Sophie Kay

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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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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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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⚡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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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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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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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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📊 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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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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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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📈 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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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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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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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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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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👉 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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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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