• The modern Recruiter is a Social one

The use of Social Media Marketing is an absolute must have tool for any talent acquisition team in the modern era. If you are not using the likes of Twitter, LinkedIn, Instagram and Facebook to build talent communities then you are behind the curve. This the best way to attract unique talent. 

• Agile Sourcing

Agile Sourcing derives from (you guessed it) Agile Methodology and we have utilised it in order to create a systematic approach with clear time frames to create talent pools. This way you know exactly how we are finding talent by putting in proper timeframes.

• Social Media Strategies

Work with me to build a social media strategy to showcase your company's culture to passive talent, so they are aware of your brand in advance.

• A bespoke Video Platform

to host interviews and create visual short lists.

• A Video Capture tool

to attract hard-to-find talent

• Organisational and time management tools

to streamline communication and the hiring roadmap.

• Working with Schools, Colleges and Universities

to inspire the next generation of tech talent.

• Launching new Meet-Ups and Tech Events

to work with the next generation to get them learning early.

• Public Speaking Events

to offer career advice.

• We are your external Marketing team

We know how competitive it is to attract and even retain technology talent. So we want to be an extension of your marketing team. This way, we will understand every facet of your business from the people to the culture, so when we look to engage with talent, they want to work for you.

• Job Spec Creation

Writing jazzy standout job descriptions that will attract talent in such a competitive candidate market can be tough. So let us do it for you. Don’t worry, you can read it before it goes out, but selling your brand starts with the job specifications.

• Hiring Roadmaps

When you are looking to hire a number of technical roles, it is important to understand the market and what the average timelines are in order to build a talent list. Sit down with us, so we can talk you through the market but also understand what your priorities are in line with your internal projects.

• Social Media Engagement Reinforcement

Attracting and engaging hard to find talent starts well before an application. Get your brand noticed by being on social media. With so many people on social media within Tech, you need to market your brand both as a serious employer and a window on your business culture as not only does it show you take your business seriously, it massively demonstrates what your culture is really like.

• Employee Attraction and Retention Analysis

Businesses sometimes focus too much on attracting talent, and forget to focus on retaining the talent they already have. We have spent months understanding employee engagement in order to support your business not with only the plans to attract talent but what businesses should do in order to retain it.

• Comp and Ben’s Reviews

The best companies are the ones that show love to their employees. We are able to demonstrate what the market is doing in order to attract people to their business but what makes it so hard for their current employees to leave because they have an amazing “benefits package”.

• Salary Surveys

We don’t give you figures pulled out of the sky, but factual stats on what the market is actually paying. If you want to get the best, you need to pay market rates, but we will be honest about what those look like. After all, you get what you pay for.

• Employer Culture Definitions

When we partner with a business we always want to understand your culture. An Employer’s Culture is by far one of the most important factors in any organisation from your mission statement to your values, to your company ethos. Whatever it is, we want to understand it, so we can market it, but more importantly mirror it as your partner.