THE VETTING PROTOCOL

 At Lupton Partners, we deploy a high-fidelity tech stack—integrated CRM/ATS, AI-driven sourcing, and automated marketing sequences—to cast a wide net. But the final filter is human. We combine "Big Firm" tools with 15+ years of granular, position-level knowledge to ensure the signal is pure before it reaches your desk. Want to know how we really work? Just ask, there's a person in a chair with a laptop and a phone making connections with real people out there.

01. MISSION PARAMETERS (INTAKE)

We don’t just take a job description; we calibrate the mission. We analyze the institutional nuance, the reporting structure, and the technical requirements. Because we’ve worked in leadership roles within your industry, we know the questions a "standard" recruiter doesn't think to ask.

02. TARGETED OUTREACH & FREQUENCY SWEEP

We don’t start with a cold database; we start with the Inner Circle.

• Phase 1: Precision Outreach. We immediately activate our existing network—the high-fidelity signals we already monitor. Before the "Big Net" is even cast, we’ve already engaged the known "A-Players" in the sector.
• Phase 2: The Broad-Spectrum Sweep. Simultaneously, we deploy our automated search infrastructure. Using AI-optimized Boolean strings and multi-channel marketing sequences in our CRM/ATS, we monitor the passive talent frequencies that standard job boards miss.

03. TECHNICAL CALIBRATION & RISK ASSESSMENT

This is where the automation stops. Every high-potential candidate undergoes a rigorous technical briefing. We talk money and compensation expectations up front to ensure financial alignment before they ever reach your desk. Most importantly, we audit for Engagement Level and Counter-Offer Risk immediately. If a candidate is just "fishing" for a raise at their current firm, we cut the signal before they waste your time.

04. THE SHORTLIST DEPLOYMENT (PRESENTATION)

You don’t get a stack of resumes; you get a curated "Signal Report." We present a lean shortlist of high-fidelity candidates, each accompanied by a technical summary explaining exactly why they fit your architectural design and their confirmed readiness to move.

05. COORDINATED ENGAGEMENT (INTERVIEWS)

We manage the friction of the interview cycle. Throughout this stage, we continuously monitor the candidate’s engagement level. We don't wait for the final offer to find out if they're wavering; we maintain a constant feedback loop to ensure the momentum of the search remains structurally sound.

06. CALIBRATED NEGOTIATION & DE-RISKING

The offer stage is a high-stakes deployment. We provide real-time market data to ensure the agreement is competitive, but our primary job here is Closing the Back Door. We navigate the counter-offer conversation with the candidate before the offer is signed, identifying and neutralizing "flake-risk" before it becomes a failure point. We close the loop so you can focus on the mission.

07. POST-MISSION AUDIT (ONBOARDING)

Our engagement doesn’t end at the start date. We maintain a "Signal Buffer" for the first 90 days, checking in with both the client and the candidate to ensure the integration is successful and the new hire is meeting operational objectives.