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Sophie Kay shared thisThe best recruiters aren’t “CV senders" They’re market operators BIG difference Anyone can scrape LinkedIn and fire over profiles We all have access to the same tools But that’s not recruitment That’s admin with WiFi, lol Real recruitment, especially in SaaS, is being an expert It's also understanding timing, tech, tools, psychology, market conditions, compensation, motivations, culture fit, leadership styles, sales motions, growth journeys, funding, candidate leverage... It’s knowing when someone says “I’m not actively looking" reading between the lines to what they actually mean It's knowing everything that is going on so you know they are looking before they do It’s understanding that the top 5% of GTM talent are rarely applying for jobs & are being approached constantly Which = your process, your messaging, your speed, and your reputation all matter A lot of founders think recruitment starts when a CV lands in their inbox The best recruiters have been building that relationship for months, sometimes years before that candidate ever appears That’s why good recruitment looks effortless from the outside Because all the hard work happened before you saw it #Staffr #Recruiter #Recruitment #Hiring #Headhunter #SaaS #B2B #GTM #Tech #SaaSSales #Founder #FemaleFounder #WomenInTech #WomenInRecruitment #WomenInSales #WomenInSaaS
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Sophie Kay shared thisMost SaaS companies don’t lose candidates to competitors They lose them to indecision As a recruiter, my two pence is top GTM talent doesn’t stay available for long SHOCKER The best candidates move quickly because they know their value Meanwhile, a lot of hiring processes look like ⬇️ • interview 💭 internal delay • another interview ❌ stakeholder unavailable • more “alignment” 😶 radio silence for 10 days Then panic when the candidate accepts another offer Hiring isn’t Tinder You can’t keep swiping while expecting great people to wait around indefinitely The strongest companies are decisive in this market They know what they want, they align internally early, they move with intent, they stay consistent with talent partners & communicate often and transparently AND they understand momentum matters Because every delay sends a message, whether you mean it to or not Slow process = uncertainty Uncertainty kills deals, so does time Candidates are no different A lot of companies are making it far harder for themselves than it needs to be #Staffr #Hiring #Founder #Startup #FemaleFounder #SaaS #GTM #B2B #Tech #Recruiter #Recruitment #Headhunter #WomenInSaaS #WomenInSales #WomenInTech #SaaSSales
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Sophie Kay shared this🚨 Founders 🚨 STOP hiring people for the company you want to be Hire for the company you actually are (Sorry) One of the biggest mistakes I see in SaaS hiring is founders trying to hire “enterprise-level” talent into businesses that still operate like a chaotic startup (because they are a chaotic start-up) Then everyone’s shocked when it doesn’t wor A candidate who thrived at a billion-dollar company with: – established brand – huge inbound pipeline – large support functions – mature enablement …almost always struggles in a lean startup environment where they have to build from scratch And that’s not a talent issue nor a bad sales rep issue It’s a fit issue Early-stage SaaS needs people who can operate in ambiguity, build process while selling, stay resilient when things break, move without constant direction Different stage = different skillset The best founders understand this They don’t hire based on logos They hire based on adaptability and environment fit Because startup hiring isn’t about prestige and it shouldn't be It’s about who can actually execute in the reality of your business Big difference Leave the ego at the door #Staffr #Hiring #Recruiter #Recruitment #SaaS #B2B #GTM #Tech #Startup #SaaSSales #Founder #FemaleFounder #WomenInTech #WomenInSales #WomenInSales
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Sophie Kay shared thisOne down, one more to go (for now) 👀 Last year I took my health and wellbeing seriously Shifted 25kg, got into running, F45, looking after my mind and body My little brother joined in on the hype & wanted a goal to work toward So we signed up to our first half marathon together We did it Proud of the wee man & the full circle moment here You can always do hard things You just have to try and want it bad enough Now, 5 days recovery until the Manchester Half Marathon ... 🫠 But I am thinking.... There is still 2Q's left in the year... What do I do next? #Staffr #Recruitment #Recruiter #Headhunter #Hiring #Startup #B2B #SaaS #GTM #Tech #SaaSSales #Founder #FemaleFounder #WomenInTech #WomenInRecruitment #WomenInSales #WomenInSaaS
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Sophie Kay shared thisAnother bank holiday = another 0% pint (well 0% shandy lol) Staying clear headed is one of my non-negs (not that I don't dabble in a real drink now and then) for success I think most people in sales overcomplicate success *Especially* in recruitment They look for hacks, perfect timing, secret formulas The “magic” outbound message But I hate to break it to anyone who thinks this, that's not reality The people who consistently win usually do the boring things better than everyone else They follow up, they stay organised, they keep their pipeline clean, they make the extra call, they send the extra message, they stay consistent when motivation disappears & they work the extra hour or two when everyone else goes home That’s it Sales and recruitment are compounding games A lot of people quit because the results don’t come instantly But the outreach compounds, the conversations compound, the relationships compound & your reputation compounds too People think the winners blew up or popped off overnight They didn’t Staffr didn't The people who win just stayed consistent for long enough Most people don’t fail because they’re incapable or shit at their job They fail because they stop doing the basics properly The fundamentals will make you win They’re just not glamorous enough for most people to stick with 🤷♀️ #Staffr #Recruitment #Recruiter #Headhunter #Hiring #Startup #SaaS #GTM #B2B #Tech #Founder #FemaleFounder #WomenInSaaS #WomenInSales #WomenInTech #WomenInRecruitment
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Sophie Kay shared this🚨 SaaS founders 🚨 If your hiring process feels painful, your candidates probably feel it too One thing I’ve noticed recently is that a whole shit load of companies think they’re assessing candidates and that is purely the objective of a hiring process But candidates are quietly assessing your company just as hard And the best talent notices e v e r y t h i n g Slow feedback, disorganised interviews, rescheduling multiple times, different answers from different stakeholders, lack of clarity around targets, progression, or expectations Those things don’t just create friction ✨ they create doubt ✨ Top GTM candidates don’t want perfection, they want confidence, structure & decisiveness Because if the hiring process feels chaotic, they will start wondering “What’s it actually like working there?” The strongest companies understand that hiring is part assessment, part sales process They move quickly, communicate clearly, respect people’s time and know exactly what they’re looking for The result? ✅ Better hires ✅ Higher acceptance rates ✅ Stronger retention Hiring is one of the biggest reflections of how your business operates Candidates notice more than you think #Staffr #SaaS #B2B #GTM #Tech #Startup #Hiring #Recruiter #Recruitment #Headhunter #Founder #FemaleFounder #WomenInTech #WomenInSales #WomenInSaaS #WomenInRecruitment
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Sophie Kay shared thisWe're winning business at Staffr we probably would've lost a year ago 12 months ago we lost three pitches in a row Same feedback every time "We liked you but went with someone more established" It STUNG We were good at the work, but we couldn't prove it yet So we changed our approach We stopped pitching and started showing how we work and what we do Instead of decks, we sent candidates Before clients even signed Proof of concept is everything "Here's who we'd find you" "Here's how fast we move" We started sharing everything we were learning, on LinkedIn, in calls, giving away the playbook We asked every client for a testimonial & used them everywhere, we followed up with every company that said no (not to chase), but to stay in touch One of those companies came back six months later & are now one of our biggest clients We didn't get more experienced All we did was show that we weren’t going to be outworked Proof of concept is everything #Staffr #GTM #B2B #Tech #SaaS #Recruiter #Recruitment #Hiring #Startup #Headhunter #Founder #FemaleFounder #WomenInTech #WomenInSales #WomenInRecruitment #WomenInSaaS
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Sophie Kay shared thisThe sales hiring market has shifted Most companies haven't caught up Two years ago, candidates waited weeks for feedback Accepted average offers, felt lucky to get a role That market doesn't exist anymore What we are seeing now is top candidates have 3 or 4 offers within two weeks They're comparing processes, not just packages They're asking about culture, flexibility, and progression before they ask about base salary Reps are talking to each other, sharing which companies are good to work for Warning each other about the ones that aren't Your reputation travels faster than your job post The companies winning right now treat candidates like customers They sell the opportunity, they move fast & with intention & they communicate clearly The ones losing are still running 5 round processes or still taking 3 weeks to give feedback And STILL get surprised when candidates ghost them The market has shifted The question is whether you've shifted with it #Staffr #SaaS #Founder #FemaleFounder #GTM #B2B #Tech #Hiring #Startup #Recruiter #Recruitment #Headhunter #WomenInTech #WomenInRecruitment #WomenInSales
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Sophie Kay shared thisFrom A&E to Paris to recuperate Taking time out is so important and I think we all take it for granted Back at it, ready to go Staffr, let's send the rest of this Q 🖤 #Staffr #Founder #FemaleFounder #SaaS #GTM #Tech #B2B #Startup #Hiring #Recruitment #Recruiter #Headhunter #WomenInSaaS #WomenInSales #WomenInTech #WomenInRecruitment
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Sophie Kay liked thisSophie Kay liked thisYesterday, we inaugurated our Paris office 🇫🇷. And what a way to do it. A rooftop in the heart of Paris. The Eiffel Tower as our backdrop. Customers, partners, and the full Synthesia team gathered to mark a new chapter, and I'm still processing how far we've come. Exactly one year ago, I joined Synthesia to build our South EMEA presence. I had no idea what the next 12 months would look like, but I hoped for this. Last night, I stood on that rooftop surrounded by one of the sharpest, most driven teams I've ever been part of. We welcomed incredible customers, and had our CRO Ken Lawshe, SVP Sales Nadia Eslami, and AVP Sales Bernd Hacker fly in to mark the occasion with us. That kind of investment from leadership says everything about how seriously Synthesia is betting on South Europe. The energy in that room was something else. The conversations, the ambition, the laughs. This is what building something real feels like. To the South EMEA team: you make this region what it is. To our customers who joined us: thank you for trusting us on this journey. And to Synthesia — merci. 🇫🇷 Special thanks to Choose Paris Region for the support 🇫🇷 #Synthesia #Paris #SouthEMEA #NewOffice #AI #TeamMoment Alessandra Venier Alexandru Voica Eugenio de la Oliva Rosie Mitchener Bruno Broughton Andrés Felipe Cortés Linh D. Nguyen Abraham Matta Amine ALI Enrica Bonatesta Hadrien Carnot Hussam Alolaiwy Léa White Mohamed Ghobara Sebastian Beierling Stefano Pecora Oumaima Belqola Louis Garcin Tonia Rega Carla Barleaza Jean Gasc Thomas NADAUD Thibault Verlhac Lorenzo Lecchi Alex Olivieri Bérengère (Berry) Hayart Rémy Cottin Nicolas Joubin Flora CAZALIS Lauryn Harwood Laura Gonzalez Florez Dr.rer.nat. Boutaina El kenz Karina Cordova
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Sophie Kay liked thisSophie Kay liked thisI spent over £10,000 to nearly die in the Sahara. And I'd do it again tomorrow. Marathon des Sables. 270km. Six stages. Eight days. Carrying everything on my back through the hottest desert on earth. The race nearly ended before it started. Day zero. Medical tent. Severe dehydration. Six months training, 100-mile training weeks, gym sessions, weighted treadmill hikes, heat acclimatisation in Dubai, hours in saunas and running in more layers than anyone should ever wear. The day before the race i'm lying on a stretcher being told I might not make the start line. You know what saved my race? Beef stock cubes. Not some £200 electrolyte protocol. A doctor in a tent telling me to dissolve Oxo cubes in my water. Every industry sells you complexity. The desert taught me the opposite, more on that another time... Most people who say they "couldn't do this" absolutely could. I'm not a professional athlete. I run a company full-time. A calendar that doesn't care about my training plan. I trained at 5am. I trained when I should have been going to sleep. I trained when I didn't feel like it which was most days actually The difference between people who do hard things and people who don't isn't talent. It isn't genetics. It isn't time. It's the willingness to be uncomfortable on a Tuesday morning when nobody's watching. What actually happened out there: → Hallucinating during the 100km long stage. I saw things that weren't there. I had conversations with people who didn't exist → Forcing down 4,000 calories a day from a bag while my body rejected food → Sleeping on the ground in a communal tent with eight strangers who became family by day two → Watching adults cry. Crying myself. Then getting up and doing it again and again → Crossing the finish line and feeling something I genuinely don't have words for yet I've raised over £11,000 for Dreams Come True & The Hospice of St Francis, Berkhamsted Children with life-limiting conditions. Families in their hardest moments. That's why I ran. That's why the suffering had a point. Thank you to everyone who donated!! The unpopular truth.... We've engineered discomfort out of existence and then wonder why everyone's anxious, soft, and lost. I'm not saying suffering is the only answer. I'm saying the absence of any voluntary hardship in your life isn't the gift you think it is. Because once I found out what you're actually capable of, going back isn't an option. The full story, the medical tent, the hallucinations, the finish line, is on the podcast, link in the comments. What's the hardest thing you've done this year? And if the honest answer is "nothing" then I'd HIGHLY recommend changing that. ✌
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Sophie Kay liked thisSophie Kay liked thisI showed a Head of Sales how to find and enrich 200 prospects inside Claude yesterday. No exports. No CSVs. No fiddling around with filters. No "is this actually our ICP". Just: "Claude, here's our ICP. Use the FullEnrich connector to find the contacts and pull their mobile numbers." Her face when 187 verified mobiles landed 90 seconds later was the highlight of my week. GTM teams aren't asking for more tools. They're asking for fewer tabs.
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Sophie Kay liked thisSophie Kay liked thisBREAKING: Peec AI has just surpassed $10m ARR AND is expanding to the US! 🇩🇪 🇺🇸 The company, founded by Daniel Drabo, Tobias Siwonia, and Marius Meiners, launched in February 2025. It raised a €7m seed round led by 20VC (in just 24 hours), followed by a $21m Series A led by Singular in November 2025. It has JUST announced hitting $10m just 5 months after hitting $5m (and 16 months after launching). The company now has over 2,500 customers! It is now opening an office in New York to service the demand it's getting from the states. Peec AI is one of the fastest growing companies in Europe right now and is DEFINITELY one to watch. Congrats Marius and team 👏 Interested in European Tech? Sign up to my newsletter here: https://lnkd.in/eH5_y5aq
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Tech Tales
1K followers
57% of companies outsource at least one HR function. With an internal HR team, businesses often face: • High hiring and operational costs • Delayed recruitment cycles • Limited access to quality talent • Compliance risks and errors Hiring an outsourced HR team helps with: • Faster access to the right candidates • Reduced costs and improved efficiency • Stronger compliance and risk management • More focus on core business growth Tech Tales makes it seamless. ✔ Pre-qualified, job-ready candidates ✔ Fraud-proof background verification ✔ Streamlined hiring and onboarding ✔ Scalable HR support as you grow Stop struggling with hiring. Start building a system that works. 📩 Connect with Tech Tales. . . . #HROutsourcing #HRServices #Hiring #BusinessGrowth #TechTales
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Ben Lovis
Hire Forge AI • 1K followers
Recruiters are drowning in CVs. Hire Forge AI now integrates directly with Crelate ATS. Here's what that means in practice: → Hire Forge monitors new applications in Crelate → AI screens candidates against your criteria → Posts notes back to candidate records → Moves top scorers through pipeline stages → All without leaving your ATS Less switching between tools. Less manual shortlisting. Less chance of missing a strong candidate buried deep in the pile. One recruiter told us: "What took me 4 hours now takes 15 minutes." Are you still manually screening hundreds of CVs? If you're on Crelate, the integration is now live. Using a different ATS? DM me - we're exploring integrations with other platforms. #Recruitment #RecruitmentTech #AIRecruitment #ATS #HiringAutomation #TalentAcquisition
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DGNA Consulting
421 followers
What’s holding your agency back from reaching the next level? Over the past few weeks, I’ve spoken to several recruitment founders from a variety of industries who are feeling stuck — not because of a lack of ambition, but because of missing foundations. Although these founders are from different industries, the same patterns keep showing up. Here are a few key gaps I’ve seen time and time again: 🔸 No real structure — just people winging it 🔸 No automation — still doing everything manually 🔸 No BD strategy — just hoping the work keeps coming 🔸 No structured training — new hires sink or swim 🔸 Too reliant on a handful of clients — no revenue diversity Recruitment should be simple. You’re the bridge between the right candidate and the right client. But if you don’t build solid foundations as you grow, you’re essentially building on sand. Sometimes the best thing you can do is pause, step back, and get clear on what’s actually blocking your growth. That clarity can change everything — for your business and your headspace. If you’re currently in the thick of it and want to bounce ideas around or gain some outside perspective, let’s talk.
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MRJ Recruitment
128K followers
⚡UK Tech Watch: Who’s Moving, and Why It Matters Behind every shift in tech, there’s a person making a call. A hire. A promotion. A partnership. A strategic move. Each week, we handpick the stories where those decisions tell a bigger story about where our industry is heading, how teams are evolving, where investment is flowing, and what skills and leadership really matter right now. If you work in tech, these are the updates worth keeping track of. Here’s what caught our attention this week 👇 📣 Pagabo Group, led by co-founder and CEO Simon Toplass, promotes Matt Johnson to Senior Marketing Executive as it continues to invest in internal talent and culture. 🏥 Lantum, founded and led by CEO Melissa Morris, acquires Doctors Rostering System from Skills for Health and relaunches it as InCheck to strengthen NHS workforce compliance and scheduling. 🤝 DebtStream, co-founded and led by CEO Gareth Bailey, partners with Sirec S.p.a. by atamira to deliver AI-led, customer-first collections journeys 🪴 SmartyPlants, founded by Ben Beavers, secures £190k from British Design Fund to bring smart, data-led plant care into UK homes. 🎨 Sparxell, founded and led by CEO Benjamin Droguet, raises $5m Pre-Series A to scale plant-based colour technology for packaging, textiles and coatings. Read more about each of the stories here >> https://lnkd.in/eCx4Zb4Q #MarketingCareers #HealthTech #FinTech #ConsumerTech #UKTechJobs
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BlueSky PR
1K followers
40,000+ recruitment firms in the UK. Most are invisible when it comes to media coverage. Every month, we share the strategies that help recruitment agencies get genuine press attention, build thought leadership, and turn their expertise into the kind of coverage money can't buy. No fluff. No theory. Just practical insights from working with recruitment firms who've gone from unknown to industry voices. Our monthly newsletter lands in your inbox with: → Media strategies that work no matter your budget → Crisis lessons from real PR disasters → Thought leadership tactics that actually generate leads → The stories your competitors are missing Want in? Link in comments to subscribe.
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Soham Shirsath
alabty.com • 6K followers
Just when it seemed like a 4% fee on permanent hiring had set the lowest benchmark… We’re now seeing companies that : – Are unwilling to pay a sourcing fee – Still expect recruitment partners to deliver qualified candidates – And even recommend that consultants recover their fees directly from candidates Think about that for a moment. Recruitment is far more than simply sharing resumes. It involves talent sourcing, screening, evaluation, interview coordination, offer negotiation, and representing the employer’s brand in the market. Asking candidates to pay for placements compromises : • Ethical hiring standards • Employer reputation • Long-term credibility within the recruitment ecosystem Recruitment firms invest significant time, resources, industry networks, and expertise to identify the right talent. That value should never be transferred onto job seekers. A healthy hiring ecosystem depends on : ✅ Organizations valuing access to quality talent ✅ Recruitment partners being treated as strategic contributors ✅ Candidates being respected, not commercialized Driving costs down at the expense of ethics ultimately benefits no one — not employers, not recruiters, and certainly not candidates. Interested to know from fellow recruiters and talent acquisition leaders: are you observing similar practices in the market? #RecruitmentIndustry #Hiring #TalentAcquisition #EthicalRecruitment #StaffingIndustry #PermanentHiring #HRLeaders #EmployerBranding #RecruitmentPartners #BusinessOfRecruitment From Anindya Chowdhury's Linkedin Timeline.
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Swift Recruitment Agency UK
4K followers
𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗣𝗮𝘆 𝗙𝗮𝗰𝘁𝘀 𝗮𝗻𝗱 𝗦𝘁𝗮𝘁𝘀 𝗛𝘂𝗯: 𝗨𝗽𝗱𝗮𝘁𝗲𝗱 𝗳𝗼𝗿 𝟮𝟬𝟮𝟲 This article from New Millennia compiles up-to-date UK recruitment pay data, explaining how recruiter compensation and agency fees work, typical salaries by role and location, hiring costs, and industry earning potential to help readers understand pay trends in 2026. Perfect if you’re starting a recruitment agency!   See the full article on the New Millennia […] The post Recruitment Pay Facts and Stats Hub: Updated for 2026 appeared first on UK Recruiter. https://lnkd.in/ey69iDvx The companies that fix hiring early are usually the ones that scale smoothly.
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Kiku
2K followers
The SIA 2026 Europe Buyer Survey is live. One insight for staffing agencies: Your clients rate you very differently depending on how mature their contingent workforce programme is and it has almost nothing to do with placement quality. Why some clients are harder to satisfy: 🔹 Programme managers at less mature buyers often deal with rogue spend and undefined processes. They can't give you the visibility, structured feedback, or opportunities you need to perform well. The relationship stays transactional because they haven't built the infrastructure for anything else. 🔹 Programme managers at high-maturity buyers approach this differently. They tier their suppliers, invest in direct relationships, and treat you as part of a deliberate ecosystem. Most are actively consolidating their supplier base. So not to cut costs, but to go deeper with fewer partners. How satisfied your clients are depends partly on who you're working with and how they've set up their programme. You can deliver the same quality and get rated very differently. Access the full article https://lnkd.in/eFAvE5NC #staffing #contingentworkforce #talentacquisition
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Apprize Technology Solutions
11K followers
📊 UK Hiring Trends 2026 – What Employers & Candidates Need to Know The UK hiring market isn’t slowing down — it’s accelerating and reshaping itself. Across London and major UK hubs, here’s what we’re seeing: ✅ Rise in contract hiring for tech and transformation programmes Businesses want agility. Contract professionals are powering digital change. ✅ Strong demand for Cloud, Payments & Data specialists These skill sets continue to drive business growth and innovation. ✅ Salary corrections in mid-level tech roles After peak inflation cycles, compensation is stabilising in some areas. ✅ Faster hiring cycles Top candidates are off the market within 10–15 days. 🚨 Hiring managers: If your process takes 4+ weeks, you’re likely losing your first-choice candidate. ⚡ Candidates: Stay interview-ready. The market is moving quickly — and preparation creates opportunity. Whether you're scaling teams or exploring your next move across the UK, timing and strategy matter more than ever. Let’s connect. Apprize Technology Solutions "Delivering Excellence" #UKJobs #UKRecruitment #HiringTrends #TechHiring #UKTech #CloudCareers #DataJobs #PaymentsIndustry
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Workwell
10K followers
Greetje Brosens, Chief Sales and Revenue Officer at Workwell, spoke to Recruiter Magazine about how remote work has unlocked a massive new talent pool, allowing recruiters to support clients almost anywhere in the world. However, sourcing international talent is only the first step. As Greetje explains: “The UK market is highly competitive, and recruiters here are very strong at sourcing internationally. What they’ve historically lacked is the legal framework to engage and employ those workers compliantly – and that’s the gap we fill.” Through our specialist brands, we provide the legal and administrative infrastructure to employ workers in over 150 countries. Whether you're navigating the UK or expanding into new territories, we offer the local expertise needed to hire without the compliance headaches: ✅ Workwell Global: Comprehensive EOR and compliance solutions for over 150 countries worldwide. ✅ Workwell Contractor Solutions: End-to-end support for managing contingent and remote workers in the UK. ✅ Workwell North America: Providing EOR, MSP and VMS services across a range of industries. ✅ Oncore // Contingent Workforce Management and Payment Solutions: A leading provider of contingent workforce management solutions in Australia and the APAC region. Explore our global solutions here: https://buff.ly/ljrW5gz Read the full feature in Recruiter Magazine: https://buff.ly/4wGPk6V #RecruiterMagazine #GlobalRecruitment #EOR #WorkwellGlobal #WCS #WorkwellNA #Oncore #Compliance
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Smart Workforce Solutions
373 followers
Markets move fast. Client expectations shift. Workloads fluctuate without warning. Businesses that can’t adapt quickly often find themselves reacting instead of leading. Traditional staffing models make flexibility difficult. Hiring takes time. Reducing overheads during slower periods is complex. The result is pressure — financially and operationally. A global workforce introduces elasticity. Roles can scale with demand, giving your business the ability to respond without locking in fixed overheads. In today’s environment, flexibility isn’t a luxury. It’s a strategic advantage. If adaptability is critical to your future growth, it may be time to rethink how your team is structured. Contact info@smartworkforcesolutions.com.au to explore your options. #SmartWorkforceSolutions #SWS #GlobalVirtualCompany #Outsourcing #BusinessStrategy #AustralianBusiness #ScalableGrowth
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Mariyana Boyanova
talaint by Human Recruiters® • 31K followers
📈 In Oversupplied Markets (Tech, Admin, Media) When you have more candidates than jobs, the strategy flips. 👉🏻Raise the Bar: Now is the time to hire “A” players. With more talent on the market, clients can afford to be selective. 👉🏻Redesign Roles: Instead of backfilling a role exactly as it was, help clients combine responsibilities to match emerging business needs. 👉🏻Focus on Retention: Just because the market is soft doesn’t mean your top performers won’t leave. Smart competitors are always looking to poach high-impact players from stagnant companies. https://lnkd.in/dQrTBDmu
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James Morris
The Recruitment Events Co. • 15K followers
Partnership Announcement: inploi 🤝 RL Exchange Really pleased to welcome back Inploi to the Resourcing Leaders UK community for the newly introduced RLX. For both TA leaders trying to convert talent into hires and vendors building solutions for the space, it’s clear that candidate engagement and application drop-off are two of the biggest challenges in hiring right now. Attracting talent is one thing but actually keeping them engaged through the process and converting that interest into applications is where many teams struggle. It's so important what they're doing: using AI-powered candidate engagement to help organisations source, engage and convert the people they need, while treating candidates more like customers and giving recruiters time back to focus on people, not process. Looking forward to having Felix Dealtry lead 1:1 meetings and join the conversations with the community over the two days. Welcome back Dean Webb Matthew de la Hey and co 🚀
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3 Comments -
Martin Ingram
8K followers
𝐏𝐑𝐎𝐅𝐄𝐒𝐒𝐈𝐎𝐍𝐀𝐋 𝐒𝐄𝐑𝐕𝐈𝐂𝐄𝐒 𝐑𝐄𝐂𝐑𝐔𝐈𝐓𝐄𝐑𝐒: 𝐅𝐀𝐍𝐂𝐘 𝐓𝐇𝐄 𝐔𝐒 𝐨𝐟 𝐀 𝐌𝐀𝐑𝐊𝐄𝐓? 🏈 I could go on forever about the benefits of working the US market in comparison to the UK market, but its safe to say that the privilege of less saturation and bigger fee’s has nearly always been reserved for Technical Recruiters (IT and Engineering related mainly). So, I’m pleased to say, that for anyone doing a more Professional Services UK market, I now have an option for you. If…… 👉 Qualified Finance 👉 Actuarial 👉 Legal 👉 Change/Transformation ……. is your specialism, then your skillset is a perfect crossover to this Recruiters market. Based in Manchester, you’ll be office based for three days and home for two. More importantly, you’ll still work UK hours (with the odd call needing to be done later on, but that’s probably no different to your current role). UK hours work in this market, as you’ll catch most of your candidates / clients before their working day and rarely after it. And the fee’s!! Average fee is $55,000, but its not unusual to work a fee up to $200,000 (you read that right…..that’s the fee!!) By year 2 you’ll be billing £250,000 (sterling) and double that by year 3. Year on Year £100k earnings are all but guaranteed. If you are currently a circa £200k biller (market dependent so some lower, some higher), base salary will be around the £40-£45k mark. You’ll need to exhibit really strong Resourcing skills. Although it’s a 360 role, Business Development isn’t an issue such is the candidate driven nature of this market. Genuinely, if I was looking to go back into an agency this would be the role I’d target. Even if you are mildly curious, I’d love to tell you more. #professional #services #recruitment #manchester
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Ashish Doshi
Bizcivitas - India’s #1… • 5K followers
5 hiring mistakes I often see SMEs (Small & Medium Businesses) • Starting interviews before clearly defining the role • Expecting senior results with junior salaries • Too many decision makers in hiring • Delayed feedback to candidates • Rushing to hire someone instead of finding the right match. Hiring is not just filling a position. It’s shaping the direction of your business. Taking a little time to get hiring right, saves a lot of trouble later. #SMEGrowth #HiringStrategy #FounderPerspective
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Tom Buchan
Aspire Rec2Rec Ltd • 16K followers
THE LIFE OF A PODCAST HOST 🎙️🎧💙 We're excited to announce our new podcast — Primis Presents! Hosted by Simon Gregory (Director of Go-to-Market Hiring) and Cheryl Tyas (Business Development Director), this series brings together the brightest minds in tech to share their stories, exchange ideas, and inspire future growth. Each episode will dive deep into the journeys of revenue leaders, technical innovators, and global change-makers, uncovering the real lessons, challenges, and turning points behind their success. Subscribe to Primis Presents here 🔗 https://lnkd.in/eaFwk7zB 🔗 https://lnkd.in/evkJHwKN
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Natalia M.
RITTS • 23K followers
👉 𝐕𝐞𝐫𝐲 𝐢𝐧𝐭𝐞𝐫𝐞𝐬𝐭𝐢𝐧𝐠 𝐟𝐢𝐧𝐝𝐢𝐧𝐠𝐬 — especially seeing 𝐭𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐬𝐤𝐢𝐥𝐥𝐬 𝐚𝐧𝐝 𝐬𝐚𝐥𝐚𝐫𝐲 𝐞𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧𝐬 𝐫𝐚𝐧𝐤𝐞𝐝 𝐞𝐪𝐮𝐚𝐥𝐥𝐲 𝐚𝐬 𝐭𝐡𝐞 𝐛𝐢𝐠𝐠𝐞𝐬𝐭 𝐡𝐢𝐫𝐢𝐧𝐠 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 right now. From the conversations I am having with Technology leaders, one thing is becoming very clear: 𝐓𝐡𝐞 𝐦𝐚𝐫𝐤𝐞𝐭 𝐢𝐬 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 𝐣𝐮𝐬𝐭 𝐚𝐛𝐨𝐮𝐭 𝐟𝐢𝐧𝐝𝐢𝐧𝐠 “𝐠𝐨𝐨𝐝 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐞𝐫𝐬” 𝐨𝐫 “𝐬𝐭𝐫𝐨𝐧𝐠 𝐞𝐧𝐠𝐢𝐧𝐞𝐞𝐫𝐬.” Companies are increasingly looking for professionals who can combine: ✔ Technical expertise ✔ Communication skills ✔ Commercial awareness ✔ Adaptability ✔ Stakeholder management At the same time, many organisations are still competing for a relatively small pool of highly specialised talent, while AI and evolving technologies are rapidly changing skill requirements. Another major challenge I continue to see is speed. Strong candidates often move through multiple interview processes simultaneously, and businesses that move too slowly can lose excellent talent very quickly. It will be interesting to see how these trends evolve over the next 12–24 months as AI-assisted development and changing business demands continue to reshape Technology teams. Curious to hear what others are currently seeing in the market as well. #hiring #IThiring #RITTS
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MAYACHI Ltd
2K followers
Do pay-and-bill solutions really save recruitment agencies time and money? 💷⏱️ For agencies working with temps and contractors, cash flow pressure is real. Paying contractors before clients pay you can quickly stretch finances. Pay-and-bill solutions can help by funding invoices and handling payroll and billing, freeing up time to focus on growing your desk. 🚀 But as agencies scale, the costs can add up, and other funding or finance support options may offer better value and control. We’ve broken down the pros, cons and when they make sense for your agency here: https://lnkd.in/eviP3txh If you’re unsure whether your current setup is right, we’re happy to give you an independent view. #RecruitmentFinance #Cashflow #RecruitmentAgency
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Simplicity in Business
4K followers
🚀 𝗪𝗮𝗻𝘁 𝘁𝗼 𝘀𝗰𝗮𝗹𝗲 𝘆𝗼𝘂𝗿 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝘁𝗼 𝘀𝗲𝘃𝗲𝗻 𝗳𝗶𝗴𝘂𝗿𝗲𝘀? It’s not about working longer hours - it’s about the right strategy. In my latest blog, I share the 5 simple steps successful agencies use to: ✅ Niche down and dominate their market ✅ Build recurring revenue streams ✅ Systemise and automate processes ✅ Develop high-performing teams ✅ Scale client acquisition consistently These are the strategies that take recruitment businesses from busy to thriving. 👉 𝗥𝗲𝗮𝗱 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝗯𝗹𝗼𝗴 𝗵𝗲𝗿𝗲: https://bit.ly/4nHExKB If scaling is on your agenda, this guide will help you make it happen. #Recruitment #BusinessGrowth #Scaling #SevenFigures #RecruitmentAgency
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Prevetted Recruitment
3K followers
When should you outsource recruitment? Not when hiring becomes “too much work.” When hiring starts affecting business performance. You should consider outsourcing recruitment when: • Roles stay open longer than planned and productivity is taking a hit • Your internal team is stretched and hiring becomes reactive • You’re hiring for specialised or senior roles where mistakes are costly • CVs look good, but performance keeps disappointing • Speed is prioritised over fit, and turnover keeps repeating Outsourcing recruitment isn’t about giving up control. It’s about bringing structure, expertise, and judgment into one of your most critical business decisions. The real cost isn’t paying a recruitment partner. The real cost is a bad hire that slows growth, drains teams, and needs fixing months later. If hiring is starting to feel uncertain, rushed, or risky, that’s usually the signal. The right time to outsource recruitment is before the wrong hire becomes expensive. Read more at 👉 https://lnkd.in/exggu__2 What usually triggers hiring challenges in your organisation?
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