Construction, manufacturing & engineering
From concept to completion, you need people who care about detail.
Mission accomplishment: Financial Controller for Linian
Mission accomplishment: Change Lead at Weir Group
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Intelligent recruitment.
We understand the pace, the pressure, and the responsibility that come with delivering at scale.
A new project. A shift in demand. A gap in capability at the wrong moment.
That’s when the brief takes shape. Where the pressure sits, how the team is structured, and what kind of person will genuinely strengthen it. Once that’s clear, we go to market.
Our talent attraction tool, BrandBox, presents the opportunity with depth. The work, the environment, the expectations, and how your organisation operates day to day.
From there, a focused search brings the right people into the process. We guide it through the critical stages, all the way to offer and onboarding.
So when someone joins, they’re able to contribute from the outset.
Tell us what you need (or let us help you figure it out).
choose intelligent recruitment2
One size never fits all
Tell us what you need (or let us help you figure it out).
we need a contractorSometimes you need a quick fix. Other times, you need strategic insight at the right moment.
We offer both.
Denholm Shorts for fast, contract and interim support and Game Changers for fractional leaders.
When there’s an immediate need, speed and reliability matter. Denholm Shorts brings in experienced professionals who can step in quickly, take ownership, and keep things moving.
While, some moments call for the kind of experience that shapes direction.
Game Changers brings in senior leaders on a fractional basis, giving you access to that level of expertise, without the need for a full-time hire.
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Solutions made to measure
Talent strategy & delivery models
Not every hiring problem starts with a vacancy.
Sometimes it’s the way roles are shaped. How decisions get made. Or how the team has grown over time.
We step back and look at it properly.
What does the team actually need next. Where are the gaps. What needs to be built, and what needs to change.
From there, we shape a way of hiring that fits.
That might mean defining roles more clearly. Rethinking structure. Or changing how and when people are brought in. The result is a more deliberate way of hiring.
We adapt the model to your context. Not the other way around.
we need a better way to hire
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No stone left unturned
Executive search
Some roles define how an organisation delivers, grows, and performs over time.
We take the time to understand what that really means in your organisation. Where things stand today, where you’re heading, and what this person needs to take on and build.
From there, we map the market. Focusing on leaders who’ve operated at scale, led complex environments, and understand the weight of responsibility that comes with it.
We look closely at how they lead, how they make decisions, and how they operate under pressure. McQuaig adds a deeper read on behaviour, style, and fit.
And we stay close through the decision and into the role itself. Because this goes beyond filling a position. It’s about who takes responsibility for what comes next.