fifteenwest

Supporting Oliver James’ U.S. Growth

Wed, 25 Mar 2026 17:14:28 GMT

FIFTEEN WEST partnered with Oliver James to support the continued expansion of their U.S. business across New York and Charlotte.

Over 12 months we have delivered multiple strategic hires across leadership, business development and specialist recruitment teams.

Working across both Committed Search and Retained Search mandates, we supported Oliver James in attracting high-performing recruiters and leaders capable of driving growth in the U.S. market.

The Impact

12 months of partnership:

Multiple hires delivered across New York and Charlotte
US relocations completed for experienced recruiters
Heads of Division hired to lead key teams in New York
Technology Business Developers placed to expand client relationships
Early Talent hires delivered in Charlotte
Specialist recruiters hired across Underwriting and Claims
Engagement expanded to include a retained search to launch a new division in New York

The Challenge

As Oliver James continued to scale its U.S. platform, the leadership team needed a recruitment partner who understood both the UK and U.S. recruitment landscapes and could access experienced recruiters open to relocation, leadership opportunities and high-growth environments.

The hiring strategy required a mix of:

Leadership hires to scale revenue teams
Experienced business developers to drive client growth
Specialist recruiters to deepen market expertise
Early career talent to build long-term pipeline

Our Approach

FIFTEEN WEST worked closely with the Oliver James leadership team to deliver a multi-hire talent strategy.

Our work included:

Market mapping across the global recruitment industry
Identifying top performers open to international relocation
Advising on hiring strategy and market positioning
Managing candidate engagement throughout the process
Ensuring strong cultural and performance alignment

The strength of the partnership led to FIFTEEN WEST being engaged in early 2026 on a retained mandate to build out a brand-new division in New York.

Testimonials

Delivering 52 graduate hires to support US expansion

Fri, 11 Jul 2025 14:59:16 GMT

FIFTEEN WEST began partnering with Phaidon in 2024 to support their Early Talent expansion across the United States

Tasked with building the next generation of high-performing recruitment talent, Phaidon needed a partner who could deliver quality at scale, and quickly. Within 9 months, FIFTEEN WEST successfully placed 52 graduate hires across multiple U.S. offices, becoming a trusted advisor for Early Talent recruitment.

The Challenge

To accelerate growth across key U.S. markets, Phaidon needed to bring in ambitious, coachable, and competitive entry-level talent. These individuals had to:

Be strong communicators and relationship builders
Demonstrate grit, drive, and a team-player attitude
Show resilience, motivation, and commercial ambition

With rapid expansion underway and high performance expectations, the challenge wasn’t just volume, it was consistency. The business needed every hire to be aligned on mindset, culture, and long-term potential.

The Solution

FIFTEEN WEST was retained to deliver a high-touch, quality-driven graduate recruitment solution, led by Fran. The process included:

In-depth, multi-stage candidate qualification, including research, motivation checks, and video screening
Weekly progress meetings with real-time feedback on market conditions and candidate readiness
A tailored approach to each U.S. office, ensuring cultural fit and performance potential were considered by location
Direct, honest communication that saved time and built trust

Fran’s ability to understand the client’s hiring preferences quickly, and to focus her attention where it mattered most, helped each office to scale with urgency and impact, with many of the new recruits billing significant amounts in their first 3 months with the business.

Testimonial

Securing a strategic hire to strengthen a private equity practice

Fri, 04 Jul 2025 10:03:26 GMT

FIFTEEN WEST began working with Finatal in Summer 2024, initially to support a strategic hire within their Private Equity team in London.

The role was key to strengthening Finatal’s finance offering to private equity clients, and required a specialist search in one of the most competitive talent markets in the UK. This successful engagement laid the foundation for a deeper partnership, with FIFTEEN WEST now advising Finatal on their international expansion into the US.

The Challenge

Finatal needed to hire a high-impact individual with deep sector knowledge, a strong professional network, and the ability to immediately contribute to the firm's growth in the C-suite transformation space. The candidate had to be a cultural fit, bring credibility within private equity circles, and be capable of operating at pace in a high-performance team.

This was a difficult brief in a tough market, the kind of role where active candidates are rare and the best talent often isn't on the market.

The Solution

FIFTEEN WEST delivered a retained search led by Peter Bryant , whose reputation and relationships in private markets were a key factor in securing the project. The process combined structure, insight, and agility:

Weekly progress updates and transparent reporting
Real-time market feedback on both role positioning and brand perception
Access to a pre-qualified, high-performing candidate network
A refined shortlist of 10 candidates introduced for interviews
Ongoing collaboration with the hiring team to adjust and fine-tune as the process evolved

One standout candidate, known to Peter for over six years, had not been actively looking but was a consistently high performer. Thanks to FIFTEEN WEST’s understanding of both his motivations and Finatal’s proposition, the opportunity was positioned in a compelling way that led to a successful hire.

The search was completed within two months, and the successful candidate is already making a strategic impact within the London team.

Following this success, the relationship has evolved to a trusted, long-term partnership. FIFTEEN WEST has since:

Advised Finatal during their pre-launch planning for the US
Supported their entry and scale-up into the North American market

Testimonial

Securing a GTM Partner and team to accelerate US growth

Wed, 02 Jul 2025 08:48:30 GMT

In 2022, FIFTEEN WEST began partnering with a Global Executive Search Firm to support international growth across key markets.

The relationship deepened quickly due to our ability to deliver at Partner level and our deep network in the GTM and technology search space across the US and EMEA.

When the firm needed to make a pivotal hire to lead their Go-To-Market Technology practice in North America, they retained FIFTEEN WEST, not just for our proven delivery, but because our female-led business aligned with their commitment to diverse and inclusive leadership.

The Challenge

The brief was to hire a Partner to lead GTM Technology Search in the US, with a base in California. The hire needed to:

Bring a strong billing record in retained executive search
Have deep GTM and tech market knowledge
Possess leadership and team-building experience
Align culturally with a collaborative, globally-minded firm

It was a high-priority, high-visibility search at group leadership level. The stakes were high: the right hire would be the cornerstone of the firm’s West Coast expansion.

The Solution

FIFTEEN WEST approached this as a retained executive project, mobilising senior resources immediately. Our delivery included:

A highly targeted, insight-led list of GTM search leaders across major U.S. tech hubs
Weekly check-ins and real-time feedback
Thorough pre-qualification focused on leadership potential, cultural fit, and team influence

As the search progressed, we identified a standout candidate who not only fit the role but came with strong team equity. Working collaboratively with the firm, we structured a strategic team move: the Partner plus two high-performing team members transitioned together, delivering immediate impact and long-term value.

The firm successfully hired a GTM Partner and two of their top performers in a matter of weeks. The team has already driven:

Immediate revenue uplift through pre-existing client relationships
Stronger West Coast presence
Leadership capacity to scale quickly with low onboarding risk

Following this success, FIFTEEN WEST has continued to support the firm’s strategic growth across the US and Asia.

Testimonials

Securing a Principal Consultant to drive growth in a global search firm

Mon, 30 Jun 2025 08:31:26 GMT

FIFTEEN WEST has partnered with a global industrial search firm for over a decade, supporting strategic hires across the US, Asia, and UK.

This long-term relationship has been built on trust, delivery, and a deep understanding of the business’s culture and commercial goals. Most recently, FIFTEEN WEST was retained to lead a key hire in London, a Principal-level consultant tasked with driving revenue growth and enhancing delivery capability within a core market vertical.

The Challenge

This was not just another search, it was a strategic growth hire. The firm was looking for a senior individual with a proven track record in executive search, someone capable of handling retained mandates, influencing client strategy, and contributing to team development. Cultural alignment with the leadership team was critical, as was speed of delivery in a competitive market.

The Solution

Given the long-standing partnership and mutual trust, FIFTEEN WEST was engaged on a retained basis and prioritised the search above all contingent work. Led by Peter Bryant, who had a direct relationship with firm's senior leadership team, the process was focused, informed, and collaborative.

Key elements of the solution included:

A highly targeted, insight-led search across a defined shortlist of culturally aligned, high-performing candidates
Weekly update meetings to maintain pace and strategic alignment
Market benchmarking and positioning advice to ensure the role was competitive and compelling

FIFTEEN WEST’s knowledge of both the client and the candidate market enabled them to identify and engage a high-potential candidate who was not actively looking but had clear motivations to move. She remained engaged throughout and was successfully placed within weeks, exceeding expectations on both quality and delivery time.

The successful hire has strengthened firm’s London team and contributed to a new phase of growth. The trust built during this process has led to further collaboration, including a multi-hire retained project in the US, where FIFTEEN WEST secured a number of key hires for the Houston office.

Testimonial

Hiring a Client Services Director to strengthen strategic accounts

Fri, 20 Jun 2025 13:34:27 GMT

In January 2025, Franklin Fitch partnered with FIFTEEN WEST to hire a Client Services Director.

This newly created role was designed to strengthen key account relationships and uncover new revenue opportunities. Director, Leith Monro , met with the CRO and demonstrated proven success in placing similar roles for other SMEs, FIFTEEN WEST was engaged on an exclusive basis to lead the search.

The Challenge

Franklin Fitch needed someone who could drive growth across strategic accounts while developing new service offerings to increase long-term value.

The challenge wasn’t just to find someone with client services experience, it had to be a commercially minded leader with the credibility, network, and drive to deliver results from day one. With the role being pivotal to future growth, the business was seeking a hire with the right blend of strategic thinking and hands-on execution.

The Solution

Leith responded quickly and precisely. Leveraging prior experience in placing Client Services Directors at similar-sized firms, we shared a detailed case study of two successful placements. Within our network, we quickly identified three immediately available, high-quality candidates.

To add further value, we advised the business on salary benchmarks and incentive structures based on market data. We also guided them on shaping the interview process to ensure speed and alignment across internal stakeholders.

One candidate, Scott Simon, stood out early and remained the preferred option throughout the process. Since joining, Scott has tapped into his U.S. network to bring in new clients, introduced new service offerings, and played a key role in expanding revenue within existing accounts. His impact has also influenced internal hiring strategy, reducing the need for external search on similar roles.

Testimonials

Hiring a Strategic Leader to drive US growth

Fri, 20 Jun 2025 13:14:58 GMT

In February 2025, FIFTEEN WEST partnered with a growing Professional Services Firm in the U.S., following a successful referral from a sister brand.

The business was at a pivotal moment — looking to accelerate its U.S. growth by hiring a senior leader who could drive strategy and performance on the ground. With no internal resource available to take on the role, the firm turned to FIFTEEN WEST to lead a high-quality, retained search for an expert in the U.S. HR market.

The Challenge

The client needed a senior hire who could operate as both a strategic leader and hands-on contributor, someone embedded in the U.S. HR space, with credibility and commercial impact. The challenge wasn’t just finding someone with the right experience, but also aligning on cultural fit and long-term vision.

With no in-house resource to manage the process and the stakes high for their U.S. expansion, they needed a specialist partner who understood the landscape and could move with diligence and confidence.

The Solution

FIFTEEN WEST delivered a retained search solution, starting with a full market mapping project across New York and the East Coast. We identified 130 high-potential leaders and carried out detailed screening to evaluate experience, motivations, and compensation expectations. Weekly calls with the CEO and COO ensured total transparency, regular feedback, and confidence in the process.

By combining a data-led approach with open communication and strategic guidance, we narrowed down an initial shortlist of five to three final-stage candidates, each with a unique value proposition. The client is now positioned to appoint a high-impact leader to shape the future of their U.S. business.

Securing critical leadership hires for a European MSP

Fri, 20 Jun 2025 11:24:33 GMT

In April 2025, FIFTEEN WEST partnered with a leading MSP in Europe to deliver two critical leadership hires following a sensitive internal restructure.

With a long-standing relationship already in place, the client entrusted FIFTEEN WEST as their sole search partner, relying on our deep MSP expertise and track record in delivering research-led, retained search solutions.

The Challenge

The business had recently restructured its European MSP accounts and needed to move quickly to stabilise and strengthen leadership. They were seeking a European Account Director to take ownership of a major nine-figure account, as well as a Client Services Manager to oversee operations across multiple UK and Irish sites.

Due to the sensitive nature of the restructure, internal TA was not involved. This required a trusted external partner who could manage the process discreetly and deliver with precision and pace.

The Solution

FIFTEEN WEST led a retained, multi-hire search project that included in-depth market mapping, competitor analysis, and a carefully curated target list for each role. By engaging directly with senior stakeholders, including the European MD, President, and newly appointed SVP of Client Services, we ensured alignment across the hiring process.

To maintain confidentiality and avoid conflicts of interest, all shortlisted candidates were asked to sign NDAs. Within just three weeks, we introduced six fully qualified candidates. Two are now at final offer stage, and two others are being considered for additional leadership roles across the business.

Building International teams through a long-term recruitment partnership

Fri, 20 Jun 2025 11:12:17 GMT

FIFTEEN WEST began working with sustainability recruitment specialists Acre in January 2020, following a client referral.

At the time, Acre had 50 employees across two locations and was ready to take a bold step into international markets, starting with the USA. They were looking for a recruitment partner that could scale with them, one that would become an extension of their business and support growth across multiple continents.

Over a three-year partnership, Lisa Walder and FIFTEEN WEST helped Acre more than double in size, launch operations in Singapore, and build the top-performing team in their New York office.

The Challenge

After a decade of steady growth, Acre was entering a new phase: international expansion. The business needed to scale quickly across the US, UK, Europe, and Asia, with consistent quality and cultural alignment across every hire.

They didn’t want multiple fragmented suppliers, they needed a single, strategic recruitment partner that could handle volume hiring, act consultatively, and integrate closely with their internal team. This was a high-trust, high-stakes brief designed to deliver lasting impact.

The Solution

FIFTEEN WEST implemented a multi-hire, embedded partnership model, including two days a week on-site with the Acre team. This setup allowed for close collaboration with hiring managers, deep cultural understanding, and an accelerated, feedback-led process. Over the first 12 months, FIFTEEN WEST placed 15 people into the business - including 100% of the hires in their newly launched New York office.

Over the next three years, Acre grew from 50 to 110 people, launched their Singapore office with 7 hires in year one, and saw New York become their highest-performing office for two of the three years. FIFTEEN WEST continues to be Acre’s preferred recruitment partner in the USA.

Testimonial

Scaling early talent hiring during a key growth phase

Tue, 03 Jun 2025 08:33:47 GMT

In late 2024, Phaidon International’s Los Angeles office partnered with us to accelerate their hiring efforts during a key growth phase.

With a restructured internal TA team and ambitious sales targets, the business needed a reliable partner to source and engage high-potential early-career talent. Led by Francesca Batt , we became an integral part of their hiring strategy, and enabled the team to scale with confidence.

The Challenge

Phaidon’s LA office was in high-growth mode, needing to expand its coverage across core markets by bringing in driven, coachable, and ambitious sales talent. With a focus on entry-level candidates, often fresh out of college or with 1–2 years of experience, the team needed a partner who could spot raw potential and effectively convey Phaidon’s fast-paced, high-reward environment. Internally, the TA team was going through restructuring, adding further urgency and complexity to the hiring process.

The Solution

Francesca delivered a fast, focused, and effective recruitment solution. By quickly aligning with the hiring manager’s preferences, Fran was able to prioritise high-impact roles in the LA office and concentrate efforts where they would have the biggest impact. Her hands-on screening process ensured only the most aligned candidates were put forward, saving time, increasing conversion, and keeping the interview process streamlined.

Each candidate was fully briefed on Phaidon’s business and culture, and the process included a final in-person stage where candidates could meet the team and experience the office environment.

Testimonial

Supporting International Growth Through Strategic Leadership Hires

Mon, 02 Jun 2025 15:07:02 GMT

In the summer of 2022, a high-growth recruitment business was introduced to us through a mutual connection.

With ambitious plans to scale across the UK and US, the client needed a partner who could support critical senior hires and provide strategic insight into new markets. We quickly became their go-to recruitment partner, placing five key individuals across both regions and building a relationship grounded in trust, communication, and shared ambition.

The Challenge

The client faced multiple pressures: rapid international expansion, the need for leadership talent across two continents, and the desire to enhance their brand presence in new markets.

They needed to move quickly, but also thoroughly, mapping talent, gaining market insights, and hiring individuals who aligned not only with skill requirements but also with company culture. As a self-described “challenging client,” they required a partner with reach, care, and precision.

The Solution

We delivered a consultative and proactive recruitment solution. They began with an in-depth discovery process, getting to know the business, its culture, and its existing team. From there, they led a transparent and highly communicative process - keeping stakeholders informed, offering market insight, and flagging potential watchouts with candidates.

With a genuine interest in the client’s success, we placed five strategic hires: two Principal Consultants in the US, two leaders in the UK, and a Marketing leader.

Beyond the placements, we've elevated the client’s brand in the market and became a trusted partner for ongoing growth.

As the client continues to scale in the US, they maintain their close working relationship with Clint and the team here at FIFTEEN WEST.

Testimonial

Anna's story - my new job bettered me financially and professionally and mentally

Mon, 19 May 2025 16:09:19 GMT

What inspired you to work with FIFTEEN WEST?

I was inspired to work for FIFTEEN WEST after my first conversation with my recruiter, Holly. She reached out to me about a job application and immediately made me feel at ease about my job search. Holly was informative, personable and supportive from the very first call, it was a fantastic experience from start to finish.

How has your new job impacted your life?

My new job has changed my life. I feel like I have finally found a place that I truly belong and already can see the success I will have here. It has not only bettered me financially and professionally, it has improved me mentally more than I can express I finally feel supported and like I have the tools to be the best version of myself inside and outside of work.

Any advice for others on their job search in US?

Having someone to support you throughout this process gives you the confidence and support you need to make the right next move.

Would you recommend FIFTEEN WEST to others?

Yes, and I already have!

Emma's story - my move to Miami changed my life

Mon, 19 May 2025 16:09:18 GMT

What inspired you to work with FIFTEEN WEST?

Francesca Batt reached out to me at the absolute perfect time. Recently being laid off, and planning a move to Miami. I knew I wanted to make a change, and that would require finding a new job. She made this process absolutely seamless for me. She had all the connections that I wouldn’t have been able to make on my own, amazing communication, and was fully there for me every step of the way. She was open and honest with me, and I fully trusted her.

How has your new job impacted your life?

100% changed my life! I was able to move to my dream city, and meet amazing friends through my new job. I really couldn’t be happier, and I couldn’t have done it without Fran.

Any advice for others on their job search in US?

Find a recruiter you can trust! As recruiters ourselves, we preach about how invaluable they are to others in the search, so why not take our own advice! The connections they have, negotiation skills, and advice on interviewing and preparation sets you up for absolute success.

Would you recommend FIFTEEN WEST to others?

100% recommend! I actually had sent Fran’s information to previous coworkers of mine

Samantha's story - my new role has challenged me to think outside the box

Mon, 19 May 2025 16:09:17 GMT

What inspired you to work with FIFTEEN WEST?

They had a strong base in opportunities to choose from and are experts in helping me find the right fit. As soon as I spoke with Holly about my background, I knew I would be in great hands.

How has your new job impacted your life?

It has allowed me to continue to grow in my field and has challenged me to think outside the box. Working for a start-up is hard work, and unlike anything I’ve done before, but it is also incredibly rewarding to know that I’ve played a part in all of our “firsts” as a company.

Any advice for others on their job search in US?

Keep an open mind, and find ways to build positive relationships with people, even if they are outside your field!

Would you recommend FIFTEEN WEST to others?

Absolutely! Holly is amazing, and was such a joy to work with. (Shout out to Francesca Batt too for introducing us!)

Trevor's story - relocating from New England to Miami

Wed, 23 Apr 2025 16:03:14 GMT

What inspired you to work with FIFTEEN WEST?

I was approached by FIFTEEN West as I was actively looking for a new position. Ava Campano and Francesca Batt were very informational and professional in their communication process. I chose to continue to work with them as they understood my skillset and were able to quickly match me with the right agencies!

How has your new job impacted your life?

I’ve relocated from New England to South Florida. It’s always been a goal of mine to move down south. Since joining, I’ve met great friends and coworkers!

Any advice for others on their job search in US?

I recommend speaking with experts like Fran and Ava. They are informative and help streamline your job search.

Would you recommend FIFTEEN WEST to others?

Absolutely!

The Data Center Boom: What It Means for Energy Recruiters in the US

Wed, 16 Apr 2025 14:19:55 GMT

The rapid growth of AI data center demand across the United States has welcomed a new era for energy recruiters. As these facilities boom, the need for skilled professionals to design, build, and maintain the necessary infrastructure has increased.

For energy recruiters, this presents both opportunities and challenges not only in sourcing talent for the data centres themselves, but also in identifying and placing specialists across the power generation sector, including nuclear, solar, wind, and natural gas plants that are increasingly tasked with meeting the massive energy demands of these digital giants.

The Data Center Industry Growth

In 2024, global investments in data centers reached a record $57 billion, primarily driven by the escalating need for artificial intelligence (AI) and digital services.

Hyperscale operators accounted for approximately 80% of this demand, with colocation supply in North America growing by over 40% from 12.4 GW in 2023 to more than 18 GW in 2024. An additional 30 GW of capacity is planned for the near future.

Traditional data center hubs like Northern Virginia, Dallas, and California are nearing full capacity, prompting operators to explore emerging markets such as Reno, Hillsboro, Columbus, and Minneapolis.

Implications for Energy Recruiters

This unprecedented growth has several implications for energy recruiters:

Geographical Shifts in Recruitment:

As data center development extends into new regions, recruiters must adapt their strategies to source talent in these emerging markets. For instance, the Permian Basin in West Texas is attracting tech investments for data centers and bitcoin mining operations, leveraging the area’s low-cost natural gas.

Emphasis on Renewable Energy Expertise:

Sustainability is becoming a focal point in data center operations. Major hyperscale operators like AWS, Google , Meta, Microsoft, and Apple are increasingly procuring renewable energy for their facilities.

Therefore, there will be a growing demand for recruiters with experience in renewable energy solutions and energy-efficient technologies to meet this growing demand.

Regulatory Awareness:

Legislative measures are being introduced to address the energy demands of data centers. In Texas, Senate Bill 6 aims to regulate large electricity users to prevent power grid strain.

Strategic Recommendations for Energy Recruiters

To effectively navigate the data center industry growth, energy recruiters should consider the following strategies:

Build Partnerships with Educational Institutions: Collaborate with trade schools and universities to develop a pipeline of skilled labour, particularly electricians and engineers specialising in data center infrastructure.
Invest in Training Programs: Develop training initiatives focused on renewable energy technologies and energy-efficient practices to align with the industry’s sustainability goals.
Expand Geographical Reach: Establish a presence in emerging data center markets to tap into local talent pools and understand regional labour dynamics.
Stay Ahead of Regulatory Changes: Monitor legislative developments affecting data center operations to provide informed guidance to clients and candidates.

The data center boom presents a wealth of opportunities for energy recruiters. By adapting to the industry’s evolving needs and proactively addressing rising challenges, recruiters can play a crucial role in supporting the sustainable growth of data center infrastructure in the United States.

Ready to Stay Ahead?

As the energy recruitment landscape is shifting, are you prepared to meet the demand? Connect with our energy recruitment experts, here .

Five Ways to Keep a Nightmare Client Content

Thu, 27 Mar 2025 11:24:42 GMT

There’s no way around it: nightmare clients are going to be part of your life as a recruiter.

For some, navigating the onslaught of absurd requests, micromanagement and communication drought is the worst part of the job.

But once you know how to handle them, most “nightmare clients” really aren’t so bad.

Here are five things you need to do master the art:

#1 Set realistic expectations

The single most common trait of nightmare clients is that they set absurd expectations – and don’t seem to be aware that what they’re asking for is impossible.

Rookie recruiters often assume this is just part of the job – that they just have to accept whatever wild demands are made.

But part of being a good recruiter is managing these expectations in a confident and considerate way.

Nothing good will come of pretending you can deliver the perfect candidate by midday tomorrow if you’ve only just started putting out feelers.

So you need to focus on negotiating realistic deadlines at every step of the process.

And never be afraid to be honest about a particularly unreasonable request.

#2 Set clear plans

Sometimes, your more realistic expectations will be met with pushback from clients. The best way to avoid this is by making clear your plans for the full recruitment process.

When clients make specific unrealistic requests, they are usually trying to assert control over the overarching success of your recruitment campaign.

And by laying out your plans and projections for when, why and how you’re going to deliver what they want – you can help calm them down and win their trust.

#3 Locate the real problem

We often talk about clients that are “impossible to please”.

But a lot of the time, the problem is really that we’re taking their requests too literally.

Communication is difficult, and sometimes clients simply have a hard time articulating what they really want.

If they keep bugging you to send over analytics from your latest job ad, it doesn’t necessarily mean they’re really interested in the data.

In fact, it’s far more likely that they want reassurance that the process is going as planned – and that you’re going to bring them great candidates.

Decoding clients’ behaviour in this way can be like taking a weight off your shoulders. It turns out, they don’t mean to be difficult – they’re just not sure how to ask for what they want.

And once you understand what the real reason for their behaviour is, you can figure out a better way to respond – one that will actually satisfy them!

#4 Give a reason for everything you do

We’ve all had overbearing clients.

They want to know everything you do, and always have an opinion on how you should do it.

Sometimes, this is just an unfortunate personality trait they’ve got going on.

But just as often, they’re micromanaging because they’re anxious – and want reassurance.

The key to dealing with this is to give clear reasons for everything you do.

Even if it’s obvious – just explain exactly why you needed to rule out a particular candidate out or include a particular piece of information in the job ad.

Not only will this give them more confidence in your competence – it will make them feel included in the process, and therefore less anxious.

#5 Let off steam with colleagues

Finally, I think there’s a lot to be said for just getting frustration out of your system. We have to respect our clients, and our goals need to be aligned with them at all times.

But that doesn’t mean you can’t be honest with coworkers about whatever absurd demand has been made of you that morning.

It’s important to give yourself permission to do this. Because otherwise, that frustration is gonna hit boiling point.

And nobody wants to be around when that happens!

Why now is the perfect time to work in private equity recruitment

Fri, 28 Feb 2025 14:12:45 GMT

Private equity recruitment is evolving rapidly, creating a dynamic and rewarding environment for professionals in the field. This article reveals why now is the perfect time for consultants to consider a career move and specialise in private equity recruitment.

As a headhunter, choosing a sector to specialise in is crucial to building a successful career. The industry you work in determines your ability to attract high-quality clients and candidates, build a strong reputation, and ultimately maximise your earnings potential.

So, why is 2025 the year to move into private equity recruitment?

Private equity recruitment in the UK and USA is booming – Increased deal activity, rebounding exit activity, focus on specialised sectors like technology and healthcare, and advancements in AI technology are all factors driving growth compared to previous years, with an expected market value of $593.28 billion in 2025. Here are just a few reasons why you would consider making the move into private equity recruitment.

Private equity recruitment in 2024 vs 2025

With a myriad of factors affecting economic conditions over the past 18-24 months, particularly global political changes, 2024 was a year of uncertainty for the industry. The result of this led to hiring decisions often being delayed or put on hold, particularly at the senior-end of the market. Hunt Scanlon reported “a double-digit downturn in demand for executive recruiting.”

However, this is all changing in 2025, with a turnaround starting in the second half of last year. According to S&P Global Market Intelligence data , the total deal value rose 24.7% year over year. With increased deal flow, transformation and turnaround projects were top of the agenda for many, leading to a marked increase in C-Suite hiring for Private Equity specialist firms late last year.

Market outlook in 2025

Alter Domus says , “there is a quiet optimism that 2025 will be breakout year for deal activity.” As a result, Talent Leaders are predicting a strong year of recruitment activity in the sector.

To hire successfully, PE firms must navigate a number of challenges that are re-shaping the talent landscape, including:

Increased salary expectations
Hybrid workforces
Evolving skill requirements
Competition for talent
Engaging the right candidates

The sector will need the support of expert recruitment agencies and executive search firms to advise on these elements and engage talent. As a result, it is a great time to move into PE recruitment, and those that make the leap can benefit from the following:

#1 Higher Fees & Earnings Potential

Private Equity recruitment, especially those leveraging the US market, benefit from significantly higher fee value than almost any other industry, given the specialised and senior-level nature of roles, and financial impact these individuals will have for both PE Funds and their Portfolio.

You can command 25-30% fees on significantly higher pay packages, compared to more transactional levels of fees.
Typical deal sizes on C level searches are £100k-£600k

#2 Exclusive, Long-Term Relationships

Being a higher value market there is significant opportunity to work on retained searches and once committed with your clients the opportunity for repeat business is high. PE recruitment relies heavily on deep, long-term partnerships with firms and investors.

Even if not retained, PE firms value strategic hiring, which increases the chance of exclusivity.

The sector allows for innovative retained models and recurring revenue from strategic projects, you could start the year with £100k of committed revenue before you have placed a candidate! This sector is reinventing the partnership model.

#3 Access to a Niche & Elite Market

Working in a specialised market, with top-tier funds, portfolio companies, and investors can elevate a recruiter’s credibility and network.
You will be working with the worlds market makers.

#4 Strong Demand for Talent

PE & VC recruitment is fairly defensive in terms of demand – firms continue to seek investment professionals, operating partners, and fundraising experts.

When the investment side is quiet, portfolio companies continue to need strong leadership, creating opportunities for recruiters to place C-suite and senior operational roles.

#5 More Strategic, Less Volume-Driven

PE hiring is highly strategic, focusing on quality over quantity. Unlike high-churn sectors like banking, PE recruitment is more consultative and requires market intelligence.

Recruiters often advise on talent strategies, compensation trends, and succession planning, making the role more advisory than transactional.

#6 Career Longevity & Industry Stability

Whilst other recruitment sectors can be cyclical, private equity remains a long-term industry, with firms continuously raising new funds and acquiring businesses.

Experienced PE recruiters often become trusted advisors over many years to funds, securing a strong position in the industry.

Why should you consider private equity recruitment?

As we’ve explored throughout this article, the landscape of private equity recruitment is undergoing considerable change, reshaping how firms approach talent acquisition and retention. There is significant for recruiters to make a wave in the PE sector.

If you’re considering a move into the space, be sure to connect with our specialist rec-to-rec, Peter Bryant . Plus, keep an eye on our latest vacancies for more opportunities coming soon.

Fifteen Minutes with FIFTEEN WEST - Ann Swain

Tue, 28 Jan 2025 15:54:02 GMT

Ann's journey in recruitment and the evolution of the industry.

Welcome back to another episode of Fifteen Minutes with FIFTEEN WEST.

Lisa sits down with Ann Swain , Global Chief Executive of APSCo, to discuss the work that APSCo do, her incredible journey in recruitment, the evolution of the industry, and what the future holds for global recruitment markets.

From navigating shifting client demands to supporting businesses expanding internationally, Ann shares invaluable insights for anyone in recruitment.

New York or Nowhere?

Thu, 19 Dec 2024 13:44:28 GMT

New York City is one of the most exciting and vibrant cities in the world, and it’s also one of the best places for recruiters to build their careers.

With a thriving economy, a diverse population, and a huge range of industries and companies, NYC offers a wealth of opportunities for recruiters who are looking to make their mark.

In this article, we’ll take a look at some of the top reasons why recruiters should consider moving to New York City.

#1 A Thriving Job Market

New York City is home to a vast range of industries, from finance and technology to media and fashion. This means that there are always job opportunities for recruiters, regardless of their area of expertise.

In fact, New York City has one of the strongest job markets in the country, with a wide range of job openings and competitive salaries.

This makes it an ideal destination for recruiters who are looking for a fast-paced, dynamic work environment.

#2 A Diverse Population

New York City is one of the most diverse cities in the world, with a population that includes people from every corner of the globe. This diversity is reflected in the city’s workforce, with companies in NYC actively seeking out employees from a wide range of backgrounds and cultures.

For recruiters, this means that there are endless opportunities to work with candidates from diverse backgrounds, which can be both rewarding and challenging.

#3 An International Hub

New York City is a truly international hub, with connections to every corner of the world. This makes it an ideal location for recruiters who are looking to work with international clients or candidates.

In addition, the city’s global reach means that there are a wide range of networking opportunities available, from industry events to professional associations.

#4 A Culture of Innovation

New York City is known for its culture of innovation, with a thriving startup scene and a range of companies that are at the cutting edge of their industries.

For recruiters, this means that there are opportunities to work with companies and candidates who are pushing the boundaries of what is possible. This can be an exciting and challenging environment, and it’s ideal for recruiters who are looking to stay ahead of the curve.

#5 A Great Lifestyle

Finally, New York City is a great place to live and work, with a fantastic range of restaurants, cultural attractions, and nightlife. This makes it an ideal destination for recruiters who are looking for a vibrant and exciting lifestyle, both inside and outside of work.

New York City is an ideal destination for recruiters who are looking for a challenging and rewarding work environment, a diverse and exciting population, and a great lifestyle.

With its strong job market, international reach, culture of innovation, and endless networking opportunities, NYC is the perfect place for recruiters to build their careers and make their mark in the world of recruitment.

Miami Life Science Recruitment: Attracting Top Talent to the Magic City

Thu, 28 Nov 2024 13:38:21 GMT

Miami, also known as the Magic City, is rapidly becoming a hub for the life science industry. With its strategic location, warm climate, and world-class research institutions, Miami is attracting some of the top talent in the life science field.

However, with increased competition and a shortage of skilled professionals, recruitment is becoming more critical than ever to ensure Miami’s life science industry’s continued growth and success.

Miami’s Life Science Industry: A Thriving Ecosystem

Miami’s life science industry is a rapidly growing ecosystem that includes pharmaceuticals, biotechnology, medical devices, and healthcare services. The industry has seen significant growth over the past decade, with a recent report by the BioFlorida trade association stating that Florida’s life science industry grew 19% from 2016 to 2019.

This growth is driven by the city’s world-class research institutions, including the University of Miami Miller School of Medicine, the Miami Herbert Business School’s Life Science and Technology Park, and the Bascom Palmer Eye Institute, among others.

Miami’s strategic location as a gateway to Latin America and the Caribbean also makes it an attractive location for life science companies looking to expand their reach. In recent years, Miami has seen an influx of international life science companies, including pharmaceutical companies, biotech startups, and medical device manufacturers, further boosting the city’s life science industry.

Recruiting Top Talent to Miami’s Life Science Industry

With Miami’s life science industry continuing to grow, the need for skilled professionals has become more important than ever. Recruiting top talent to Miami’s life science industry is key to maintaining the industry’s growth trajectory and success.

However, competition for skilled professionals is high, with life science hubs such as Boston and San Francisco drawing significant attention from top talent.

To attract and retain top talent, companies and recruiters need to take a proactive approach to recruitment. This includes leveraging Miami’s unique selling points, such as its warm climate, diverse culture, and strategic location. Recruiters can also partner with local universities and research institutions to tap into their talent pool and foster relationships with the next generation of life science professionals.

Additionally, companies can take advantage of Miami’s vibrant startup ecosystem to attract entrepreneurial-minded professionals. Miami’s startup scene is thriving, with a recent report by Startup Genome ranking Miami as the fourth-fastest-growing startup ecosystem in the United States.

Many life science startups call Miami home, and their innovative and dynamic work environment can be a significant draw for top talent.

Conclusion

Miami’s life science industry is thriving, and the city’s unique selling points, strategic location, and world-class research institutions make it an attractive destination for top talent.

However, with competition for skilled professionals at an all-time high, recruiters and companies need to take a proactive approach to recruitment to ensure the industry’s continued growth and success.

By leveraging Miami’s unique advantages and fostering relationships with local universities and research institutions, Miami’s life science industry can continue to attract top talent and cement its place as a leader in the life science industry.

Looking to relocate? Read Emma's story on her move to Miami

5 Things a Recruiter Should Know About Relocating to the USA

Thu, 24 Oct 2024 13:27:01 GMT

Moving to America is one of the most exciting things a UK recruiter can do. It’s an opportunity to expand your professional remit, experience a new culture and explore. But like any major decision, it isn’t something you should just jump into.

To make the move successful, recruiters should prepare themselves for the change – primarily by learning from those who have already taken the leap.

Here are five things we believe every recruiter should know before relocating to the States:

#1 Faster turnaround

Many UK recruiters are taken aback by the change of pace when relocating to America. Having become used to spending several months filling roles, they are suddenly expected to source top talent within weeks.

This is part of a larger trend in the US, where relations between recruiters and clients are often far more transactional. And while this can have benefits – such as not having to “wine and dine” clients so much – it can also be a real shock for British recruiters.

The key to success is seeing this shift as an opportunity. Rather than worrying about building relationships, recruiters who relocate can focus purely on building market expertise and delivering results – a real test of their core skills as a recruiter.

#2 Market coverage is much broader

The USA is roughly 40 times bigger than the UK; 11 of the states are larger than Britain. This shift in scale can be both energising and intimidating – and it is certainly something UK-based recruiters need to prepare themselves for.

With remote recruitment on the rise, it is more than possible to serve a diverse client-base – many of whom may be 100s of miles away. However, this makes it difficult to gain a firm handle on local cultures, which leads many recruiters to specialise in smaller areas they are able to get to know better.

Neither approach is correct – it depends entirely on what kind of career or business you want to build. But these are the kind of decisions you need to be considering when you relocate.

#3 You don’t have to settle straight away

Given the sheer size of the country, it is important to remember that you don’t have to commit to a specific region or location immediately. Particularly if you have not yet spent much time in America, it may be worth getting a sense of different locations before determining where you settle.

This was an insight Jack Hart offered in an interview with the Fifteen Minutes podcast . Jack spent the best part of a year staying in Airbnbs across the States before moving into a permanent residence, which definitely helped him feel he’d made an informed decision.

This won’t be for everyone, and may not even be practical for some. But relocating often feels like a massive roll of the dice, and anything you can do to gain a sense of control is worth trying.

#4 The cost of living is higher

Many recruiters are drawn to the States to increase their salary. But this may be a slight misnomer, and it’s an important one to correct for. Yes: the average wage in America is more than 50% higher than the UK. However, the cost of living is also much higher – something many forget to consider.

From daily necessities like food, internet and phone bills to things like healthcare, most recruiters find their expenditure expands just as dramatically as their earnings when they relocate.

The key lesson is simple: relocating will involve being more conscious of your spending. In most cases, it won’t actually hinder your lifestyle – it may actually enhance it. But you will have to think about things like health insurance, which most of us in Britain simply take for granted.

#5 The transition can be difficult

Finally, it is important to remember that relocating to the States involves a lot of paperwork and bureaucracy. There are many legal hurdles, and while plenty of people make the transition seamlessly, it isn’t something you can take lightly.

This is particularly true if you are moving with family: your spouse may have a different legal status, and you could end up being forced to transition at different times. Of course, that is a worst case scenario – but it’s certainly not unheard of.

More broadly, there will be an inevitable culture shock for many Brits entering America. We assume that things are roughly the same, because we share such strong political ties and share culture. But living in a different country can be a strange experience – one that may take some time to adjust to.

Seven Steps to Improve Your Interview Process

Thu, 26 Sep 2024 13:20:00 GMT

The interview stage is a vital part of any recruitment campaign, helping businesses gain real insight into what makes their potential hires tick. But with a candidate-driven market and growing discontent with over-long hiring times, many businesses need to redesign their interview process.

Here are seven steps to improve your interviews:

#1 Start with a clear strategy

Every recruitment process should begin with strategy: what are your goals, and how are you going to achieve them?

This clarity enables you to plan the interview process more carefully, determining what kind of information you require and how to ensure you elicit it from every candidate.

Everything from which questions you ask to how you structure the process should be linked back to this fundamental plan – instantly making the entire process more cohesive, efficient and effective.

#2 Refine your strategy as you screen candidates

The pre-interviewing screening process is important for time-saving, enabling you to focus on the most qualified or promising candidates and avoid wasting people’s time.

However, screening is also an opportunity for you to refine your strategy and begin calibrating the interview process to your specific talent pool.

When looking through CVs and all the rest, you should start considering how you might best distinguish between different candidates – and how that might inform the later stages of your process.

#3 Be transparent in communication

A good interview process is not just about ensuring you make the right decision – it is also about ensuring you nurture a strong relationship with your potential hires and keep them happy throughout the process.

Candidates should be informed at every stage where they are in the process, how they are doing and when they should expect further communication.

This shows them that you respect and value their time, and presents an opportunity to boost your employer brand.

#4 Create the right interview environment

Too many businesses simply throw together an “interview room” on short notice, with little thought for either the effect it will have on the interview or the signals it sends their candidates.

The ideal interview environment will allow candidates to feel comfortable, with minimal distractions and comfortable seating. This ensures the answers they give are authentic reflections of themselves – not responses to the environment.

It’s also important to remember that the “interview environment” begins as soon as the candidate enters the building, so how they are greeted and where they wait to be interviewed are also key factors to consider.

#5 Showcase your culture

In-person interviews are a fantastic opportunity to give candidates further insight into what it’s like to work for your company.

Whether seeing the offices for the first time or chatting with people they would theoretically end up working with, this first impression can have a huge impact.

Many businesses choose to include multiple team members in the interview process, or even include a mini-tour of the workspace – to showcase their culture at its best and make candidates feel at home.

#6 Use an assessment criteria

Good interviewers tend to “read” candidates’ body language and behaviour. But that doesn’t mean you should rely entirely on intuition.

A clear set of criteria will help make decisions more rational and reliable, removing individual interviewers’ biases and avoiding specific contextual factors influencing the outcome of your hiring process.

This also reduces the disruption caused if, for example, you need to switch interviewers part-way through the process. And gives you data to refer back to both throughout the onboarding process and in future recruitment campaigns.

#7 Provide honest, personal feedback

Finally, the process should end with honest, personalised feedback for every candidate – regardless of whether they were successful.

While this may appear to just be unnecessary extra work, it is a relatively easy way to help build relationships for the future and improve your employer brand.

Unsuccessful candidates may be perfect for a future role, and they will remember that your business went the extra mile to provide genuinely useful feedback – rather than a pre-written script.

Work-Life Balance Trumps Bank Balance

Thu, 29 Aug 2024 12:02:56 GMT

We’ve been led to believe the world of work is a battlefield, where only the strong survive. From #hustleCulture to the constant stream of productivity hacks, you’d be forgiven for thinking the only thing anyone cares about is maximising their pay cheque.

But what if that was all an illusion? What if the truth was, more people than ever were rejecting these toxic attitudes to work?

According to a recent study, 70% of employees feel work-life balance is more important than their pay and employee benefits combined. Candidates are waking up to the reality that earning isn’t everything, and prioritising their wellbeing and happiness.

To understand why, you need only turn a critical eye to all of those myths about #Hustling.

There’s nothing glamorous about burnout

When we look at social media and see CEOs “grinding”, there is an implicit message: this will be worth it in the end.

Right now, they’re working 16 hour days, eating at their desks and dreaming (when they sneak in that weekly half hour nap) about spreadsheets.

But at some point in the future, they’ll be rewarded with…something.

For a small minority of people, what that “something” is is besides the point. They thrive on the work itself, and will stop at nothing to succeed – regardless of the end goal.

That level of dedication and drive is extremely rare though – and there is nothing glamorous or enviable about it.

In the last few years, overworking has led to an “epidemic” of burnout , with many people feeling they are unable to pursue meaningful hobbies or find time for their loved ones.

Research has confirmed that prioritising money over wellbeing is actively harmful for people. It leads to a lower quality of life, which in turn tends to make employees resent their work and employers.

Worse still, there is little reason to think most of us will really benefit from sacrificing ourselves at the altar of work.

Overworking doesn’t pay off anyway

Hard work is important. And it makes intuitive sense that the harder we work, the more we get.

The only problem is research has consistently demonstrated that there is a clear cut-off point, where overworking actually becomes counterproductive.

Working extremely long hours is also not optimal for productivity , as there is a steep fall off in terms of output beyond a certain threshold and the inevitable burnout makes it actively damaging to productivity over time.

There is also a risk of increased errors , as employees begin to lose sleep when they work too hard.

Nutrition and exercise also tend to take a hit , leading to poorer cognitive functioning.

Opting for a better work-life balance may appear to mean inherently de-prioritising work. But the truth is, improving their work-life balance makes people happier and healthier – which in turn helps them become more engaged, productive workers.

So not only does overworking not make most of us happy- it doesn’t even make us better workers.

Getting the best of both worlds

In an increasingly digitised world, the implicit dichotomy of “work-life balance” has become outdated.

With remote opportunities abounding, talent today can get the best of both worlds – working hard without losing their autonomy or missing out on other things that matter to them.

By setting your own schedule and working around other obligations, many workers today balance meaningful, successful careers with caring roles, extracurricular pursuits or more relaxed home lives.

And employers gain from this too, with happier, more engaged employees that appreciate the flexibility they’re given and repay it with greater loyalty.

It all comes down to one question…What kind of life do you really want to live?

Perhaps a bigger bank balance really is the best way to improve things for you, and enable you to find more meaning and joy.

But it’s worth at least considering all the other ways you might go about achieving these things – and whether working 60 hours per a week is really compatible with them.

What is Search to Search? And How Are We Improving our Industry?

Thu, 25 Jul 2024 11:55:33 GMT

People are the heart of any business and the recruitment industry is no different. But just like any other industry, finding the right people to fill a recruitment role requires a specific set of skills and knowledge.

That is the central insight behind Search to Search – a fast-growing subcategory of recruitment that specialises in headhunting, talent pipelining and leveraging networks on behalf of recruitment agencies and executive search clients.

Recruit to recruit firms have been around for years but it is only in the last few years we’ve started to see the industry really mature and the emergence of retained search to search firms.

Moving beyond “spray and pray”

Let’s be honest: Recruit to Recruit or Rec 2 Rec has not got the best reputation. If you ask many recruiters, they’ll tell you the average Recruitment to Recruitment agency is unreliable and unprofessional, using a “spray and pray” tactic where they simply fling CVs at clients like bait – and hope for a bite.

But there is another way – Search to Search typifies the very best of the recruitment industry. Because quality recruitment requires market expertise, the strongest client relationships and the best network around.

That is the premise a company like FIFTEEN WEST is built on.

Search to Search firms are perfectly placed to offer a deeper service than most traditional recruitment to recruitment firms, because we truly understand the world clients operate in. So rather than simply filling roles, we offer long-term strategic partnerships.

Here are three ways we add further value to clients:

#1 Geographical expansion

Whether expanding into a foreign territory or simply launching in a different country, setting up shop in a new location can be challenging. But for those that are able to make it work, it is always worth the effort.

By leveraging our expertise and massive network, FIFTEEN WEST has been able to establish ourselves as a key strategic partner for recruitment businesses looking to launch in the USA.

It takes a specific kind of recruiter to make a successful transition to the States and not all recruiters on the ground have the specifics skills to make them successful in UK owned recruitment or search businesses in the USA. We helped clients source exactly the right people for the right role.

#2 Scaling

Growing a recruitment business is a unique challenge, as it is almost entirely contingent on bringing in quality employees. If your people cannot deliver, there is nothing back on – it truly does come down to the quality of hires.

That’s why we are often brought in to help recruitment companies not just source new staff, but figure out how best to scale their business. As experienced recruiters ourselves who have launched and scaled a recruitment business in the USA, we are able to understand the nuanced dynamics of our clients’ businesses and help them achieve sustainable growth over time.

#3Headhunting

It’s common for Recruit to Recruit firms to send candidates’ CVs to 10 different businesses – and not really care which one they end up with. But this is bad for both parties: the candidate is being treated like a product, and the client is always in a competitive situation.

That’s why we have focused on making Search to Search a role-driven practice. We work exclusively on retainers, which means we can work closely with specific clients to find recruiters that will genuinely thrive with them. And that often means actively headhunting, creating selling documents, being patient, not over selling, tracking, following up on multiple touchpoints – the majority of our candidates are passive, meaning they were not on the market for a job when we connected.

This allows us to flip the script and deliver an experience for both candidates and clients that they simply don’t get elsewhere.

If you'd like support and expert feedback on your CV, try our free tailored advice to help you maximise your offers!

Agni's story - a new opportunitiy in New York

sophia@11investments.co.uk (Sophia Helden) — Sun, 07 Jul 2024 09:54:41 GMT

What inspired you to work with FIFTEEN WEST?

I’ve known Sara and the FIFTEEN WEST team for the best part of three years, so naturally when I was looking for my next role, she was my first call. Outside of that, their reputation and networks within the US market speaks for itself.

How has your new job impacted your life?

My new job has been a positive next step for my career, and I’m learning lots daily. Sara also personally gave me a lot of advice to why this environment was the right one, and I’m grateful for her continuing to drive the point home.

Any advice for others on their job search in US?

Think about what you want to achieve in your next step, and be deliberate with not deviating from those key things. Network around and be open to conversations, but most importantly speak to your trusted circle to make sure you’re being open minded.

Would you recommend FIFTEEN WEST to others?

100%!

Giuseppina's story - Securing a role in London

Sun, 12 May 2024 09:59:25 GMT

What inspired you to work with FIFTEEN WEST?

The team at FIFTEEN WEST tried reaching out to me years before I finally worked with them. They were persistent and kind even though I worked in a very stressful environment and wasn’t open to speaking.

This is a regret and something recruiters should not do moving forward; just like our jobs, it’s about relationships, and you never know when you might need their help.

However, Kelly and the team kept following up, and what set them apart from all the recruiters I worked with while trying to move from NY to London was that they LISTEN! It was very important for me to find a firm that checked all the boxes, culture being the most important.

Instead of pushing me into a conversation that would be a waste of time, they introduced me to around five firms consistent with everything I said I wanted. Kelly never came off as bossy or pushy; she was genuine and ultimately helped me find a fantastic firm. I joined and have been working there for two months.

How has your new job impacted your life?

In my last firm, where I was for over five years, it was toxic, which affected me both mentally and physically. I had become angry and constantly stressed out. It’s the love for the job that kept me there. I was naïve in thinking all search firms are the same; they are not!

In my new firm, I have returned to my usual self and am working with colleagues who want the best for everyone. There is a sense of teamwork, collaboration, and zero narcissism. Unlike the firm I was with, I get to do a job I love and be happy.

Any advice for others on their job search in UK?

Know what is most important to you and be open to FIFTEEN WEST with that information.
Have conversations/interviews even if you’re not 100%. You would be surprised how one interview can change your perspective. It’s a maximum of an hour of your time, and if anything, you have expanded your network. Be open-minded because I wish I were years ago.
Be transparent with feedback to FIFTEEN WEST so they can conduct their search properly and ultimately help you
Don’t settle. Keep meeting firms until you’ve found one that, in your gut, you know is the right fit. If you are not excited about an offer, it’s probably not the right move.

Would you recommend FIFTEEN WEST to others?

Without a doubt, even if you are not looking right now, have a 20-minute conversation with the team so you are on their radar in the future. You never know what life brings you, and having FIFTEEN WEST on your side is a massive advantage as a recruiter.

US Working VISAs – Which One is For Me?

Thu, 09 May 2024 13:58:31 GMT

The US visa system can be very overwhelming and confusing. In this article we provide a summary of the different visa’s you, as a recruiter, can consider when moving to the USA.

There is no one size fits all – do remember that!

The most important decision you or your employer will make is likely to be the immigration lawyers you use – they will advise you and your prospective employer on the best options for your personal situation. The choice of lawyer could be the difference between rejection or approval or 6 weeks process versus 6 months!

H-1B VISA

The H1B visa process is a lottery, which means you submit your application but you have no way of knowing if you will be selected and the odds are very low.

The H-1B lottery, is held every March. If selected, the company can file a petition for a start of employment in October the same year.

The H-1B visa is designed for professionals with a degree related to their proposed employment. The position will have to require a degree, too. Your education and experience will have to be evaluated to an equivalent of a US Bachelor’s degree in Human Resources Management.

The company must pay the prevailing wage for the position, which is determined based on the location of the employment. The visa is issued initially for 3 years and can be renewed for another 3 years to a maximum of 6 years.

Since there are more applications than visa numbers available, the US government runs a lottery every March. In the past years, the chances of being selected have been 1:3 or 1:4, depending on the number of entries in the lottery. The current odds of being approved are 17%

Why chose an H1B?

Any nationality can apply – this is one huge advantage you don’t need to be British or from a Treaty country with the USA.

You pay less upfront to lawyers, although the overall the cost is slightly more than an E2.

If you have a Masters degree from a US university you are more likely to get it

You can apply for a Green Card when on an H1B assuming you meet the criteria

Other things to consider

Spouses are not allowed on the H-1B
Approximate cost of the Visa – £7,000

E2 VISA – Specialised Employee

For E2 employee visa purposes, the proposed position must be either managerial or specialised.

The E2 is the most common visa we see for UK recruitment companies and recruiters moving to the USA.

It is only available to nationalities of a treaty country, which you can find here .

Why chose an E2?

You have 3 plus years experience in the field you are applying for. It lasts for a 5 year period so you have more security than an H1B.

There are no pay/wage stipulations, although a managerial level role is the easiest to apply for to ensure approval.

It is granted for a period of 5 years and can be renewed.

Other things to consider

If you are married your spouse can go with you on the E2 visa.
The business you are intending to work for has to be majority owned by a UK entity.
You can, assuming you comply with the requirements, move from an E2 to a Green Card
Approximate cost – £5,000
Processing time – approximately 6 weeks

E3 Visa

Nationals of Australia have an E3 visa available to them, which is an equivalent to an H-1B without the yearly cap and lottery.

This category is reserved for Australians. They do not need to live in Australia.

L1 Visa

To qualify for the L1 Visa you have to have worked for a business for a continuous period of 12 months.

This tends to be a managerial visa, although there is a specialised option for non managers which is the L1-B.

The employee must have worked for the foreign (out of the US) entity in a managerial position for at least 12 consecutive months out of the last three years and should be traveling to the US to work in a managerial capacity for a related US entity (an affiliate or a subsidiary of the UK entity).

Why chose an L-1 visa?

You do not need a degree to apply.

The visa is issued for up to 3 years, and can be renewed in two-year increments for a total of 7 years.

Your spouse can relocate with you on this Visa.

Other things to consider

Approximate cost – £7,000
For the expediated process – £9,000
Processing time: Premium processing takes 15 days and the normal process time is 6-10 weeks.

J-1 Business Trainee Visa

If you have less than 3 years recruitment experience you can working visa in the USA through the J-1 visa.

This visa has maximum duration of 18 months.

Requirements are a degree from a foreign academic institution and at least one-year related work experience.

A J-1 Visa can be used by a business to bring on trainees

Other things to consider

Approximate cost – £6,500
Processing time: approximately 2 months.

FOR MORE INFORMATION GET IN TOUCH WITH US TODAY: HELLO@FIFTEENWEST.COM

Aleah's story - Securing a role in Chicago

Sun, 07 Apr 2024 10:04:05 GMT

What inspired you to work with FIFTEEN WEST?

They are experts in their field! And Fran !

How has your new job impacted your life?

It has changed my life for the better! I have so much more confidence. I love what I do. I work with amazing people who are now great friends!

Any advice for others on their job search?

Talk to Fran!! I had no idea what I was doing and Fran helped me get the job!

Would you recommend FIFTEEN WEST to others?

Yes, I have!

Angello’s story – joining a graduate academy

Mon, 11 Mar 2024 10:23:18 GMT

What inspired you to work with FIFTEEN WEST?

The ability to feel like you are not just a number. The quality over quantity is felt during the recruitment process. I had all questions answered and on top of that, got to connect easily with the recruiter. Felt like a super smooth process rather than stressful..

How has your new job impacted your life?

If anything, I feel like this job has allowed me to grow not just professionally but also personally. My recruitment career in the USA has just begun.

Any advice for those looking to relocate to Miami?

Make sure to have savings, but besides that, it is a City environment. Coming from a suburbs type scenario, it was tough to transition but it is FUN! Make sure to not get carried away in all of the fun and find that right balance.

Any advice for those looking to relocate to Miami?

RESILIENCE IS KEY . I had only 1 deal through the first 6 months and then from January to now, I have placed 4 candidates!

Would you recommend FIFTEEN WEST to others?

If anyone is looking to have a friendly chat about pursuing recruitment career opportunities in the USA then absolutely speak with FIFTEEN WEST! This stuff is supposed to be stressful but that is not at all the case when working with them.

Antony's story - Making moves in Crypto

Mon, 11 Mar 2024 10:07:34 GMT

What inspired you to work with FIFTEEN WEST?

As a London based recruiter we get 20-30 messages a week from Rec to Rec’s but the way Kelly approached me was different so I replied outlining that I am happy and probably too expensive , she replied saying that if I am serious about the Crypto/Metaverse space then I need to talk to Mark. The rest is history.

Kelly was amazing, she wasn’t blowing smoke and had obviously done her research on me and that makes a huge difference as I get so much rubbish sent to me. Her follow on is outstanding and I really feel I have another business friend that I can rely on. Also she is now helping me build my team and the business with ease.

How has your new job impacted your life?

My life has changed so much as I was falling out of love with recruitment and for a senior person with many years of experience I have learnt so much from Mark and the team here. Also I get to be myself and build our industry leading Metaverse platform… More details in the new year!

Any advice for others on their job search?

Be honest and look for the right company that you feel compatible in, try not to be the best guy in the room if you want to develop and grow.

Would you recommend FIFTEEN WEST to others?

I have been very impressed with the performance of Kelly and the team at FIFTEEN WEST, I would definitely recommend you or your business to use them!

Connway's story - Relocating from Dubai to New York

Mon, 04 Mar 2024 10:11:16 GMT

What inspired you to work with FIFTEEN WEST?

After spending 4 years in the Middle East, I had started to explore the idea of looking at other international markets with no real idea or direction on where I might like to go. This is something that can be quite overwhelming to some but I had Kelly throughout the entire process to help me along the way.

How has your new job impacted your life?

It is extremely difficult to describe what this opportunity in NYC has done for me not only on a professional level but a deeply personal level as well. This gives me the chance to operate at a level not many recruiters get to experience. Working in recruitment and search in the US is like no market I’ve come across and I’ve recruited across 5 key markets globally.

It has impacted me on a professional level dealing with tier 1 financial institutions that other markets did not give me access to, it has also allowed me to flex the skills gained over the last 4 years working in an emerging recruitment market. I wouldn’t be being transparent if I didn’t also mention the financial incentives that the US market offers. The fee levels in the US are stronger than other markets I have operated in over the last 7 years.

Any advice for others on their job search?

My advice for finding a new opportunity in the recruitment world is to really sit down with yourself and figure out what are your personal values and professional values. Finding something new after that is extremely easy.

Our founder and I have a unique synergy when it comes to our professional and personal values and those are the foundation on which a truly exceptional business is built. I would also suggest working with a recruiter that has placed multiple people into the same business, this showcases their relationship with the client and they can be a spokesperson for that companies culture.

Would you recommend FIFTEEN WEST to others?

To anyone seeking a new opportunity in the US I cannot recommend Kelly highly enough. All reasons mentioned above. Her intimate knowledge of her clients wants, needs, desires and goals.

Her world class level of service, to taking multiple calls in different time zones and ultimately really understanding my wants and needs to match me to an incredible founder and incredible business.

When Is the Right Time to Change Recruitment Sectors?

Thu, 29 Feb 2024 11:16:20 GMT

Let’s be honest: plenty of recruiters are a little sick of the industry they recruit for. They’ve been doing it for a while, and it’s all starting to feel like Groundhog day.

But does that really mean changing sectors will fix things?

Because sure – it might end up being the best thing you ever did for your career.

You get a new lease of life, and meet all sorts of new people.

But whenever people ask me whether they should take the plunge, I’m always a little hesitant to respond.

Starting from scratch can be tough

The truth is, changing sectors isn’t easy.

After building your network and developing sector-specific skills, it can be very painful to realise that a lot of that stuff doesn’t transfer to a new environment.

You’re essentially starting from scratch.

And while that can be exciting and rewarding, I’d be lying if I said it was only those things.

Because it’s also challenging and frustrating and often overwhelming.

It takes time to build a network – let alone legitimate industry authority.

And while talent generally wins out, there is no guarantee you’ll reach the same level of success that you’ve enjoyed this far.

So what could make all of that worth it?

This is what I always tell people:

The best reason to transition is you are actively excited about the new sector.

Sometimes people do change sectors just because they’re bored with their current work.

And that’s totally fair.

There’s no point sticking with an industry you’ve grown tired of, and you’ll probably feel better for the change – almost like getting a haircut.

But the people I’ve seen really thrive have always been driven by a genuine passion.

You’re going to have to spend a lot of time learning about how it works and building a new network.

It’s going to be even longer hours than you’re used to, and you’ll probably face some setbacks along the way.

So to really succeed, you have to want to put in that time.

You have to embrace the challenge – to see it as part of the fun.

And you have to truly believe that the transition is going to help you build a more exciting life – not just take you away from a dull one.

There is no “right time” to transition

The problem with the question “when should I transition?” is it assumes there is a correct moment to take the leap.

It’s easy to think if you just pick the perfect moment, the transition will be seamless.

In reality though, there are always great reasons to transition – and great reasons not to.

From the life sciences and renewable energy to finance and AI, there are all sorts of fascinating fields that recruiters can explore in 2022.

But just because these areas are growing, doesn’t mean working in them will help you grow.

So really, the question shouldn’t be: “is it the right time to change sectors?” It should be: “Is there a sector I’d rather work in?”

Matt's story - Relocating from Adelaide to New York

Thu, 22 Feb 2024 10:18:09 GMT

What inspired you to work with FIFTEEN WEST?

Sara and Lisa gave in depth explanations on their clients and supported me throughout the process of making my move from Australia to the US. I knew they were the experts in recruitment roles in the USA.

How has your new job impacted your life?

I’ve been with my company for 2 years already! It was the best decision of my life to date. It gave me the opportunity to work in one of the greatest cities in the world (NYC), learn and gain global knowledge within the recruitment space, and set my partner and I up financially.

Any advice for those looking to relocate to New York?

Have some financial backing to use for upfront costs (housing and cost of living is expensive in NYC). Organize time for opening bank accounts, obtaining social security card, State ID/Driver’s License. Be prepared to be a “yes” person.

This will help you build friendship groups and have a support base/family away from home. Learn the Subway system (commute is simple and cheap in NYC).

Would you recommend FIFTEEN WEST to others?

I’ve recommended FIFTEEN WEST to multiple recruiters already. They are two of the most supportive people I’ve met in the industry and understood how big my move was going to be.

Richard’s Story – joining a purpose-driven business in New York

Wed, 31 Jan 2024 10:28:09 GMT

What inspired you to work with FIFTEEN WEST?

I wasn’t applying for new roles when Lisa contacted me. Something about her email and persistence caught my attention, so I took her call. Not only did she present a position that aligned perfectly with an industry that I am passionate about (sustainability); but over a series of calls, she really took the time to get to know me and make sure that this was the right fit.

Since joining Acre (my new firm), she and her team have followed up regularly. You can tell they care about their candidates, and want us to succeed. Were I not incredibly fulfilled in my new role, I would gladly take another call from FIFTEEN WEST.

I’ve taken many calls from other recruiters through the years. But quite often I’ve been underwhelmed by the quality of my experience. I felt like Lisa really understood the role and the client she was presenting; she took the time to get to know me; and her professionalism and follow up was impressive. In short: I felt like she knew what she was doing.

How has your new job impacted your life?

I was on a great team before, but in my new role in sustainability recruitment, I feel more engaged and fulfilled than I have in a long time. I’m able to work with clients and talk with candidates who work in a space that I am passionate about. And the team and culture here are a great fit it makes signing in every morning MUCH easier.

Any advice others on their job search?

General advice: Interviewing isn’t like riding a bike. It’s different being on the other side of the table, so take a call every now and again. You never know when that perfect role will come your way. Specific advice: take the call from FIFTEEN WEST.

Would you recommend FIFTEEN WEST to others?

Yes. I already have. If you want access to the best jobs in recruitment in USA – pick up the phone!

Nadia's Story - moving into a leadership role in New York

Thu, 18 Jan 2024 10:31:21 GMT

What inspired you to work with FIFTEEN WEST?

The first time I spoke to someone at FIFTEEN WEST it was pleasant. At the time I was not looking for a job however and I created a genuine friendship with Sara and she really understood what I envisioned for my career and also knew I was on a visa which she never saw as an obstacle.

I was confident that if/when I’m ready to look for a new role I would contact FIFTEEN WEST. The ladies over at FIFTEEN WEST all embody the right caring characteristics which is rare to find in the recruiting industry.

Sara came to me with an opportunity and at the time was not on the market however she enticed me by telling me more about the company. As mentioned she knew what I envisioned for my career, so I decided to interview and everything Sara mentioned was exactly that. Throughout the process she was very much available and responsive. It was the best experience I have had dealing with an agency.

They provided consistency, especially Sara, we built a really good relationship over a couple of years although at the time I was not on the market. Sara was consistent and genuine with her approach.

How has your new job impacted your life?

Sara knew I wanted a job that was going to be my last job. I wanted to find a company that invested in me and vice versa.

Any advice to those looking to get into recruitment?

Recruiting is all about consistency and being organized.

Would you recommend FIFTEEN WEST to others?

Absolutely, which I do. They are my go-to recruiters.

Luke's Story - relocating to Amsterdam

Mon, 15 Jan 2024 11:00:10 GMT

What inspired you to work with FIFTEEN WEST?

Great reputation and prior experience of working with the consultants in their past companies.

How has your new job impacted your life?

I have moved country so a lot! I have been promoted and been given more responsibility than I could ever have hoped for.

Any advice for those looking to relocate to Amsterdam?

The admin to do can seem a lot but actually it all can be done very quickly and easily. Finding accommodation is tough in a city that has limited housing, allocate a day to go through it all and you can get around the city and identify where suits you best.

Would you recommend FIFTEEN WEST to others?

Definitely!! Lisa and Sara are two of the best in the business.

Matt's Story - finding an MD role in New York

Thu, 21 Dec 2023 11:04:03 GMT

What inspired you to work with FIFTEEN WEST?

Great reputation and prior experience of working with the consultants in their past companies.

How has your new job impacted your life?

I have moved country so a lot! I have been promoted and been given more responsibility than I could ever have hoped for.

Any advice for those looking to relocate to USA?

America is an awesome market but be prepared to do things differently to how you have done them before, but keep the same core fundamentals.

Would you recommend FIFTEEN WEST to others?

Couldn’t recommend anyone, any higher than them. They are the best around. Sara is probably the best recruiter I know, she is all time.

Emily's Story - moving into a purpose-driven role

Mon, 18 Dec 2023 11:07:43 GMT

What inspired you to work with FIFTEEN WEST?

Working with FIFTEEN WEST has been a pleasure. The team was working with some great clients, and I was thrilled by the opportunity with Acre . It was clear that Pru, Lisa and the team build strong relationships with their clients, and FIFTEEN WEST was able to share encouraging insight into the role and the company; I felt supported throughout the whole recruitment process.

For all of these reasons, we continue to work with FIFTEEN WEST as the team at Acre grows. It’s been lovely to get to know other members of their team as I take on more hiring responsibilities, and I know they’re just a phone call away if I have questions or need any help.

How has your new job impacted your life?

Taking up the role with Acre was probably the best decision I could have made. I love working with sustainability professionals, and it’s an absolute privilege to work with a diverse range of clients and candidates on an even more diverse range of projects. I have the opportunity to speak with very clever people solving the world’s biggest social and environmental challenges, and I feel fortunate to be a part of their journeys.

In addition to the work dimension, working for Acre has been hugely positive personally. I love our culture and working as a large team to drive impact. It’s been an incredibly supportive environment, and I’m grateful that I’ve been able to build strong friendships and working relationships across all parts of our business. I’m also much more aware of ways in which I can live more sustainably, and that has filtered into my everyday thoughts, choices, and actions in a considerable way.

Any advice for those looking to getting into recruitment?

As someone who spent a number of years in academia before going into recruitment, I think my biggest advice would be to keep an open mind and think about how you can utilise your experience, interests and insights in the space. There is the opportunity to learn an incredible amount about people, industries, different cultures, and how the world works, and I think that is often overlooked when people initially think about recruitment.

Additionally, in recruitment you are in the very privileged position of not only helping organisations grow, develop and create impact, but also of supporting individuals as they make big choices about their careers, which may have significant implications for their families and personal lives. It’s so important to be honest, build trust, and think laterally, so finding your voice and investing in each recruitment process is key.

Would you recommend FIFTEEN WEST to others?

Having worked with FIFTEEN WEST as a candidate, and as a client, I can confidently recommend their team on both fronts! Everyone I’ve worked with has been very communicative, supportive and forward-thinking. They know the ins and outs of recruitment and, to top it off, are a really fun bunch!

Fifteen Minutes with FIFTEEN WEST - Zero9

Mon, 11 Dec 2023 16:50:08 GMT

Their dynamic partnership, forged over nearly two decades in the industry, is reshaping the way recruitment is done.

We had the pleasure of sitting down with Ross Peckham-Cooper and Angharad Kenward , co-founders of Zero9, a pioneering recruitment firm specialising in procurement.

Here we cover:

The vision behind Zero9
Why Zero9
The Procurement Industry’s Potential
Looking ahead

Hannah's Story - Finding a remote role

Tue, 28 Nov 2023 11:11:30 GMT

What inspired you to work with FIFTEEN WEST?

I was in a position with a larger company and felt like I wasn’t making an impact. Although I wasn’t actively looking for a new role, the team at FIFTEEN WEST reached out and were was patient and thoughtful in helping me look for something new.

Lisa Walder reached out to me with a personal touch I’ve never seen before and could really tell this company was different.

After a few interviews with different organizations, I’ve finally found my new home and I could not be more grateful!

How has your new job impacted your life?

My new role offers me flexibility that I never knew was possible. The salary increase has been an added bonus too!

Any advice for those looking to getting into recruitment?

Ask questions and never stop. Remember that recruitment is a rollercoaster for everyone and even on the tough days, keep in mind that things can change in the blink of an eye.

Would you recommend FIFTEEN WEST to others?

YES! YES! 100 times yes!

How to choose your Rec2Rec

Thu, 23 Nov 2023 09:47:21 GMT

Have you ever struggled to find a rec2rec that works for you? At FIFTEEN WEST we continuously consult with our candidates in order to provide the best service possible, and as a result here are the five most important qualities they sought out when choosing their go to talent partner…

We asked our candidate network to consider what the 5 MOST IMPORTANT THINGS are when choosing your Rec2Rec. Here is what they said:

#1 Knowledge

What and who do they know?

Choose one that can prove they have strong market knowledge, super strong relationships with their clients and know everything about the hiring managers down to the team level.

Find one that supplies market intel, relevant to you preferably.
Check out the LinkedIn references on their profile, speak to placed candidates and ask about their experiences.
Past performance is generally a good indicator of future performance.

#2 Partnerships not placements

Choose a Rec2Rec that is focused on the partnership and long-term relationship with you – someone who you can confide in and ask for advice and support throughout.

Choose someone who mirrors your values and your quality expectation, and one that will advise and discuss continuously throughout your career.

Choose one 12 months in advance, who has market knowledge and a track record of adding value to candidates outside of a process.

#3 Meet Expectations

Any Rec2Rec worth their salt, will be asking you what you expect of them and will be constantly working to exceed expectations.

Set out what your ambitions and goals are in advance, and ensure the conversation is around achieving these.

#4 Strong Communication

How they communicate with you will be a true reflection on how they will run their processes. Go with someone who wants to meet you – this is essential and so often overlooked.

The 7% rule says that when communicating, we speak 55% with body language or facial expression, 38% with the tone of your voice and only 7% with your actual spoken words. To understand a person’s drivers and fit for a role, you MUST meet them!

Go with someone who calls when they say they will call, who will help when they say they will help and hold them accountable for it.

#5 Regular Contact

When it benefits you, not just them! Work with a Rec2Rec who understands the importance of regular contact, even when they are not working active mandates for you.

These are the consultants who understand that long term relationships, are vital to both your success as well as theirs

Have TRUST and FAITH in the process

Anna's Story - relocating to Miami

Mon, 20 Nov 2023 11:14:57 GMT

What inspired you to work with FIFTEEN WEST?

I started working with Fran at FIFTEEN WEST recently after I graduated college and was looking to start my career. I wasn’t 100% sure what I wanted to do with my life just yet but knew I wanted a career working in/around the life sciences industry and loved the idea of getting into the sales/recruitment industry.

Fran reached out with an opportunity at Discover International based out of Miami which seemed like the perfect fit for me as I wanted to escape the cold of New England winters!

How has your new job impacted your life?

It really has been nothing short of amazing so far, with a company that’s been truly great to work for and an amazing culture which eased the anxiety of moving to a completely new city without many connections. Within my first 3 months at Discover I quickly got promoted and have made multiple placements working with wonderful people who are now in positions that they’re truly loving!

I’m also surrounded by great colleagues who have quickly become friends. It’s been amazing to fully understand the impact of how Fran & FIFTEEN WEST helped me after moving into recruitment myself, and brings me even more happiness knowing that I’m now doing the same thing for others.

Any advice for those looking to getting into recruitment?

If you’re looking to get into recruitment, I highly encourage looking for a company with great culture and colleagues who offer amazing support and training like I’ve been so fortunate to have, and working with someone like Fran who will make sure you end up somewhere that’s a great fit for you.

Fast career progression and the opportunity to earn high income right out of college while also doing something you enjoy is hard to find, and this industry is one of the best places to be if that’s what you’re looking for!

Would you recommend FIFTEEN WEST to others?

I would highly recommend working with FIFTEEN WEST to anyone looking to move into recruitment, Fran & her colleagues really care about what matters to you in your career, and want you to succeed and love what you’re doing.

Working with them has been one of the best choices of my young career so far, I can’t say enough great things about them and my experience working with Fran, and would highly recommend working with them to anyone else looking to move into this industry!

Krissy's story - Moving from London to New York

Tue, 14 Nov 2023 11:21:03 GMT

What inspired you to work with FIFTEEN WEST?

The teams’ professionalism and clear knowledge of the recruitment market was impressive to me. They clearly knew which positions would suit me and why, with alignment to my career goals and frustrations.

I also felt that FIFTEEN WEST was ‘family-led’ and had the feeling that they really cared for me and I always support a growing business and the bravery and skill it takes to be successful in that.

How has your new job impacted your life?

This role is my dream job! I’ve wanted to get into a larger market with more clients and candidates and that’s what this gave me. The work culture is also brilliant, with my colleagues being my friends too.

Any advice for those looking to relocate to the USA?

At first, it will be a culture shock and an adjustment. However, once you get acclimatized, you will have the best time. The recruitment market out here is much bigger and they compensate higher, so you’ll have a broader client and candidate base and get paid more! Best of all, the people are super friendly and welcoming.

Would you recommend FIFTEEN WEST to others?

Absolutely!

Five Specific Traits All High-Performing Recruiters Share

Thu, 28 Sep 2023 15:38:27 GMT

If you Google “what makes a good recruitment consultant?” you’ll find a mountain of articles waxing on about “communication skills”, “confidence” and “discipline”. And let’s be clear: those articles aren’t wrong. Each of these qualities is key to being a great recruiter – it’s just that they’re also key to 90% of other professions.

These articles read like bad job ads – generic, perfunctory and dull. So instead of informing you once again that good recruiters are “productive”, we’re going to use our wealth of experience to tell you what actually sets recruiters apart from other professions.

Here are five specific traits all high-performing recruiters have in common:

#1 Perspective taking

Recruitment is a constant balancing act, where you’re trying to serve both the needs of your client and the needs of your candidates. But this isn’t as simple as just getting people what they ask for – we have to really understand what they need.

That requires perspective taking: the ability to put ourselves in another person’s shoes and make sense of their complex needs, wants and blindspots. Sometimes a candidate doesn’t understand their worth; sometimes a client hasn’t properly thought through the role they’re filling.

Great recruiters are able to see things from a variety of points of view and negotiate outcomes that better serve everybody. This is often what marks great recruiters out from merely competent ones – they are able to please both parties.

#2 Active listening

If great recruitment were as simple as pairing suitable candidates with suitable clients, we might as well automate the whole thing. In reality though, an awful lot of recruiters’ time is spent decoding and making sense of what our candidates and clients tell us.

Active listening is a particular way of engaging with people. It involved keenly observing both the verbal and non-verbal communications, and asking for clarification or elaboration when necessary.

For a recruiter, this is vital for a few reasons. First, it helps us signal attentiveness and build genuine trust and respect. But perhaps more importantly, it ensures that we actually understand what the candidate or client is trying to say.

Because not everyone is capable of perfectly articulating themselves, and it is often only by decoding what people say that we are able to get to the essence of what they really want.

#3 Anti-fragility

Responding well to difficult situations is desirable in any job – that’s why so many employers now specify “adaptability” and “resilience” as key soft skills. But for recruiters these qualities go one step further: it is not just about adapting to difficult conditions but actively thriving in them.

That is what anti-fragility is: the ability to actively increase in capability as a result of stress, uncertainty and challenging circumstances. Great recruiters not only survive but thrive on the tough deadlines, late nights and fast paced environment they find themselves.

#4 Tactful honesty

Not many jobs involve actively lying – though perhaps more than most of us would like. But great recruitment demands a particular kind of honesty which few other professions require.

Consultants have to be able to tell uncomfortable, often rather brutal truths in a way that doesn’t hurt individuals or harm negotiations. They have to be both forthright and compassionate – a balance that is not easily achieved.

This may also be the clearest way to distinguish between good and bad recruiters. Bad recruiters get the balance wrong, either tipping into arrogant bluntness or irritating sycophancy.

#5 Genuinely caring about work

Everybody cares about their own work, but recruiters have to care about work in general. Whether its workplace culture or fair compensation, great recruiters feel passionately about ensuring that work is a positive part of every candidate’s life.

Fifteen Minutes with FIFTEEN WEST - Maria Drye

Wed, 06 Sep 2023 15:41:03 GMT

PGC are an employer of record helping recruitment businesses operate in the us.

On the latest episode of Fifteen Minutes with FIFTEEN WEST, Lisa Walder talks to Maria Drye , Director of US Expansion at PGC.

This week they discuss:

The US Recruitment Market as a whole
Why you really SHOULD be operating in America as a business
Why you really SHOULD consider a move to America if you are a recruiter

This is definitely one to listen to if you ever wanted to relocate!

Why is personal branding important to recruiters?

Thu, 27 Jul 2023 09:35:12 GMT

Do you know your values? What do your network and followers have to say about you? We talk here about the importance of having a personal brand and how, in the recruitment industry, you can get your voice heard.

Firstly, you may be wondering what is meant by a ‘personal’ brand? It doesn’t mean that you should build your own logo with pretty colours and pictures in order to be recognised as an advocate of your field; more so, as Jeff Bezos (CEO, Amazon) says himself ‘your personal brand is what people say about you when you are not in the room’.

The benefits to having a brand is that it helps you to stand out from the crowd; which is something I know from experience that many recruiters can struggle with, as we fight our way through a highly competitive industry. Communication is key and there is no better way to enhance this, than to put yourself out there for your network to see and engage with your content. You don’t necessarily need to have a new job to advertise or a hot candidate on the market; instead, give them talking points, share your advice or voice your opinions, you never know who is listening.

Identifying your values and aims is an integral part to branding yourself. You should have a clear sense of who you are and what you have to offer, which only then increases clarity and confidence in the way you would like to be perceived. The consistency of the message you share with your network either on or offline, then streamlines the following you have behind you.

Personal Branding can also be a chance to further develop your own career in your workplace. An attribute of many consultants around us, is their ambition and determination to succeed, so why not go for that senior/director promotion? Why not try to be the best of the best and work your way up?

It might seem scary at first, but evidence says that customers buy from the seller more so than the product itself. So have a think, what are your key qualities? What do your network really want to see from YOU? And create a personal brand that your following can associate with.

Here are 5 ways to help you when building your personal brand on LinkedIn:

#1 Find your niche and build around it

‍Before starting LinkedIn or whilst giving your page a revamp, define what your clear objectives are. Are you an industry expert? A salesperson?

Then consider what method of communication will reach your audience; the bonus to LinkedIn especially, is the various formats that work well on the platform and have a high reach e.g. Videos, text, images etc. but the key is to get creative with it!

As recruiters, we tend to spend a good chunk of our days/weeks on LinkedIn but how many times have you found yourself just aimlessly scrolling down your feed? Why not utilise the this as a way to get your brand out there?

Try to use keywords for SEO purposes and #hashtag RELEVANT words. What would be a trigger word in your industry? Think like your candidates. Try to put yourself in their shoes and imagine you are on the search for a new job, what would you type in the search bar? Once you have these keywords, the goal is to spread them throughout your page, without sounding like a broken record.

#2 Optimise your profile

Outline exactly what you do and what your values are on your profile, so the reader knows exactly what they are getting out of it. Again, use keywords and draw attention to what YOU have to offer, the most common question asked is ‘What’s in it for me?’.

You almost want to imagine that your LinkedIn page is an advert – it is there to attract the audience and to sell the product, which in this instance, will be you (and your personal brand).

#3 Engage

At the end of the day, LinkedIn is a platform for networking. Your engagement levels will determine the ROI (Return of Interaction) on your content, remember the whole #like4like or #follow4follow trends on Instagram a few years back? Yeah, it’s a bit like that.

It might seem straight forwards but how do you expect to get your voice heard if you’re not speaking loudly enough?

Be proactive, like, connect, comment, engage… and do it daily!

#4 Consistency

Consistency is key, it’s cliché but it’s true. It also speaks for itself; I would recommend aiming for 3posts a week but remember to have a true purpose for your posts. Don’t just post for the sake of posting.

#5 Be YOU!

It’s important to remember that we are all human!

We all make mistakes, call people by the wrong name, hit send on a message to your entire office that was meant for your work buddy… the aim is to utilise these mishaps and build a stronger connection with others through them.

Share your experience, share your knowledge, make it relatable.

The more realistic and unfiltered your content is, the more engagement it is likely to get.

5 Reasons to Move into Life Science Recruitment

Thu, 29 Jun 2023 11:47:29 GMT

Life science is one of the fastest growing industries in the world, with ever-increasing venture capital investments leading to an estimated valuation of $18 billion by 2030 .

This makes it one of the most exciting opportunities for recruiters – especially those on the lookout for a new sector .

Here are five reasons why:

#1 Better exposure

For recruiters, the battle for access to hiring managers and decision makers is ongoing and very frustrating. Communication is often patchy, and this can make it much harder to do our job.

These problems are significantly less prevalent in the life science industry. The high emphasis on quality hires ensures they are all ears when recruiting – especially in smaller biotech startups.

Not only does this help reduce the stress of day-to-day work, it ensures recruiters are able to learn faster and potentially progress more quickly.

#2 Lower saturation

Life science offers the perfect mix of high industry growth and low recruiter saturation. Compare this, for example, with technology, where high-growth is matched with an extraordinary number of specialist recruiters.

The number of opportunities in life science therefore vastly outstrips most similar industries, giving recruiters greater autonomy and – once again – potential to progress quickly. And there is good reason to think life science companies are particularly in need of recruiters .

There is also a somewhat higher barrier to entry in life science recruitment, as areas like tech generally demand less technical knowledge. So those that are capable within life science are likely to face less competition moving forward, too.

#3 The market is less volatile

The life science industry is unusually robust, experiencing far less market volatility than other comparable industries. This is in part because investment comes from both governments and private VCs. But it is also down to the vast potential the industry still has to grow.

During COVID-19 lockdowns, life science experienced very little slow down in hiring compared to other industries – and the industry itself has actually benefited in some ways from the pandemic. In the UK, new jobs grew 37% through 2021 .

As a result, recruiters should view life science as a highly reliable industry. Those that are able to develop a strong reputation and network will be rewarded with long-term stability and career growth.

#4 Better margins

Life science recruitment tends, on average, to offer particularly good margins on contracts. For recruiters looking to change industries, this may be a particularly appealing prospect – enabling them to potentially give a solid boost to their income.

It is also worth noting that the life science industry has seen accelerating salaries in the last few years – and is expected to see similar growth in the future.

#5 A chance to make a difference

It’s no secret that one of the principle things that drives us is the desire to be happy and fulfilled in the workplace. The chance to work in recruitment gives you an opportunity to pursue an engaging and worthwhile career, one that leaves you feeling satisfied at the end of the day.

Working with pharmaceutical and biotechnology clients to recruit the finest talent is an excellent way to contribute to the development of new drugs and treatments that will be used to help hundreds of thousands of people worldwide. It’s a chance to use your qualifications, skills and expertise to really make an impact within one of the most successful and important industries in the world.

Every exceptional candidate you place at these leading, global companies will bring them a step closer to providing the world with life-saving medicines. You’ll be safe in the knowledge that every day is an opportunity to make a difference.

Fifteen Minutes with FIFTEEN WEST - Krissy Gill

Wed, 14 Jun 2023 15:32:25 GMT

Krissy's top 5 reasons you should move to the USA!

Excited to bring you this FMFW episode where Lisa Walder sat down with Karysca Gill VP at Selby Jennings in New York to bring you...

Her top 5 reasons why YOU should move to the USA!

Krissy moved to New York 3 years ago and has not looked back!

In this episode she shares with us why this was the best career decision she could have made and why she thinks YOU should move Stateside!

Fifteen Minutes with FIFTEEN WEST - Jack Wagstaff

Thu, 01 Jun 2023 15:27:45 GMT

Moving from london recruitment market to denver.

On the latest episode of Fifteen Minutes with FIFTEEN WEST, Lisa Walder is joined by Jack Wagstaff , Head of Denver for Discover International.

Why Denver as a recruitment hub?
Who are Discover International and what do they do?
What the advantages of recruiting in the Life Science market are.

Be sure to tune in!

Why USA Recruitment Needs Graduates More Than Ever

Thu, 25 May 2023 11:30:28 GMT

Every fresh generation of graduates brings something new to the recruitment industry. But with the world of work undergoing a radical transformation, recruitment needs graduates more than ever.

#1 They understand workers’ new expectations

COVID-19 has dramatically changed candidates’ attitude to work. They want more flexibility, more control and more meaning. But adapting to these new expectations is not always easy for seasoned recruiters.

This generation of graduates will have an intuitive understanding of the “new normal”. The pandemic has impacted some of their most formative years, and they are uniquely placed to learn the ropes within this new paradigm.

In the same way “digital natives” have an intuitive grasp of technology that older generations don’t, graduate recruiters will have a natural understanding of flexible working and are more suited to thrive in a candidate-driven market .

#2 They are ready for adventure

Whether it’s relocating to a new country like USA or Europe or shifting focus to a new sector , working in recruitment offers numerous exciting possibilities. But as we get older, it becomes harder to embrace those opportunities. And that is why graduates are so vital.

Fresh talent is far more likely to accept the challenge of a new market – and see it as an adventure. They have fewer responsibilities, fewer assumptions about how things work and more hunger for new experiences.

Ultimately, graduate recruiters are uniquely adaptable. And for Rec2Rec businesses like ours, that makes them essential.

#3 They want to have an impact

From workplace wellbeing to Diversity and Inclusion , there is increasing pressure on recruiters to have a meaningful impact on how organisations are run.

For some, that pressure can be overwhelming. But this generation of graduates are passionate about these issues – and that means they are prepared to lead the way.

Graduates enter the industry with a totally fresh perspective, and are therefore not stuck with assumptions about how things “should” work. This will be invaluable for clients that need to reimagine the way they operate and locate flaws in their existing systems. And because they are driven by genuine passion, graduates are more likely to go the extra mile to make sure those changes really happen.

Conclusion

Convincing graduates to enter the recruitment industry has always been difficult. This is a tough, fast-paced industry. And while the rewards can be immense, the level of work required can make it a very tough sell.

But we believe that effort is worth it. As an industry, we should all be pushing to ensure that graduates understand both how much recruitment has to offer them – and how much they have to offer recruitment.

Diversity and Inclusion: Writing inclusive job adverts

Thu, 25 May 2023 09:09:03 GMT

Following on from the brilliant first episode of Fifteen Minutes with FIFTEEN WEST where Lisa Walder spoke to Dr. Joanna Abeyie MBE about what the recruitment industry can do better to advance diversity and inclusion, I put together this article to look at how to attract the best talent to your business with inclusive job adverts.

‘Talent is talent.’ These were the words of Joanna Abeyie MBE in the first episode of Fifteen Minutes with FIFTEEN WEST, but how can you ensure that you are attracting the top talent to your business, and not allowing unconscious bias to affect your job adverts?

Unconscious bias is something that can creep into all aspects of life, and nowhere is more prevalent than in job descriptions, so we have looked at some of the things you can do, to make a positive change to how you write your adverts, which should hopefully lead to attracting more of the top talent to your roles.

Be mindful of the language

A survey conducted by Censuswide on behalf of LinkedIn found that half (52 per cent) of UK women would be put off applying for a job if the workplace was described as ‘aggressive’, compared to just 32 per cent of men.

“Masculine phrasing might also be off-putting for candidates from particular BAME backgrounds where their culture doesn’t typically fit with this type of approach,” Said Andrea Singh, HR Director at BAM. This matched with the use of terms such as ‘strong English language skills’, or ‘clean shaven’ requirements can similarly put off candidates from particular backgrounds or religions.

By 2022, workers ages 50 and older will comprise 35% of the workforce, according to a report from Human Resource Executive. One of the top tips for avoiding age discrimination is making sure your employer branding reflects a wide range of the age of workers at your company.

Additionally, avoid phrasing like: “Young and energetic”, “work hard/play hard”, “Junior” or ”Senior” except as part of a job title.

The single best way to write an inclusive job advert is by simply educating yourself and your team on the words to avoid; there are plenty of resources available to help you to do this. The other is via free extensions or websites like Textio and Applied .

Textio will take your job description and give it a diversity score before advising on ways to improve it, while Applied is currently working to include ethnicity into its similar tool to help remove bias from job adverts.

Limit your requirements

According to a Hewlett Packard Internal Report , women will typically only apply for a job if they meet 100% of the qualifications. To avoid unconscious bias deterring people from applying to your jobs, consider eliminating requirements that are not essential. If the position is one where training can easily be provided, don’t ask for experience in that specific skill. Generalise areas where transferable skills are okay, and clearly outline which qualifications are required and which are preferred.

FIFTEEN WEST talked to Phu Le Ngoc, Manager at a global recruitment company. ‘A lot of essential requirements are actually not that essential, and more a testament of inflexibility and bias (unconscious or even worse, conscious). It is important to open the door, so that a more diverse group gets a serious chance at interview stage.’ Said Phu.

Limit your ‘must have’ requirements and focus mainly on transferable skills, this allows more people to feel like they have the right level of skill and experience in order to be able to apply for your roles.

‘In terms of job requirement, both HR teams as well as line management might have to do more work initially in order to re-evaluate them and update the criteria. Ultimately this might actually lead to an increase of quality-per-hire, as current criteria might be outdated in some if not many instances.’ added Le Ngoc.

List your benefits

Make a point of highlighting the benefits in your job advert. Be mindful that while not all benefits may apply or be as important to one candidate as the next, being fully inclusive means showing off all the ranges you have on offer.

Benefits like paid parental leave, childcare subsidies, paid family sick time, and even health insurance go a long way toward supporting diversity and inclusion, while also boosting retention and morale. If your company offers these benefits, you may not realise the need to call them out in job descriptions, since not every employee will necessarily benefit from them, but mentioning them gives you an opportunity to prove your commitment to inclusion right away.

With more companies now accepting flexible working hours and remote working, tell people about this as a benefit of the job.

Highlight your own commitment to diversity and inclusion

If your company is already making major strides toward becoming a more welcoming and inclusive place to work, you might want to consider including this in your job descriptions. While you can simply state at the bottom that you are “an equality opportunity employer,” a statement in your own words is much more powerful.

Many top global companies have their own D&I statement now, but this shouldn’t just be limited to large businesses, so a real positive step can be actually writing your own D&I policy as a company, then making sure everyone knows about it when your include it in your job adverts.

‘A clear statement from the top of the organisation would be helpful. Then some senior sponsorship. Actual budget to get external trainers / consultants in when and where necessary and also a budget for the D(E)I team.’ Said Phu.

Encourage employee feedback

The journey that everyone is on to make all aspects of life inclusive, is one that needs everyone onboard. In light of the global reaction seen recently in the wake of the murder of George Floyd, a lot of companies have taken a look internally at including people from any and every background in the decisions that are made.

From a job advert perspective, get current BAME, LGBTQ+, female or disabled employees and ask them for feedback, would they apply for this role based on the advert and the language that is used? Do they feel that the advert gets across your values and commitment to giving all people who apply the best opportunity to get the role?

‘Add on top of that some easy to find testimonials from BIPOC / BAME staff, and it would be good. But again, if you only have one success story, it might not be really fair to milk that one story.’ Added Le Ngoc.

As always, the biggest asset a company can have is their staff, so include them in the process, creating a lasting example to the inclusive businesses we are all striving to have.

Fifteen Minutes with FIFTEEN WEST - David Miles

Thu, 06 Apr 2023 15:20:38 GMT

We are delighted to bring you the newest episode of Fifteen Minutes with FIFTEEN WEST.

Lisa Walder speaks to David Miles at Eames Consulting in New York about:

Launching a business in the USA
Growing a team from scratch
Why he is excited about the insurance and financial services market on the East Coast of USA.

Five Vital Lessons From Recruiting In a Candidate-Driven Market

Thu, 23 Mar 2023 09:57:53 GMT

At the beginning of 2020, few could have foreseen how the labour market was about to change. Within a year, the established dynamics of recruitment were turned on their head, and businesses suddenly faced the worst staffing shortages they’d seen in over two decades.

The result is a “candidate-driven market”, where the onus is placed on employers to win over talent. For businesses, this has created a serious problem. But for recruiters, it presents an opportunity to better understand what we do – and what makes our candidates tick.

Here are five lessons we must learn from the candidate-driven market:

#1 Reputation can’t be built overnight…

In the wake of increasing staffing shortages, many recruitment experts suggested a simple solution: just work on your employer brand. The idea is to differentiate your business by promoting your culture and values. But the reality is, for most employers this was not a viable solution.

Employer branding is a long-term project, based on developing a robust reputation. This simply cannot be achieved overnight – no matter how active you are on LinkedIn.

The lesson is clear: employers cannot fake it. They have to earn their reputation over time and make a sustained investment in their online presence before candidates take notice.

#2…But expectations can

The pandemic has shown us that what candidates want is primarily influenced by what they think they can get. Relatively few candidates would demand flexible working hours or remote work in 2019. But once these ideas went mainstream, everyone wanted a piece of the action.

Historically, widespread changes like this have been the product of legislation. But today they can be brought about through collective will and the power of the internet to amplify trends.

For recruiters, this shows us that we cannot be complacent. We need to constantly stay ahead of trends – and never be too certain that we’ve got candidates sussed.

#3 “Candidates” are not all the same

Along with a new set of demands, we’ve also seen candidates assert their individual needs. Those with specific responsibilities or requirements are far more vocal about asking for them, and this demonstrates the extent to which “template” roles are misguided.

Many employers have a habit of treating candidates as interchangeable. They have a set criteria for a particular role, and whoever they hire is expected to simply fit into that pre-existing mould.

But this approach is becoming obsolete. Job descriptions have to be far more flexible to accomodate candidates’ specific requirements. And companies that are too rigid are likely to lose out on the very best talent.

#4 The application process is too complex

Throughout the pandemic, we’ve seen increasing attention paid to the length and difficulty of the hiring process. Companies expect too many interviews, often stringing candidates along for weeks before disappointing them.

As the power structure has flipped in favour of candidates, this has had to change. Businesses can no longer afford to force talent to jump through hoops – especially when the best candidates are generally the least likely to acquiesce to those demands.

There is a larger lesson here: recruiters and businesses need to focus on designing better application processes. From advertising salaries transparently to reducing the amount of unpaid labour involved in the interview process, there needs to be a serious rethink of what we expect candidates to do in order to secure a position.

#5 Pay isn’t everything

Finally, the candidate-driven market has demonstrated that not everything can be fixed by offering more money. We’ve seen many industries offer outlandish signing-on bonuses, yet still struggle to fill roles. And for many, that has been a difficult realisation to make.

There is no question that better salaries entice employees. But a narrow focus on compensation can take away from equally important factors – such as benefits, work-life balance and a sense of purpose.

Moving forward, businesses will have to take this seriously. Rather than assuming staffing difficulties can be solved with money, they should focus their resources on improving the employee experience they offer. Because eventually, those efforts will pay for themselves.

Fifteen Minutes with FIFTEEN WEST - Ben Stocken

Wed, 08 Mar 2023 15:06:53 GMT

We are delighted to announce that are our new PODCAST sponsors.

West Peak is THE learning and development consultancy that enables growth. We have worked with Ben Stocken and the team since we launched and they have been invaluable.

In our next episode of FIFTEEN MINUTES with FIFTEEN WEST Lisa Walder and Ben Stocken discuss:

How to get the best out of your team
What to do when things go wrong with people’s performance.
How to create growth businesses through developing people in up and down markets.

Not to be missed!!

Five Ways Recruiters Can Instantly Impact Their Clients’ Diversity & Inclusion

Thu, 26 Jan 2023 10:57:45 GMT

One of the great joys of working in recruitment is the power to directly impact people’s lives. But in matters of Diversity and Inclusion, many of us feel frustrated that there isn’t more we can do.

In this article, we explore five ways recruiters can have a more immediate impact on their clients’ DEI efforts:

#1 Champion the benefits

Many businesses today have strict diversity policies in place. But in most cases, the primary motivation for this is legal compliance. This essentially frames diversity as a legal risk, rather than a business opportunity. And that puts an inherently negative spin on the subject.

If businesses are only embracing more diverse candidates for the sake of legal compliance, the measures they put in place are unlikely to produce real cultural change. Candidates will quickly understand that the company is not truly committed to broadening its perspective, and ultimately candidates from underrepresented groups will not want to work for the company.

Recruiters must take it upon ourselves to change this. According to McKinsey , businesses which are more diverse are 35% more likely to outperform competitors. So at every opportunity, we should amplify this message: diversity is not about compliance – it’s about building a better business.

#2 Audit and improve DEI messaging

Talking directly about diversity and inclusion can go a long way to making candidates feel safe applying for roles. But too often, businesses’ DEI statements sound dutiful – almost forced.

Recruiters should take it upon themselves to audit and improve DEI messaging in job ads. This isn’t just about making explicit statements about inclusive hiring policy; it’s also about ensuring that the language does not contain hidden bias or assumptions.

A simple example is gender. Changing language to be gender-neutra l in job ads has been found to speed up the recruitment process by 14 days – as well as attracting a more diverse range of candidates.

#3 Expand where you advertise jobs

Having the right message is useless if it isn’t being seen by the right people. The internet is a powerful tool in this regard, because it enables us to locate specific communities. And the single best way to increase the diversity of candidates who apply for a role is by advertising that role in more diverse places.

Recruiters should seek specific avenues where candidates from underrepresented backgrounds will see their posts. While standard job boards and social media platforms are important, many candidates will feel they are not the target audience. But if we speak directly to marginalised groups, they will understand that they are welcome to apply.

#4 Standardise the process

Unconscious bias cannot be solved overnight. But what we can do is overhaul the recruitment process and remove factors which lead to – or enable – unconscious bias.

A simple example is blind resumes: removing names and other factors which identify candidates as part of a particular group reduces the possibility of biassed treatment. And by advertising that this is your policy, you encourage candidates to feel safer and more confident applying.

#5 Push for diverse interview panels

Encouraging more diverse talent to apply is important. But you also need to ensure that the people assessing them reflect the same level of diversity.

A recent case study is Intel: they made it a requirement that every interview panel includes at least two women and/or members of underrepresented groups. Within two years, this policy helped increase the number of hires from underrepresented backgrounds by 41%.

While recruiters don’t have the final word on these issues, you can unquestionably encourage clients to follow this example. And by leveraging your expertise, you have a good chance of influencing them in the right direction.

Look for the best leaders - Not the best company

Thu, 26 Jan 2023 09:51:31 GMT

A recent study from MIT found that innovative companies like Telsa and Netflix experience far higher attrition rates than their more conservative counterparts.

Isn’t that strange?

The very companies candidates most fantasise about working for – and clients most want to emulate – are the ones that struggle the most to retain their talent.

It seems almost backwards.

Until you consider the motivation behind those fantasies – at which point it all starts to make sense.

Chasing prestige won’t make you happy

The majority of candidates that are hell bent on working for Tesla or Netflix are completely mesmerised by the company’s reputation.

The idea of working there is so powerful they don’t stop to consider the everyday reality of that environment.

And that means they often don’t fully consider whether the company will actually make them happy or help them thrive.

It’s easy to seek validation from your employment status, and focus obsessively on employers that look good on your resume.

But the truth is, we should all focus significantly less on the reputation of prospective employers – and more on the actual people we end up working for.

The average person has 12 bosses across their career

That means every new leader you work under has an astonishing influence over your overall career trajectory – as well as your personal development.

A single bad experience can set you back years.

And that means focusing on what your LinkedIn feed will think of your latest move can do far more harm than you might realise.

Here are three reasons you should look for the best leaders – not the best company:

#1 Leaders grow people, businesses grow profit

If you talk to virtually any person who’s really excelled in their career, they will have at least one story about a key mentor.

Someone who took a shine to them, or saw their potential.

And more often than not, they will tell you that without that mentor, they never would have realised their ambitions.

Businesses can grow your reputation and professional visibility.

But it is really only people that can make that human connection and help you grow.

#2 Leaders can fix companies, but companies can’t fix leaders

There are plenty of stories about businesses that were toxic places to work – until that one leader managed to turn things around.

What you hear less often are stories about toxic leaders who turned up at a great company – and were suddenly cured of all their bad qualities.

For prospective employees, all that matters is what a company is like for today.

And that means it is the current leadership – not the historical reputation – that will define a candidate’s experience.

#3 When times get tough, great leaders get you through

The pandemic has made abundantly clear how vital strong leadership is.

We’ve seen great companies fail spectacularly in their response, and previously unremarkable companies really step up for their employees.

The common denominator in every organisation that responded well?

Strong, resilient leaders who care about their people.

And that is why we believe leadership matters more than company reputation.

It doesn’t matter how good a company looks on your CV if it fundamentally doesn’t value your contribution.

And no benefits package or pay cheque is worth putting up with a bad leader.

Fifteen Minutes with FIFTEEN WEST - Georgia Nixon

Tue, 29 Nov 2022 11:26:13 GMT

Georgia is one of the most inspirational female leaders in the USA so you don’t want to miss this!

Delighted to bring you our next episode of FIFTEEN MINUTES with FIFTEEN WEST .

Georgia Nixon runs Spencer Ogden in New York, she has worked for the business for 9 years in Asia and the USA.

Lisa Walder chats to Georgia about:

Spencer Ogden’s mission and why she is still so excited about the business!
Being a female leader in recruitment
How Spencer Ogden supports her and others to be successful
Why people are her focus for 2023 and how she is building leadership for the future

Finally, find out what Georgia would do if she was given 15 minutes to do ANYTHING AT ALL IN THE WORLD!!

Who knew it would involve Buckingham Palace…..!?

Fifteen Minutes with FIFTEEN WEST - Luke Thompson

Thu, 28 Jul 2022 11:39:45 GMT

Thurn Partners who are a global search firm focused on the investment management space.

FIFTEEN MINUTES with FIFTEEN WEST, we speak to Luke Thompson , Founder of Thurn Partners who are a global search firm focused on the investment management space.

Luke to talks to Lisa Walder about:

Luke’s recruitment journey and why he started his own business
How Thurn Partners set themselves apart from their competitors
US Growth plans
Why you should consider Thurn Partners as your next career move

Fifteen Minutes with FIFTEEN WEST - Mark Weclawek

Mon, 04 Apr 2022 11:54:34 GMT

Mark Weclawek, Founder and CEO of the M-Wek company

On the next episode of Fifteen Minutes with FIFTEEN WEST, we welcome back Mark Weclawek , Founder and CEO of The M-Wek Company.

Mark to talks to Sara McPhee about:

M-Wek’s journey and growth over the last 18 months.
The Metaverse and emerging Technology
The importance of strategic hires
Their US Growth plans

Fifteen Minutes with FIFTEEN WEST - Sara McPhee & Lisa Walder

Mon, 07 Mar 2022 09:39:56 GMT

FIFTEEN WEST are incredibly proud to be female owned and are dedicated to helping nurture the next generation of female recruitment leaders.

On the next episode of Fifteen Minutes with FIFTEEN WEST, and for a special focus on International Women’s Day, we talk to the founders of FIFTEEN WEST, Lisa Walder and Sara McPhee .

They discuss:

Why they started FIFTEEN WEST?
Why is FIFTEEN WEST different?
What are you most proud of with FIFTEEN WEST?
What does the next 2 years hold for FIFTEEN WEST?

Be sure to check out their inspiring story and how they are trying to change the face of Search to Search in the UK and USA.