Talent Radar
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For companies

Find out whether there is a relevant senior candidate for your open role.

Send us a role brief. G&T will check whether the closed database of anonymous profiles holds a candidate who could be relevant to your process.

Upload your role brief View a sample report
  • Manually approved access
  • Identity protected
  • Verified senior profiles
  • First response within 24 hours
52anonymous profiles on the Radar
43available immediately
9contracts signed via the Radar
12categories with profiles

Fit

Who benefits most from Talent Radar?

Most useful for

  • small and mid-sized companies without a large recruitment team
  • HR teams that want an additional channel for senior profiles
  • owners and CEOs who want to test the market discreetly
  • companies that do not want to run a public job ad
  • companies that want an expert second opinion before going into interviews
  • candidates who want discreet market positioning

Not the ideal choice

  • when you are looking for a large number of candidates
  • when you are hiring junior profiles or recruiting at volume
  • when you want a fully automated ATS process
  • when you expect G&T to replace your internal HR process
  • when you want a candidate's identity without their consent

Engagement model

Access the market first. Activate the engagement when we find the right fit.

Browsing anonymous profiles is free of charge for approved business users. Commercial terms are known in advance and apply from the moment you request a Talent Memo, a shortlist, an interest check or an introduction to a candidate.

Talent Radar Access

Registration, business user verification and access to anonymous profiles once approved by G&T Consulting.

No feesubject to G&T approval

Request access to profiles

Talent Memo / Private Shortlist

G&T prepares a private shortlist of anonymous senior profiles tailored to the context of your role, with an assessment of fit, relevant experience, potential risks and availability, and a recommended next step.

Scope-baseddepending on the size of the shortlist and the depth of analysis

Request a shortlist

Introduction & Hiring

When a company shows interest in a profile, G&T checks whether the interest is mutual. The candidate's identity is revealed only with their separate, prior consent. The fee falls due only once the employment contract is signed.

Mandate-basedagreed individually; the fee falls due only once the employment contract is signed

Request an interest check

Executive Search / Interim / Advisory

For companies that want a structured search, interim leadership, a fractional engagement, advisory support or another bespoke mandate.

Mandate-basedagreed individually

Let's discuss your mandate

Commercial terms are agreed individually, depending on the type of mandate, seniority, type of engagement and level of G&T involvement.

The engagement is non-exclusive. You can work in parallel with your existing partners and your in-house team.

The candidate pays nothing. Not for unlocking their profile when a company shows interest, not for the disclosure of their identity, and not for the visibility of their profile on Talent Radar itself. There are no paid profiles and no pay-to-play visibility – every profile is there on merit. Any G&T consulting and career-positioning process that precedes a candidate's entry into Talent Radar is a separate service, agreed directly with the candidate.

Engagement process

What working together looks like, step by step

Who does what, and by when. A timeframe is stated only where we genuinely guarantee it – for steps that depend on the candidate or on you, we do not promise timings we do not control.

  1. 01

    Enquiry

    G&T responds within 24 hours

    You describe your business need. I reply and let you know whether it makes sense to search the Radar at all.

  2. 02

    Access approval

    I verify the business user and approve access to the anonymous profiles manually. Access is not automatic and may be refused.

  3. 03

    Shortlist / Talent Memo

    I prepare a private shortlist and a Talent Memo tailored to the context of your role, with an assessment of fit, relevant experience and risks, and a recommended next step.

  4. 04

    Mutual interest check

    Feedback within 1–2 days

    Once you have expressed interest in a profile, I check the candidate's interest and give you feedback – even when the answer is no.

  5. 05

    Identity disclosure

    The candidate's identity, contact details, CV and employer's name are disclosed only after we have asked the candidate and they have agreed.

  6. 06

    Interviews and decision

    You run the interview process and make the decision. I coordinate communication, gather feedback from both sides and support you in negotiating terms.

A fair comparison

Talent Radar, an agency or executive search?

A table in which Talent Radar wins every row would be of no use to you – it would only tell you that it was written by someone with something to sell. That is why the rows where the other two options are stronger are marked just as clearly as those where the Radar is.

Criterion G&T Talent Radar Traditional recruitment agency Executive search firm
Entry cost No fee for access to profiles No fee; you pay when you hire Retainer paid upfront, regardless of outcome
Time to first shortlist Days – candidates have already been evaluated and are in the database Weeks Weeks to months
Discretion in the market The mandate is not advertised; in the first phase, the candidate does not know the company's name The role often circulates in the market through several consultants High discretion, governed by contract
Who assesses the candidates Someone who has been a manager, director and board member themselves Usually a recruiter with no experience in that role A senior consultant, often supported by a research team
Depth of assessment Structured professional interview and business-impact positioning CV screening and a short interview In-depth assessment, often over several rounds
Show all 13 criteria
Criterion G&T Talent Radar Traditional recruitment agency Executive search firm
Exclusivity Not required Depends on the agency; often required Almost always required
Capacity for parallel mandates Limited – each mandate is led by one person High, with several consultants working at once High, with a team per mandate
International reach Primarily the Croatian and regional market Regional, depending on the network Global offices and partner networks
Formal assessment tools Not included; carried out separately when part of the mandate Sometimes, depending on the package Psychometrics and structured tools included as standard
Reference check Separately, when part of a specific mandate Sometimes A standard part of the process
Research team size One person Several recruiters A dedicated research team per mandate
Replacement guarantee 6 months, with no additional introduction fee Typically 3–6 months Typically 6–12 months
Fee model Mandate-based; the fee falls due only once the employment contract is signed A percentage of annual gross salary, typically 15–25% Retainer in instalments + percentage, regardless of outcome

A limited number of parallel mandates is not a lack of capacity but a condition of quality: each mandate is led by one person, personally, from the first conversation to signature. Once that number is reached, I will tell you so rather than accept a mandate I cannot deliver properly.

Terms and protection

What you get in writing

Four things a senior buyer asks about before signing anything. The full text is on a separate page, with no small print.

Replacement within 6 months

If the candidate leaves within the first 6 months, I run a replacement process with no additional introduction fee.

Non-solicitation

I do not approach a candidate I brought to you about other opportunities while they are with you, and for at least 12 months from the date of hire.

Your data is not shared

I do not sell, pass on or exchange your company's data or the description of your need. The only exceptions are technical infrastructure providers (hosting and email delivery), which process it solely on my instructions.

Your mandate is confidential

Your company's name is not disclosed to the candidate without your consent, and the mandate is neither advertised nor used as a reference.

Read the full terms of engagement

Talent Match Report

Sample Talent Match Report

More than a CV. G&T's interpretation of business value.

View a sample report Upload your role brief

Who is behind the Radar

One person runs the Radar – personally.

Stipe Anušić, founder of G&T Consulting

Stipe Anušićfounder of G&T Consulting (Guidance & Transition)

I am a senior leader with 22 years of experience at manager, director and board level. I have worked in roles where decisions are judged by results – growth, margin, P&L, transformation and change management.

That changes the quality of the assessment: I assess a senior leader's profile from a role I have held myself, not from a competency framework that describes that role from the outside.

LinkedIn profile

Expectations

What we promise – and what we don't

What you get

  • an expert second opinion on candidates
  • an overview of previously evaluated anonymous profiles
  • an executive summary of relevant candidates
  • an assessment of potential fit
  • a recommended next step

What we don't promise

  • we do not claim that every role brief has a match
  • we do not replace your internal HR process
  • we do not reveal a candidate's identity without their consent
  • we do not send out CVs in bulk
  • we do not present candidates who have not been through a G&T interview or assessment

Trust and candidate protection

  • Manually approved access
  • Candidate identity protected
  • No public CVs
  • No automatic disclosure
  • No self-submitted profiles
  • Every access is logged

Enquiry

Request an engagement proposal

Fields marked with an asterisk are required. We treat your enquiry as confidential.

We respond within 24 hours. We do not share your data with third parties.