There is no second year of fees and no further charge, the guarantee simply runs for the full 12 months.
Yes. Notice periods for this level are typically one to two months, and people are still active in November. The risk is December, when candidates switch off, which is why starting now matters.
People on Indeed are looking for any job. The SEOs you want are already employed, often at competitors, and need a reason to leave. We build that reason, then go to them directly, and we vet them before you spend any time.
We regularly fill roles like this. One of our hardest searches was a data and relevance engineer for iPullRank who also had to be client-facing. We placed two, and both have gone on to promotions.
Your completed scorecard, fast feedback on each shortlist, and interview slots in November. You told us this is your number one priority, and we will keep to that pace.
The Gold package at 22.5%, as agreed on our call. One year of cover on the hire, and no extra fee after.
Fees are a percentage of first-year base salary. The activation fee is deducted from the success fee, so you never pay it twice. Full terms are in the agreement.
You already know how we think from our calls. Here is the track record behind it.
Firstly, they do NOT spray and pray. They take a super methodical approach to first aligning on what the role needs.
Chirag Kulkarni, Founder, TACOAfter three failed hires, these guys found us a rockstar. A great fit both technically and culturally.
Christine King, COO, StorIQ (self storage)They have transformed our SEO hiring process, allowing us to find and recruit the top 1% of talent.
Chris Dreyer, Founder, Rankings.ioThree steps and the team gets started straight away. Once you have the go-ahead, pay the activation, sign the terms, and we begin.