Your business lacks passionate people
We target candidates with proven motivation and values fit, so you build a team with stronger energy and momentum.
Better hiring decisions start with a better process.
Coconut Lime helps growth-focused businesses overcome hiring friction with stronger search coverage, direct sector access and candidate qualification that goes well beyond the CV.
Hiring Challenges
The issues we solve before they become expensive
You are struggling to attract the best people
We run proactive search and outreach for you, bringing interview-ready people to the table faster and more consistently.
You are under-resourced and stuck reacting
We take ownership of sourcing and qualification, reducing pressure on your internal team and restoring delivery pace.
Retaining your best staff is getting harder
We improve role-fit and expectation alignment upfront, helping hires stay engaged and improving long-term retention.
How We Help
Network, search and qualification built for quality over quantity
Network
Direct sector connections
We have thousands of direct links across our sectors, which keeps the shortlist relevant and commercially realistic.
Search
Proactive outreach
We combine traditional methods with current messaging, phone calls and networking to reach candidates fast.
Qualification
Real screening, not forwarding
Every person we send has been personally screened and has actively agreed to be put forward.
Client Portal
Track CVs and review interview recordings
Use your client portal to follow CV progress and share recorded interviews with hiring stakeholders.
Qualification Lens
We assess the things that actually shape hiring success
That means culture fit, salary expectations, must-have criteria, previous roles, progression, motivations, retention, KPI history and personality, not just a keyword match.
Culture fit
Salary expectations
Must-have criteria
Passion and eagerness
Previous roles
Progression
Current motivations
Retention
KPI history
Personality
7-Step Hiring Strategy
A process designed to reduce chaos and speed up good decisions
1. Define role requirements
Responsibilities, must-haves, culture and outcomes get aligned properly.
2. Build the job story
We shape a compelling brief with clear benefits and growth opportunities.
3. Source the pool
Multiple channels and passive outreach widen the search without sacrificing quality.
4. Screen and shortlist
Structured calls and filtering surface the strongest people quickly.
5. Run multi-stage interviews
Consistent interview structure keeps assessment cleaner and more comparable.
6. Assess and verify
References, checks and targeted assessments reduce risk where needed.
7. Offer and onboard
We support negotiations, acceptance and transition so the finish is as strong as the start.
Client Testimonials
Feedback from hiring teams we support
Trusted by teams across telecoms, IT, MSP and SaaS:
Next Step
Bring us the brief and we will build the search around it.
We keep things simple, efficient and tailored to your needs because your time is valuable and hiring should feel sharper than this.
Client FAQs
Questions hiring teams ask before starting a search
A few straightforward answers on how we work, what we recruit for and what clients can expect from the process.
What types of roles do Coconut Lime recruit for?
We mainly recruit sales roles across telecoms, IT, MSP and SaaS, but we also support clients with other hires in those sectors, including support, technical and engineering-related roles where we can add real value. Our focus is always on roles where sector understanding and proper qualification make a difference.
Which sectors do you specialise in?
We specialise in telecoms and connectivity, IT and MSP, SaaS and related technology markets. That sector focus helps us run more relevant searches, have better conversations with candidates and build stronger shortlists for clients.
How is Coconut Lime different from a typical recruitment agency?
We keep things deliberately more focused and hands-on. Rather than relying on volume, we combine direct sector access, proactive outreach and proper qualification so you get a stronger, more commercially realistic shortlist.
Do you just send CVs, or do you properly screen candidates first?
We properly screen people before we send them across. That means looking beyond a CV and having real conversations about fit, motivation, experience, expectations and whether the move genuinely makes sense for both sides.
How do you qualify candidates before sending them to us?
We look at the things that actually shape hiring success - not just keywords on a CV. That includes must-have criteria, salary expectations, progression, motivations, retention, previous roles, KPI history and culture fit, so the shortlist is more useful from the start.
How do you find candidates who are not actively applying?
We do not just wait for applications to land. We use proactive search, direct outreach, messaging, phone calls, networking and our sector connections to reach people who may not be actively applying but are open to the right conversation.
How many candidates will you usually send?
Usually, fewer than you might get from a more volume-led agency - but with a lot more thought behind them. We would rather send a smaller number of properly screened, relevant candidates than flood your inbox with CVs you have to sort through yourself.
Can you help us shape the role before the search starts?
Yes - that is often one of the most useful parts of the process. We can help clarify role requirements, must-haves, culture fit, outcomes and the overall story of the opportunity before the search begins, which usually leads to a better result.
How do your fees work?
We offer a split-fee arrangement, which can be helpful for businesses that want the support of a specialist recruiter without everything landing in one large fee upfront. If it makes sense for the role and the hiring process, we are happy to talk it through.
Do you have a client portal?
Yes - we do have a client portal, although we see it as a useful support feature rather than the main event. It helps keep all CVs in one place (rather than scattered throughout your email inbox), and makes it easier to track which CVs are at which stage for each role.