Frequently Asked Questions

Progressive manages the full hiring journey, not only the candidate search. We focus on professional and executive hires, reach candidates who are already in strong roles, and support every candidate from screening through resignation and onboarding. That helps our clients meet stronger shortlists and reduce the risk of offers falling through.

Yes. We have a consistent track record across financial services, energy, manufacturing, legal and the wider service sector, locally and regionally.

You will have a defined point of contact from the first brief through to onboarding, supported by our wider recruitment and HR team.

Yes. We recruit across the Caribbean and draw on regional and international partner networks for CARICOM nationals and qualified expats when a search calls for it. We also operate in Guyana through Progressive Jobs GT.

Retained search is an exclusive, structured search for specialist, senior or confidential roles. It is run to a timeline agreed upfront, with set deliverables at each stage. Contingency search is suited to roles with a wider available talent pool, where the fee applies on successful placement. We recommend the best model after understanding your role.

It depends on the seniority, scarcity and confidentiality of the role. For retained searches, we agree a timeline upfront and share what you can expect at each stage.

We explain the fee model that applies before any work begins. Fees are discussed openly during the proposal conversation, so you understand the investment and the value attached to the hire.

You receive a shortlist of screened, referenced and prepared candidates, each with a bio sketch confirming the skills and experience requested. For retained searches, we can also provide market mapping and current compensation data.

Yes. Confidentiality is built into how we work. In a connected market, discretion matters. We represent your role carefully and protect sensitive searches at every step.

We look beyond CV keywords. We speak with clients and candidates about culture, team dynamics, management style and what success looks like in the role. Transferable skills are also part of that conversation, which is how strong people who do not match on keywords alone can still reach your shortlist.

Yes. We can help refine the job description, clarify must-have criteria, advise on market expectations and identify where the role may need to be adjusted to attract the right candidates.

Retained search gives the role a defined search process, clear deliverables, dedicated market mapping and a timeline agreed upfront. It is especially useful for leadership, specialist, confidential and hard-to-fill positions.

We stand behind our placements. If a placed candidate does not work out, we have a replacement commitment in place. The exact terms are agreed with you as part of the engagement, so they fit the role and the type of search.

Yes. We coach the candidate through resignation and stay with them through onboarding, because a hire that starts well is more likely to last.

We actively manage the offer, acceptance and resignation stage. Our resignation coaching is designed to reduce counteroffers and last-minute dropouts, which is often where placements are most at risk.