You rest. We apply.
You interview.

After you join and pay, you complete one detailed onboarding form — about you, your targets, and your standard answers to the questions applications ask. We use it to build your private client workbook. From then on, every working day a trained specialist finds and scores live roles against your CV, re-engineers and tailors your CV and cover letter for each one (truthfully), applies in your name, and logs it. You get a weekly progress update and a bespoke interview playbook whenever an interview lands. You focus only on the interviews — we handle everything else.

Honestly: it varies, and we would rather give you a real range than a number we would then have to defend.

Managed search typically runs 120–200 tailored applications a month. Private invitation is around 50 for by private invitation over roughly two weeks.

Those are ranges, not promises. The real figure depends entirely on how many genuinely suitable roles are live for your profile that month. In a broad field you will be at the top of that range. In a narrow niche you will honestly be below it.

We deliberately don't guarantee a number, and that is not us hedging. Any service that guarantees volume has only one way to hit it on a quiet month, which is to apply to roles you would never take. That is the single thing we promise never to do, so guaranteeing a figure would put those two promises in direct conflict.

What you get instead: every application visible on your dashboard, an honest conversation inside the first fortnight if your niche is thin, and the ability to cancel any time — including the day you're hired.

No. There are two ways in and neither one traps you. Private invitation is by private invitation as a single payment for around 50 tailored applications, delivered over about two weeks. Nothing renews, nothing recurs — when they're done it simply ends, and you decide from there. Upgrade within 14 days and we credit the by private invitation against your first month. Managed search is by private invitation a month for typically 120–200 applications — an honest range, not a promise, because the real number depends on how many suitable roles are live for you. Cancel any time, including the day you're hired. We built the one-off deliberately, because telling someone who has just lost their job to commit to a monthly bill before they've seen a single application land is not a fair ask. Register interest, watch what comes back, then choose.

We use it where it's the right route, but not in the way you're probably imagining, and it's worth explaining because this is where most services quietly cut the corner.

The one-click part of Easy Apply is the submission. It is not the work. Before anything is submitted, whether it's a one-click form or a forty-field company portal, we've read the posting, scored it against your real experience, rewritten your CV around what that specific employer asked for, run it through our integrity check, and had a person review it. The route changes. The standard never does.

So “Easy Apply” isn't easy here, and that's the entire point. A bot firing your one generic CV at three hundred easy-apply forms is competing against people who tailored, and losing to them quietly. We'd rather send far fewer, every one of them built to be read.

We also don't limit ourselves to the easy routes. A lot of the best-matched roles only exist on the employer's own portal, which is exactly what automated tools skip.

Then we tell you, early and plainly. That is the whole answer, and it is the most important promise on this page.

Some searches are genuinely narrow. A specialist title, a small sector, a specific region, a rare combination of skills — in those cases there may only be a handful of properly suitable roles live in a given week, and no amount of effort invents more. We would far rather hit 60 excellent applications than 250 mediocre ones.

What happens instead of padding:

1. You hear from us within the first fortnight, not at the end of the month when the number looks disappointing. We'll show you what we're seeing and how thin it genuinely is.

2. We come with options, not just a problem. Usually it's one of: widening the title range to genuine adjacents you may not have considered, opening the geography or remote radius, revisiting a salary floor that's sitting above the market for that role, or targeting a sector where your experience transfers more readily than you'd expect. Every one of those is your decision, not ours.

3. If it still doesn't work, we say so. If we don't believe we can serve you well, we would rather refund you and part on good terms than take a monthly fee for a search we can't run properly.

A padded number costs you more than an honest low one. It puts your name on postings you'd never accept, burns applications on roles that were never going to land, and — worst of all — gives you a completely false picture of your own market. The count is the last thing we protect. The quality is the first.