Human-first recruitment for critical roles

Edwin Consulting helps organisations hire business-critical talent across People & Culture, Finance and IT

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View Roles

25+

Years in business-critical recruitment

90%

Briefs from repeat or referred clients

100%

Candidates personally contacted

When a “near enough” hire costs you more than you can see

Generic shortlists, shallow understanding
Recruiters repeat your job description back to you, send a stack of CVs and hope one sticks, without asking the deeper questions about culture, stakeholders and long-term outcomes.
Hidden people risk
On paper, a candidate looks perfect. In reality, values are misaligned, leadership style clashes or past behaviour does not match what your teams need.
Overloaded internal teams
HR and hiring managers already have full workloads. Managing ad responses, screening and follow-up drains time and energy that should be spent supporting your people.
Candidates left in the dark
Poor communication and slow feedback leave a bad taste with high-value candidates and damage your employer brand in a tight talent market.

A recruitment partner who protects both performance and culture

Led by consultant Mark Parnell, Edwin Consulting blends human-first recruitment with structured, transparent process. Leaders choose Edwin when they need a partner who will ask the harder questions, advocate for their culture and treat every candidate with respect.

Critical roles, not volume

90%

The majority of our work is in People & Culture, Finance and IT roles where trust, discretion and change leadership matter.

Retention that proves the fit

95%

Our process is built to reduce mis-hires, with placements that stay and grow rather than churn after the first year.

Leaders who come back

80%

Most briefs come from repeat clients and referrals who trust Edwin as a calm, human-first partner for their most important hires.

How it works

  • 1.

    Brief Clarity

    We dig into the role, context and stakeholders so success is clearly defined before we ever go to market

  • 2.

    Targeted Search

    We combine targeted headhunting, selective advertising and structured interviews to build a focused, values-aligned shortlist.

  • 3.

    Ongoing Support

    We guide interviews, offers and onboarding, then stay close after the start date to ensure the hire lands well for everyone.

A clear, human-centred process from brief to successful start

Edwin Consulting gives you a simple, transparent path from first conversation to successful placement, so every stakeholder knows what will happen, when and why.

“Mark truly understands our business and culture. He doesn’t just fill roles, he delivers people who make a lasting impact. His professionalism and attention to detail make him a trusted recruitment partner.”
Greg Fleay
Director
"Mark placed me in a role outside my comfort zone, and it couldn’t have gone better. He understood both my career goals and the client’s needs, delivering a perfect fit. I’ve trusted and recommended him ever since."
Siobhan Avenell
Chief Operating Officer
Mark combines strong recruitment fundamentals with strategic thinking. He’s a clear communicator, genuinely advocates for clients and candidates, and takes a relationship-first approach. I’d work with him again without hesitation.
Annabelle Reed
Territory Manager

Got any questions?

  • Do you work on exclusive engagements?

    Yes. For critical roles, we typically partner on an exclusive basis so we can go deeper into your brief, manage the market properly and provide a better experience for candidates. It also means clearer communication with your stakeholders and a more focused, values-aligned shortlist.

  • What types of organisations does Edwin Consulting work with?

    We partner with organisations that value both performance and people, including growing mid-sized businesses, purpose-driven organisations and established enterprises. If you care about how your leaders show up for your people, we are likely a good fit.

  • How long does a typical search take?

    Every brief is different, but most searches move from initial briefing to shortlist within [X–Y] weeks, depending on complexity and market conditions. We discuss realistic timelines with you at the start of the process.

  • What level of transparency will we have?

    You receive regular updates on search activity, candidate feedback and any risks or concerns that arise. We aim to be an extension of your internal team, not an external mystery.

  • Can you support internal candidates or restructures?

    Yes. We can design fair, transparent processes that consider both internal and external candidates, and provide interview support and feedback that protects relationships.