Outcome-Based Hiring
The Right Hire. By Design.
Better business performance starts with better hiring decisions.
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Recruitment fills roles. Outcome-Based Hiring improves the decision behind the hire, and stays accountable to it for the first 12 months.
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No pitch. A straight conversation about a hiring decision, thirty minutes.
Commercial alignment
Traditional recruitment concentrates the fee at the point of hire, and the recruiter's interest can end when the invoice is paid. Outcome-Based Hiring structures the commercials to stay pointed at the outcome, paid across the first 12 months rather than at the point of hire.
Paid monthly
The fee is paid monthly across the first 12 months of employment, not on placement.
Payments stop on exit
If the hire leaves during that period, future payments stop. Coach is paid for a hire that stays and performs, not for an introduction.
Structured reviews
I check in personally with both client and candidate along the way, to make sure the hire is genuinely working out.
How it works
Four phases, working as one system, that turn the belief into a repeatable process.
Design
Get the business problem and the definition of success right before the search begins.
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Find
Test the market against the brief, then reach the people who aren't looking.
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Decide
Select on evidence of who will deliver, not on impression or years served.
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Deliver
Support the transition and stay invested across the first year, measuring the outcome defined at the start.
(Want the detail on how each phase actually runs? See "How does the process work" below.)
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Why Coach Recruitment
Coach Recruitment specialises in senior creative, digital, marketing and product talent - the people who translate commercial goals into outcomes - across Sydney, Brisbane, the Gold Coast and Byron Bay.
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After years in recruitment, Mark Abbott saw a structural flaw play out again and again: fees paid in full on placement, with no link to what happened after. Outcome-Based Hiring was built to close that gap - aligning the commercial model with the outcome that actually matters to a business, a hire who stays, contributes, and earns their place well beyond day one.
Evidence, not impression. We select on evidence of what someone will actually deliver, not interview performance or years served
Outcomes, not placements. Success is measured over 12 months, not at commencement.
We don't disappear once someone starts. Structured reviews with both client and candidate carry the relationship through the first year, and the fee stays tied to it.
What clients say
"It felt incredibly effortless. It was my first time working with Mark, but it felt like I'd worked with him for years. He understood our brand, our culture, and the role almost instantly, and went beyond the well-trodden paths to find someone who's proving to be a perfect fit."
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Lisa, MD, Dig
"Smooth, efficient and successful. Mark helped us fill a role in
record time, and we are beyond happy with the candidate recruited."
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Victoria, Creative Services Director, whiteGREY
"A trusted recruitment partner that has a good understanding of the tech industry and reputable contacts."
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Sarah, GM, SLIK
"Always extremely helpful and able to find candidates in a tough market."
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Jayde, GM, DDB
Frequently asked questions
The best people aren't applying. Many hiring processes are designed around active applicants, but the strongest candidates are often already employed and not actively looking - reaching them takes proactive engagement, trusted conversations and a compelling opportunity. And teams are leaner, margins thinner, so in a lean team a single mis-hire is a year of lost ground, not a rounding error.
There's no replacement guarantee - the alignment is the instalment model, not a promise about performance. The fee is paid monthly across the first 12 months, and if the hire leaves during that period, future payments stop. That's the mechanism that keeps Coach accountable, not a guarantee sitting alongside it.
Four phases, seven disciplines. Design (Align - understand the business; Define - agree what success looks like in the first 12 months, which becomes the Outcome Blueprint). Find (Map - test the brief against the real market; Engage - reach strong passive candidates through trusted conversations). Decide (Evaluate - assess judgement, capability, motivation and learning agility against the Outcome Blueprint - evidence of who will deliver, not just who interviews well). Deliver (Embed - run 30, 60 and 90-day reviews so the hire contributes sooner; Partner - joint reviews with client and candidate through to 365 days, with the commercial model tied to the outcome throughout).
Deliberately not listed here - it's a conversation, not a headline, because it depends on the role. Book a hiring call and we'll talk specifics.
Traditional recruitment starts with a role to fill, and success is usually measured at the point of placement. Outcome-Based Hiring starts with the business outcome you're trying to achieve, and stays accountable to it for the first 12 months. The difference isn't how the search is run - it's what the search is designed to achieve.
It suits hiring decisions where getting it right matters - where a previous hire didn't deliver, the role is strategically important or a first of its kind, the best candidates aren't actively looking, or the team can't afford the disruption of a bad fit. You're not just buying a candidate. You're buying a better hiring decision, backed for the first year.