We expect that if you are interested in working together with us you will be interested in hearing what people say about us. Below are a range of case studies on selected recruitment campaigns. We don’t name the organisations, but we are happy to put you in contact with people who can give you an insight into services relevent to your plans or query.
We don’t specialise in any sector or role. We recruit at Asssitant Director level or above, in any function across an organisation. Our track record features roles from finance to communications, from social care to housing, from commercial services to legal services. We believe that armed with a detailed brief we can source good people in any sector or function, and are able to differentiate between those who can dleiver and those who can’t.
Are we different from competitor consultancies? We think the Chief Executive of a repeat client sums us up.
Director (circa £135k) and Chief Officer (circa £100k) Adult Social Care – large city council
We have worked with this large and innovative council on Director and Chief Officer roles including Legal Services, Economy and Adult Social Care. Adults and Children’s roles are difficult to fill, with intense public focus and career threatening risks creating caution amongst candidates. This campaign ran across Christmas and the New year, required phased search and advertising and careful planning to enable the newly appointed Director to select their first Chief Officer. This was followed by a successful search only campaign to recruit the Chair of the Safeguarding Board (following an unsuccessful in-house campaign).
The search focused heavily on engaging candidates with positive messages about the city-wide health and social care agenda, the scope for change and the profile of the city and the roles. Targetted candidates needed a highly corporate approach, with significant experience of working with demanding partners and able to perform in one of the larger councils in England. In the search focussed campaign we made up to 100 contacts per role, reducing significantly advertising costs.
Both roles were appointed to the first time. For the Director role, 9 candidates taken forward to technical longlist interview (8 search generated). 4 of the 5 shortlisted candidates were from search, as was the appointed candidate.
For the Chief Officer 7 applications were taken forward to technical longlist interview (3 search generated). At final stage all 3 shortlisted candidates were search generated, hence the appointed candidate was from search.
Both campaigns included assessment centres with a wide range of stakeholders across health, the VCS, service users, departmental and corporate managers and a wider cohort of elected members. We facilitated these sessions, collected feedback and summarised to the final panel, highlighting key strengths/areas to probe and shaped specific candidate questioning. Members valued independent, clear and forensic feedback provided by consultants working with them throughout the campaign.
- High ratio of search to advertised candidate,
- Reduced advertising costs
- Technical interview at longlist before assessment centre
- Comprehensive assessment centre after technical interview
- Search generated candidates appointed
- Onboarding for appointed candidates
Assistant Director – Children and Families (circa £90k) – metropolitan council
Context: A good authority with a positive reputation and capable combined Adults and Children’s Services Director; good salary in the market, large travel to work area, supportive politicians and senior leadership. In-house campaign generated a poor response, with no candidates strong enough after assessment centre to go forward to member final interview. We ran a second campaign to bring new, stronger candidates within a tight tightframe. The market in childrens social care is exceptionally tight after years of a critical and challenging Ofsted regime and financial cuts. There are very few experienced, capable candidates – and a lot of high-risk, weak candidates.
Our full service was commissioned, with a national campaign combining advertising and search telling the “good story” of the service, the council the future and using the positive reputation of the Director to encourage candidates.
We secured a much stronger, but small field. All 8 applications (6 from search) advanced to an initial technical longlist interview with 4 candidates (all search) taken forward to assessment centre with psychometrics. 2 candidates progressed to member panel and were both appointable. At a time when other councils were not appointing or making weak appointments, the council made a strong appointment of an experienced Assistant Director.
- Full process search and selection
- Recent, failed campaign
- National search
- Longlist technical interviewer
- Support to member panel
- Onboarding for appointed candidate
- Career support feedback to unsuccessful candidates