A hiring partner,
not another agency.
Subscribe to Newstone and get a senior recruiter embedded in your business — mapping talent, building pipelines and delivering high quality shortlists. Flexible 3, 6 or 12 month terms designed for cost effectiveness with the freedom to continue.
- 40+
- years building senior teams
- 3 days
- average time to shortlist
- 92%
- of placed hires still in seat at 24 months
- 3, 6 or 12
- month terms — your choice
Flexibility built around your business.
Some partnerships work best over a full 12 months — others need a shorter runway. We offer 3, 6 and 12 month terms so you can pick what genuinely fits your hiring plan, rather than being forced into one shape.
Try us for a quarter. Roll on or off with 30 days' notice.
A full hiring cycle. Better rate, still flexible.
Deepest partnership and our best rate. Renew or walk away.
We want to be part of your business — not just its supplier.
The best hires come from recruiters who truly understand the business they're hiring for. As your subscription partner, we sit alongside your leadership team, getting under the strategy, culture and capability gaps, so every shortlist becomes sharper than the last.
No revolving door of consultants. No repeated rebriefings. Just one senior team, fully aligned and accountable to your hiring plan.
In your forecasts
A predictable line item your CFO can sign off on without flinching.
Faster every month
We pipeline continuously, so shortlists land in days — not weeks.
One senior team
Same faces, same standards, same accountability across every search.
Skin in the game
We win when you hire — and stay won when those hires stay.
In a quiet hiring market, losing the right people hurts more than not hiring at all.
The cost of a resignation in 2026 isn't just a salary to backfill — it's lost momentum, fractured teams and senior time spent firefighting instead of leading.
finance professionals are open to leaving their firm in the next 12 months.
true cost of replacing a single mid level London hire — fees, training, lost output.
protection a contingency agency gives you against the resignation in the first place.
Contingency only shows up after the damage is done.
- Only activates once a resignation has already landed.
- Costs are unpredictable, spiky and purely transactional.
- Zero protection against attrition or quiet disengagement.
- No view of the market until you're forced to look.
12 months of proactive retention and recruitment support — for less than one traditional placement fee.
- Avoid just one key resignation and the partnership pays for itself.
- Smooth your recruitment spend and cut long term hiring costs.
- A partner who keeps your business talent secure in uncertain times.
- Continuous market intel so you're never caught flat footed.
Let's pilot a 3–6 month retained partnership and show you exactly how much cost and risk we can take out of your talent strategy.
Start a pilotNewstone vs the alternatives.
Same hiring outcome — without the spiky fees, the long ramp or the rotating juniors.
Flat monthly subscription — predictable and CFO friendly.
£60k–£90k+ salary, plus tools, LinkedIn seats and benefits.
20–30% of salary per hire — spiky and unforecastable.
3 days average. Pipelines already mapped before you brief.
3–6 months ramp before a new hire is productive.
2–4 weeks of reactive sourcing on every brief.
Roll on or off with 30 days' notice. Skin in the game.
Fixed cost regardless of how many roles land.
Pay big fees regardless of cultural fit or retention.
Scale up or down across 3, 6 or 12 month terms.
Hire, train and manage — slow to flex either way.
Tiered packages, slow to flex, no continuity.
Specialist desks in finance, change, data and IT.
Generalist by necessity — one team covers everything.
Generalist desks chasing fee targets.
Continuous mapping, benchmarking and intel reports.
Limited to your own network and job-board reach.
Only when you brief a role — then it goes quiet.
One senior team. Same faces, full accountability.
Whoever you can hire and retain in a tight market.
Rotating juniors. Frequent rebriefings.
Values led search. 92% still in seat at 24 months.
Dependent on internal TA capability and bandwidth.
CV led. Replacement guarantee — if you're lucky.
Deep sector expertise baked into every search.
Generalist agencies recruit anyone for anyone. We don't. Every Newstone consultant lives in one of four disciplines — speaking the language, knowing the players and understanding what actually makes a great hire in that world.
That's how a subscription with us delivers shortlists that hiring managers nod at — not ones they politely send back.
Accountancy & Finance
CFOs · FDs · Financial Controllers · Heads of FP&A
Senior finance leaders who run the numbers and the room.
Change & Transformation
Programme Directors · Heads of Change · PMO leads
Operators who land complex change without breaking the business.
BI, Data & Analytics
Chief Data Officers · Heads of Analytics · BI & Data Eng leads
People who turn messy data into decisions the board trusts.
IT & Technology
CTOs · Heads of Engineering · Product & Infra Directors
Technology leaders who scale teams, platforms and product.
Let's build your hiring plan together.
A short call, an honest look at what you need and a tailored proposal — 3, 6 or 12 months, whatever fits.