Integrity
Accuracy about your own record, including its limits. A single embellishment in an application ends consideration, because the whole engagement rests on what you say being true.
Discipline is a profession
We work with people who treat security as a career rather than an interlude, and who understand that the standard applies on ordinary days as much as difficult ones.
02 — What we look for
Judgement first. Everything else can be evidenced.
Qualifications can be verified, experience can be referenced and licences can be checked. Judgement cannot, which is why it is what we assess most carefully.
The people who do this work well are not the most forceful in the room. They are observant, unhurried, accurate in what they report, comfortable operating inside a defined role, and instinctively inclined to reduce the temperature of a situation rather than raise it.
They are also, almost without exception, discreet about what they have done. A candidate who opens a conversation by describing operations they were involved in has told us the most important thing about their suitability, and it is not favourable.
Professionalism
Treating the work as a profession with standards, not as an identity. Punctuality, appearance, record-keeping and courtesy are part of the role.
Discipline
Doing the prepared thing consistently, including when it appears unnecessary. Consistency is what colleagues rely on when something changes.
Relevant experience
Demonstrable, referenced experience appropriate to the role — and honesty about which parts of it do not transfer to private protective work.
Appropriate qualifications
Current, valid and verifiable qualifications relevant to the role, together with any licence the jurisdiction requires.
Lawful work authorisation
The legal right to perform paid work in the jurisdiction of the assignment. This is a precondition, not a matter to be resolved later.
Confidentiality
An established habit of discretion about clients, colleagues and previous employers — demonstrated, not merely promised.
Communication
Clear, accurate, timely reporting, including the ability to say plainly that you do not know something, or that you got something wrong.
Professional judgement
Knowing the limits of your authority in a given jurisdiction and declining to exceed them, whatever the circumstances appear to justify.
Absolute requirement
Candidates must not disclose classified, restricted or confidential information belonging to a previous employer — at any stage, in any form, including in an application, an interview or informal conversation.
This includes operational detail, unit information, techniques, locations, personnel, capabilities and anything covered by a continuing obligation of confidence or a national-security classification.
We do not want it, we will not evaluate it, and volunteering it ends an application immediately. A person who will disclose a former employer's confidences will disclose ours and our clients'.
Please do not send
- Service records, discharge documents or personnel files in a first message.
- Photographs in uniform, on operations, or showing equipment or colleagues.
- Details of past assignments, deployments or duties beyond general role description.
- Copies of identity documents, licences or certificates before they are requested.
These are requested at the appropriate stage, through appropriate channels, with your consent.
03 Roles Seven areas of engagement
Roles we engage
These describe the kinds of role we engage for. They are not advertisements for current vacancies: engagement is assignment-based, and a role is filled when a client requirement and a verified individual match.
Security Specialist
Protective and security support within a defined scope, working to a plan and a reporting structure. Requires verified experience, current qualifications, any licence the jurisdiction requires, and the temperament for long periods of uneventful, attentive work.
Executive Protection Specialist
Close protective work with principals, with a heavy emphasis on advance planning, discretion and coordination with the principal's own staff. Requires relevant protective qualification, licensing where applicable and demonstrable judgement under social as well as operational pressure.
Security Consultant
Assessment, analysis and security design. The output is a written document that a client will act on, so the ability to write precisely and argue a recommendation to a non-specialist audience matters as much as security knowledge.
Risk Analyst
Structured risk identification, assessment and monitoring within a defined framework. Suits people who are comfortable with qualitative method, disciplined about evidence, and willing to record reasoning that others may later challenge.
Training Instructor
Delivery of lawful personal-safety, awareness, de-escalation and defensive instruction. Requires instructional qualification, safeguarding awareness, and a temperament suited to teaching people who may be anxious about the subject.
Operations Coordinator
Coordination of assignments, personnel, scheduling, documentation and compliance records. An administrative role in form and a security role in substance: most of the compliance framework is maintained here.
Travel Security Specialist
Pre-travel assessment, briefing, arrival and movement arrangements and in-country support where lawful. Requires familiarity with jurisdictional constraints and the judgement to advise against a plan when that is the correct advice.
04 — Process
How an application proceeds
The process is deliberately unhurried. Verification takes time to do properly, and an organisation that rushes it is telling you how it will treat the rest of its obligations.
01
Professional enquiry
A short message stating the role you are interested in, your general professional background, your qualifications, the jurisdictions in which you hold lawful work authorisation, and your availability. No documents at this stage.
02
Initial discussion
A conversation about the kind of work we do and whether it matches what you are looking for. This is also where the confidentiality position is explained in detail, before anything sensitive could be discussed.
03
Structured assessment
Assessment of experience, qualifications, judgement and suitability for the kind of assignment concerned. Documents are requested at this stage, with your consent, and handled under our data-protection commitments.
04
Verification
Identity, right to work, references, qualifications, licensing and — where lawful and relevant to the role — criminal-record checking. Conducted with your knowledge and consent, and completed before any engagement.
05
Engagement
A written contract for a defined assignment, setting out scope, responsibilities, reporting, permitted conduct, confidentiality, insurance and termination. Verification is revisited for each subsequent assignment rather than assumed to persist.
A realistic note
Engagement is assignment-based and depends on client requirements. A successful assessment is not an offer of work, and we would rather say that plainly than leave capable people waiting on an implication.
Professional enquiries
Make a professional enquiry
State the role, your general background and the jurisdictions in which you are authorised to work. Please send no documents, service records or photographs at this stage.