For candidates
Straight answers, real roles, and someone who will tell you where you stand.
For candidates
Straight answers, real roles, and someone who will tell you where you stand.
For candidates
Straight answers, real roles, and someone who will tell you where you stand.
Most of the people we place were not looking
They were doing a decent job somewhere reasonable, with no particular plan to leave. What moved them was a specific conversation about a specific role, not a job alert.
If that describes you, the useful thing is not to send a CV and wait. It is to have one conversation now, so that when something genuinely right comes up we already understand what would make you move, and you are not making a career decision in the four days a process gives you.
Our commitments to you
The recruitment industry treats candidates badly often enough that most people expect it. These are the standards we hold ourselves to. If we fall short of any of them, tell us.
Your CV goes nowhere without your permission
We name the client and the role, and we ask, every time. No speculative submissions, ever.
You get the salary range before you invest your time
We would both rather know in the first 10 minutes than the fourth interview
You will hear back either way
Including when the answer is no, and including when the conversation is awkward.
Interview feedback you can actually use
Not that they decided to go in a different direction. If we cannot get you something useful, we will tell you that rather than pad it.
Your search stays confidential
Most of the people we speak to are employed and content. A leak is not an inconvenience, it is a serious problem, and we treat it that way.
We stay in touch after you start
The placement is not the end of the relationship. We will check in, and we would rather hear early if something is not right.
What we can and cannot tell you about a business
We are the people division of an accounting and advisory firm, so we tend to understand the businesses we recruit for properly. How they are structured, how they are led, and where they are heading.
We will never share a client’s confidential information with you, and you should be wary of any recruiter who offers to. What we can do is give you an informed view on whether a role and a business make sense for where you want to get to, rather than a paraphrase of the job advertisement. If we do not think a move is right for you, we will say so, even when it costs us the placement.
How the process works
1
A conversation. Half an hour, no obligation, and not an interview. We want to understand what you do, what you are good at and what would have to be true for you to move.
2
We agree the brief. What you are looking for, and just as importantly what you are not. Location, money, sector, the things you will not compromise on.
3
We approach you about specific roles. Client named, salary range disclosed, and a straight answer on why we think it fits.
4
We brief you properly. Before you meet anyone, you will know who you are meeting, what they care about and what the process looks like end to end.
5
We debrief after every stage. Both directions. You tell us what you thought, we tell you what they thought.
6
Offer, resignation and the counter offer. We will talk you through it honestly, including the situations where staying is the better decision. Those exist, and pretending otherwise helps nobody.
The roles we recruit
We recruit permanent, contract and interim roles across Professional and Corporate Services, Technology and Digital, Sales and Marketing, HR, Health and Care, Consumer and Industrial Operations, and the Not for Profit sector. Everything from specialist and management appointments through to executive and board.
Talk to us about your next move
Dominic Roberts
Director, Prosperity People Solutions