Prioritization and the parking-lot approach

A 12-month guarantee on every placement.

That’s not something you hear often in recruitment.

Lewis Waitt and Jessica Multhauf built their firm, Aliniti, around the idea that the placement is only the beginning of the relationship. Because of the way they run their searches — and the way they support both the client and the new hire after the hire — more than 90% of their placements are still in the role after one year.

Aliniti didn’t start as a recruitment firm. It began as an HR and organisational development consultancy working closely with privately held and family-owned businesses. Recruiting came later, growing naturally from long-term advisory relationships with clients who needed help hiring.

That consulting background shapes everything about how they approach recruitment today.

They define the role properly before the search begins, challenge unrealistic expectations, and stay closely involved with both the client and the new hire long after the placement.

The result is stronger hiring outcomes, deeper client relationships, and a recruitment business built on long-term partnerships rather than one-off transactions.

In this episode of The Resilient Recruiter, Lewis and Jess explain how their model works and why it produces better results for both clients and candidates.

What You’ll Learn in This Episode

• Why Aliniti offers a 12-month guarantee on every placement
• How their consulting background shapes their recruiting approach
• The role clarity process they run before every search
• Why unrealistic job briefs lead to failed searches
• How staying involved after the hire improves retention
• Why multiple service lines create stability in a recruitment business
• How long-term advisory relationships generate repeat recruiting work

Timestamps

00:00 Introduction
03:09 How Aliniti started and why recruiting grew out of HR consulting
06:37 Lewis joins the firm as the founder’s son-in-law
09:29 Jess’s path from opera singer to recruitment leader
13:30 The “four-leg chair” business model
15:52 The retained HR model that stabilised the business
19:31 Why deep client knowledge improves search outcomes
28:24 The role clarity process before every search
33:49 Handling unrealistic salary expectations and “purple squirrel” briefs
38:56 Why Aliniti offers a 12-month guarantee
45:37 The onboarding process that improves retention
57:57 Vision for the next three years
1:01:00 Why the firm uses profit sharing instead of commission

Sponsor

This episode is sponsored by Recruiterflow, the AI-first operating system for recruitment agencies and executive search firms.

Recruiterflow combines a powerful ATS and CRM with AI built directly into your workflows, helping recruiters focus on conversations and decisions while the system handles the heavy lifting.

Learn more and request a demo:
https://recruitmentcoach.com/recruiterflow

Resources Mentioned

Aliniti
https://www.aliniti.com

Lewis Waitt
https://www.linkedin.com/in/lewiswaitt/

Jessica Multhauf
https://www.linkedin.com/in/jmulthauf/

Seven Figure Freedom Scorecard
https://recruitmentcoach.com/scorecard

Trusted Voice Video

https://recruitmentcoach.com/video

If you want to build a recruitment firm where clients stay for years and placements actually stick, this episode is well worth your time.