Don't start with a job.
Start with what you need to achieve.
Tell Profound what you're trying to change, build or strengthen. We'll keep discovering the people who could help — not just when you're hiring, but as your organisation evolves.
Strengthen agile and digital transformation through the right senior project leadership.
- JamesProgramme delivery · London · HybridAvailability confirmed yesterday
- TheoTransformation delivery · Remote (UK)Ready for introduction
- NadiaChange & delivery · ManchesterNewly worth a look
More than a role to fill.
A Discovery is an organisational objective Profound keeps working on.
It might begin with a role you need today, a capability you're building, or an area where you simply want to know the right people before you need them.
What are you trying to achieve?
Who could help you get there?
Who is worth a conversation?
What should Profound understand next time?
The people worth knowing change.
Availability changes. Careers move. Priorities shift. New people become relevant.
Profound keeps watching the landscape around each Discovery and brings people forward when there's a reason to look.
- JamesAvailability confirmed yesterday
- TheoReady for introduction
- NadiaNewly worth a look
One Discovery.
More than one conversation.
A Discovery doesn't stop because you've met one person.
Keep meeting the people worth knowing while the objective remains important.
- JamesIntroduction requested
- IrisWaiting for them
- AdamAccepted · now a relationship
Profound gets better at knowing your organisation.
Every Discovery, decision and conversation adds context to what Profound understands about your organisation.
What Profound learns changes who it brings to your attention — without turning that understanding into filters.
- Culture
- Ambition
- Working environment
- Leadership
- What success looks like
- Previous Discoveries
This understanding stays with the organisation, so the next Discovery doesn't begin from zero.
Meet when it's worth talking.
You request the introduction. The professional decides whether they'd like to meet and exactly what they'd like to share.
Contact details shared. Profound steps aside.
Until an introduction is accepted, each side controls what the other can see. The professional chooses what to share when they accept.
The conversation doesn't disappear when the Discovery ends.
Once an introduction is accepted, Profound steps out of the conversation. The relationship — and everything understood along the way — remains.
Profound remembers the relationships it has helped create, so useful conversations can become relevant again months or years later.
Now open to a new conversation — worth revisiting.
Pay for attention.
Not placements.
Discovery Days determine where Profound focuses its attention.
Allocate them across the Discoveries that matter now and reallocate them when priorities change.
- Senior Project Manager45 allocated
- Product Manager30 allocated
- Transformation Manager20 allocated
No placement fee when an introduction becomes a hire.
See Discovery Plans →Don't start from zero every time.
- Write job
- Post job
- Search
- Shortlist
- Hire
- Start again
- Build understanding
- Start Discovery
- Discover people
- Make introductions
- Build relationships
- Keep learning
You stay in control.
Profound decides what may be worth your attention. You decide:
Profound should reduce the work required to make those decisions — not take the decisions away.
What are you
trying to achieve?
Start with the role, capability or organisational objective that matters now.