A single Account Executive, a confidential revenue leader and an entire Australian team should not be recruited through the same process. Bluebird matches its recruitment services to the role’s seniority, urgency, scarcity and commercial importance.
A recruitment service should reflect the cost of delay and the consequences of a weak appointment. Before recommending a model, we consider role criticality, talent scarcity, confidentiality, number of hires, local brand awareness and the capacity your team has to recruit.
How directly will this hire affect revenue, product delivery, customer retention or market entry?
How scarce is the experience, and will suitable people be actively applying?
Is the assignment confidential, exclusive, multi-hire or tied to an Australian market launch?
We recommend the simplest search model capable of delivering the outcome—not the most complicated one.
Engagement models
Choose contingency, retained or executive search based on urgency, seniority and risk.
Contingency
A flexible search for clearly defined individual contributor and manager-level roles.
No upfront fee
Start a searchIncluded in your search
Retained search
An exclusive search for difficult, priority or senior appointments, with deeper research and a dedicated search lead.
25% upfront
Start a retained searchIncluded in your search
Executive search
A discreet, research-led search for senior and business-critical leaders.
Milestone payments
Discuss an executive hireIncluded in your search
For connected hires or a new-market launch, Bluebird can scope a coordinated programme rather than treating each vacancy as an unrelated search. Scope, sequence, reporting and commercial terms are agreed for the specific brief.
Plan the hiring sequence, shared scorecards and coordinated searches needed to build a function or team. Useful when several roles depend on one another or must be delivered in parallel.
Programme scope and terms agreed for each client.
Combine local talent mapping, role calibration and hiring support for a company establishing its first Australian or APAC team.
Local market and role-delivery scope confirmed before engagement.
The service model changes the depth and commitment of the search. The essentials stay focused on clear expectations, useful evidence and communication.
Clarify the business need, outcomes, reporting line and operating environment.
Agree the evidence and capabilities that guide candidate assessment and interviews.
Calibrate compensation, title and candidate availability against the live market.
Reach relevant active and passive candidates through focused, direct outreach.
Assess performance, context, motivation and fit against the agreed scorecard.
Every introduction includes relevant evidence, motivation, expectations and interview focus.
Coordinate feedback and help manage decisions, negotiation and acceptance.
Applicable replacement terms are agreed before the search starts.
HOW WE WORK
Every assignment begins with an agreed brief and communication plan. The exact schedule depends on the service, role and candidate market.
Confirm the brief, scorecard, compensation range, interview process and candidate proposition.
Share initial availability, compensation and market feedback; refine the search if needed.
Present qualified candidates with relevant evidence, motivation, expectations and interview focus.
Coordinate stages, candidate communication and consolidated feedback.
Align expectations, support negotiation and help manage counter-offer risk.
Stay close through notice and check in after the candidate begins.
The search moves best when the hiring team is aligned before candidates enter the process. Bluebird asks clients to provide a decision-maker, agreed role outcomes, an approved compensation range, timely feedback and a clear interview process. When market evidence challenges the original brief, we bring that feedback forward and recommend practical adjustments.
Bluebird focuses on SaaS, AI and technology hiring. The services page explains how to engage; the specialist pages explain the talent markets.
Account Executives, SDRs, Sales Engineers, sales managers and revenue leaders.
AI, machine learning, data and selected technical hiring.
Employer-focused guidance for defining the right role and candidate profile.
Bluebird Talent
Operator-led recruitment grounded in the realities of selling, building and scaling technology businesses.
A few useful answers before you choose a model.
Bluebird offers contingency recruitment, retained search and executive search. Connected multi-hire and market-entry requirements can be scoped as broader programmes.
Contingency recruitment is flexible and generally paid when a successful candidate starts. Retained search involves an upfront commitment, exclusivity, dedicated resources, deeper mapping and agreed reporting.
Use executive search for senior, business-critical or confidential appointments where direct, discreet outreach and structured assessment are important.
Bluebird can scope team build-outs where several connected hires require a shared plan, hiring sequence and coordinated search.
Yes. Market-expansion support can include local talent mapping, role calibration and hiring for foundational commercial, leadership or technical positions.
Bluebird offers a 60-day replacement guarantee for contingency recruitment, a 90-day replacement guarantee for retained search, and a 6-month replacement guarantee for executive search. The applicable period and conditions are confirmed in the agreed terms.
