The Morton Moore model

A recruitment model built around access, not volume.

Morton Moore was not built to serve the largest possible number of clients. It was built to give a smaller number of clients a stronger search.

Protection creates value, but it also creates a limit.

Morton Moore consultants discussing a search brief with a client

We do not recruit employees away from companies we represent. That promise protects our clients, their teams and the trust placed in us. It also means every accepted client reduces the number of employers available for future searches.

We therefore accept new relationships carefully. A limited client portfolio preserves a wider talent market for the clients we already serve and ensures that every accepted mandate receives proper search capacity.

Small by design. Serious about delivery.

Focused on financial services.

Our core work sits within insurance, wealth management and banking. This focus helps us understand the regulatory context, technical requirements, career paths and market language behind each appointment.

We may consider selected professional mandates from existing financial services clients where we understand the business and can search credibly. We do not position Morton Moore as a generalist agency.

What clients receive

Direct market search

We do not rely only on active applicants. We identify and approach relevant professionals who may not be visible on job boards.

Proper role understanding

We clarify the technical need, commercial context, reporting line, team environment and reason for the hire before the search begins.

Focused shortlists

Candidates are presented because the evidence supports the match, not because a database search produced a keyword.

Confidential handling

Sensitive mandates and candidate conversations are handled carefully throughout the process.

Clear communication

Clients receive honest market feedback, realistic expectations and direct updates throughout the search.

Not every brief is the right fit.

Before accepting a mandate, we consider:

Whether the role falls within a market we understand
Whether existing client protections leave enough of the market available to search
Whether the brief and remuneration are realistic
Whether the hiring team can provide timely access and feedback
Whether we have the capacity to search properly
Whether the relationship can be built on clear expectations and mutual commitment

This protects both parties. Clients know that an accepted mandate has our attention, and we know that the search has a realistic path to success.

Transparent from the beginning.

Our standard success fee is 12.5% of the successful candidate's first year total cost to company. Our standard replacement commitment is three months, subject to the agreed terms.

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