I started Axiom after repeatedly encountering the same issue while working with recruitment firms. The people responsible for screening candidates often didn’t understand the roles they were hiring for.

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Basic questions couldn’t be answered.
What success in the role looked like wasn’t clear.
And when conversations became more technical or specific, the response was often:

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“That’s a great question for the next stage.”

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That approach creates a disconnect from the start. Candidates aren’t properly engaged.
Hiring managers receive shortlists that haven’t been meaningfully assessed. And too much of the process relies on assumptions rather than understanding. After seeing this consistently, I decided to build a different model. Every candidate we put forward is assessed by someone who has actually done the job. Someone who understands the work, can ask the right questions, and can identify what good looks like in practice. So when a client meets a candidate, they’re not starting from scratch. They’re continuing a process that has already been properly informed.

If we can’t assess the role properly, we don’t take the search. That principle sits at the core of how we work.

 

This approach is shaped by my experience working in executive marketing and operational roles, where hiring decisions directly impact performance, culture, and long-term outcomes.