Before you give us your time, know how the process works.

It is designed as an intelligence-led talent sourcing and placement-support function. The emphasis is on understanding the real requirement, researching the market, testing material fit and controlling introductions. The exact commercial and regulatory model can vary by jurisdiction.

No. You can start with a capability gap, growth plan, difficult role, succession concern or other concrete talent need. We can help define the search question before a formal vacancy is finalised.

No. We may identify professionals through lawful public professional signals, and professionals can also approach us directly. A live introduction still follows the appropriate permission and privacy controls.

Aperture's operating approach requires a controlled permission gate before candidate-specific identity or CV sharing for a live opportunity. The exact process must also comply with applicable law.

No. Passive talent can be particularly relevant. The point of first contact is to explain why a specific opportunity or market conversation may be worth considering, not to force someone into a job-search process.

We form a match hypothesis from the actual work, the person's demonstrated or credibly indicated capability, chronology, professional evidence, practical constraints and unresolved questions. A title or keyword match alone is not enough.

Not automatically. Verification must be proportionate to the decision, lawful and appropriate to the stage. Some facts can be checked from public or supplied evidence. Others require direct confirmation, consent, references or a specialist screening provider.

Not as a blanket promise. Background screening is highly jurisdiction-specific. Where formal checks are appropriate, lawful authorisation, candidate notices and a qualified or licensed provider may be required.

Technology may assist discovery, comparison and organisation. It is not treated as evidence simply because a model generated a score or conclusion, and Aperture does not use an automated model as the final employment decision-maker.

Potentially, subject to the countries involved, the nature of the role and the applicable employment, recruitment, data and immigration rules. Aperture does not provide immigration or legal advice.

Fees depend on search difficulty, geography, research depth, verification level, urgency and the permitted commercial model in the relevant jurisdiction. Scope and fees are agreed in writing before paid work begins.

No. We can improve the quality of information, fit analysis and introductions. We cannot guarantee candidate availability, employer decisions, interviews, offers, salary, visas, sponsorship or successful placement.

Employers: describe the work, context, location, must-haves and timing. Professionals: describe the work you want next, geography, career direction and a link to your professional profile if useful. Do not send highly sensitive identity or financial documents initially.