Our company needed to improve its connection with the field sales staff and knew that a special person was required to raise the game. We opted to use High Growth for this assignment having also considered two very big players in the recruitment market. We liked the new thinking that they were bringing to the situation.
I was really impressed with the workshop approach that High Growth applied to the selection process.  In a tough but enjoyable day, we worked with the candidates and were able to see them perform. In front of our eyes, some of the best crumbled and some outliers shone.  By the close we really understood what we might be getting and went on to make a great hire.  As an unexpected bonus it helped us promote our business to all candidates - which helps a small company (£28m t/o) like ours to spread the word - and hugely reinforced the desire in those short listed to succeed.  Definitely a brilliant approach to building a winning team. High Growth was passionate about the process and delivered the result I needed.  
Based on this good experience, we later went on to engage two new BDM's using similar methods. And then three years later when it was time to find a new UK Sales Manager, we again repeated the process and were delighted when one of those BDMs applied and, in the selection process, outshone all comers to be promoted into the job.
This is really a great way of eliminating 90% of the uncertainty involved in hiring excellent people.

Peter Selkirk
Chairman, E.H.Taylor & Co.Ltd.
February 2012

The challenge that I faced was to make my very successful consultancy business, Oilfield Production Consultants Ltd., less dependent on me. The business operates in the Oil and Gas E & P sector and we’ve been growing for 24 years. I was talking with another man who runs his own business at a race meeting (we both race motor cars) and he referred me to High Growth, an unusual recruitment operation that clearly understands entrepreneurs. At our first meeting in early 2011, we agreed to review the strategy, financial performance and options going forward. The outcome was that we would put a Board of Directors in place starting with a Technical Director, followed by the Commercial Director and finally the Consultant Services Director.
After his first few months in post, the impact of the Technical Director has been extremely positive and the Commercial Director joined the business just two weeks ago, so is settling in. The third Director should be in post during 2012/Q2 to complete the team.
High Growth has led the engagement of these people in an extremely professional manner and kept most of the effort well away from me as the client but I’ve felt fully informed with progress at all times. I like the open way that the High Growth team works and appreciate the judgement that they bring to the party.

Piers Johnson
Managing Director, OPC.
February 2012