Mooted as the toughest challenge for senior consultants in the UK, its ‘Search for Superstars' programme will demand that professionals demonstrate the recruitment skills and entrepreneurial flair to climb far and fast.   Managing Director, Steven Street said: "The rigorous pitch will daunt anyone not of the calibre we seek; think Dragons' Den and you'll be on the right lines."

He claims that the Yorkshire consultancy   has thrived during the downturn by rejecting ‘traditional thinking' and that further fresh perspective will be equally important to capitalise on any economic improvement.  "Our thinking is, rather than spend £250k-£500k acquiring a business, why not enlist five or six exceptional individuals who can each turn over £1m + a year?

"Clients have become more demanding and discriminating during harsh trading conditions and are putting much greater emphasis on serious quality thresholds to see them through less certain times ahead.  To support them in this we must continue to attract and retain nothing less than the industry's best consultants."

‘Search for Superstars' seeks players with big ideas currently frustrated by a lack of opportunity.  Typically, they will be "locked into PAYE and a bonus," but see their potential being met by creating a business under the Relay brand that they would go on to own.

The concept is a Business Angels one, with the staffing specialist seeking to support enterprising recruiters who can demonstrate extravagant success in the development of highly profitable desks, disciplines, branches or areas.  

The contrast between where candidates are and what they could achieve is stark, with the average UK senior consultant/manager hitting a maximum of £35k all in.  A Relay ‘Superstar' running 100 staff out by Year Three of this project would be clearing 100k minimum all in.

According to Street, this sponsorship of high fliers makes far more sense than reshaping an entire consultancy to Relay's way of doing things - retraining people and managing exits for unsuitable staff and reconfiguring ethos, working practices and mindsets.  Why not instead simply import high-fliers who already possess the qualities and attitudes the company regards as key to survival in a new, post-recession trading environment?

He added:  "We need to demonstrate adaptability, flexibility, a wide range of competencies and an insatiable appetite for quick learning to clients.  As such, everyone on board must have these qualities in spades, but buying up an existing firm is not necessarily going to achieve this.

"Our ‘Superstars' will identify opportunities for operations, geographical locations and premises."

Their development process will be a three year journey.  Appointees are guaranteed an improvement on their current deal, though basic salary, car, bonus and trimmings on arrival.  Successful progression brings basic, car and a generous profit share in Year Two, with Year Three triggering 10% equity.

This rises to 49% by five years in or sooner, depending on performance.   Equity means dividends on profits and significant payout at a liquidity event, such as trade sale, MBO, acquisition cash for shares etc.

All new units will tap into Relay's admin and financial systems, with ‘Superstars' also benefiting from personal mentoring by Board members and corporate finance and industry leaders.  These are intended to help them build a business of real value within the term of the project.