Talent Radar
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How it works

How Talent Radar works.

One process, two sides. Choose yours – the overview comes first, and you can open the full process if you want more detail.

  • Anonymous and secure
  • Every candidate assessed by G&T
  • Human assessment, supported by technology

The process

A simple process. A big difference.

Three steps for each side, with the full process just one click away.

For companies

  1. 1

    Request access

    We review every request manually. Access is not automatic and may be declined.

  2. 2

    Browse or describe your need

    Browse anonymous profiles or send us a role brief.

  3. 3

    We connect, with consent

    With mutual interest and the candidate's consent, we arrange an introduction.

The full process, step by step
  1. Access requestG&T Consulting reviews every request personally. Access is granted to business users.
  2. Browsing anonymous profilesProfiles contain no personal data – only relevant professional information.
  3. Role briefAttach a role brief (PDF, DOC, DOCX, RTF or TXT) or describe your need.
  4. G&T relevance assessmentA manual assessment, not an automated match. We compare your need against the database.
  5. Talent Match ReportA concise report with the most relevant profiles, the rationale, the risks and the next step.
  6. Identity disclosureOnly once you express interest do we ask the candidate for separate consent to disclose their identity.

For candidates

  1. 1

    Interview and assessment

    We analyse your experience, results, professional goals and market position.

  2. 2

    Profile preparation

    We define your professional value and prepare an anonymous profile for your approval.

  3. 3

    Discreet presentation

    We present your relevance to companies, with controlled disclosure of your identity and the necessary consents.

The full process, step by step
  1. G&T consulting processNo one enters Talent Radar without an interview and assessment. There is no self-registration.
  2. Analysis and positioningWe establish where you really stand in the market and in which context you add the most value.
  3. Writing the anonymous profileThe profile presents you through your business value, without a single identifying detail.
  4. Your approvalWe do not publish the profile until you have read and approved it yourself. On request, we generalise it further.
  5. Company interestWhen a company shows interest, we contact you before any disclosure of your identity.
  6. IntroductionWe reveal your identity only after we have asked you and you have agreed.

Why is this safer than a job board?

  • Every candidate has been through a G&T interview and assessment before being included
  • No public database and no exposure of personal data
  • A focus on real competencies, not keywords
  • Fewer unsuitable applications, more relevant conversations
  • A discreet, controlled process for both sides

What does manual vetting cover?

  • A review of professional experience and roles
  • A conversation about results and the context in which they were achieved
  • An assessment of professional and leadership competencies
  • An assessment of market fit and seniority
  • Candidate approval of the profile before publication

What does HR get?

  • Access to candidates who have already been through a G&T assessment
  • Candidates who cannot be reached through job ads
  • A concise Talent Match Report with key insights
  • Expert support in defining your needs
  • A faster route to a shortlist of relevant profiles

Who are the candidates?

  • Directors, senior experts and specialists
  • From a range of industries
  • Open to new opportunities, but not to public visibility
  • Every profile prepared and approved before publication
  • Interested in high-quality, meaningful opportunities

The G&T assessment does not include psychological testing, reference checks or a formal background check, unless these have been carried out separately and are stated in the profile.

The candidate's identity, CV, contact details, LinkedIn profile, photograph and the name of their current employer are not shared without the candidate's separate consent.

Next step

Do you have an open role?

Request access Upload a role brief