Andrew Ellis

Undercutting candidates salaries at offer stage… 🤯 (I’m not talking about contracts or project-based work where there are multiple factors involved) This is in reference to perm hires, where salary expectations are discussed and confirmed upfront. As a recruiter, we’re super clear from the start. 
We tell the client what the candidate is looking for, and we make sure it’s within the agreed budget. They go through multiple interview rounds, everyone’s aligned, we reconfirm expectations the whole way through… Then it gets to offer stage and they offer below the candidates expectations? Now, I get that there can be some internal factors, budget constraints, additional benefits etc. But if something’s changed in the process, let’s just be transparent about it. Don’t let a great candidate go through multiple interviews, investing timing and energy, if you are unable to offer what they are looking for. Too many times we see, businesses loose good talent because they simply low ball on the salary at the last minute 😖 Salary conversations don’t need to be awkward, but they do need to be honest and transparent throughout!

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What are some of the challenges UK agency recruiters face when moving into US market? 1. Broad approach and not a true specialist. Must be ultra niche, focus on growth areas and build pools of specialist talent. Get your GTM right. 2. Avoiding IR: Most US companies have an established internal rec team so need to partner with IR rather than going around them - agencies can help fill the 2-10% of roles prospects may be struggling with 3. Undervaluing your service: Based on above the perceived value is higher leading to Perm fees of around 25% and contract margin over 35%. Often increased appetite for retainers and projects. 4. Treating the US like it is one location: America is actually 50 states and compares more to Europe in size. Have an area of focus. 5. Underestimating the importance of compliance: US can be a legal minefield so clients want to be sure you are 100% compliant - prove it. There are so many more so what have you experienced?

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🚀From Contract to Perm – Evolving Priorities, Not “Jumping Ship” Lately, I’ve been speaking with a number of experienced contractors who are open to permanent roles, not because contracting isn’t working, but because their priorities are evolving. Let’s be clear: 👉Contracting offers unmatched flexibility, autonomy, and exposure to diverse projects — and for many, it’s the perfect long-term career path. But… ✅Some are now seeking deeper involvement in long-term strategy ✅Others are valuing stability as life outside of work changes ✅And some simply want to slow down the constant project-to-project pace It’s not about one route being better than the other — it’s about finding what suits you now. Career goals shift, and that’s OK. So if you're a contractor curious about the perm world, there’s no harm in exploring. You’re not “giving up contracting,” you’re just making an informed move based on your current values. Let’s normalise these transitions. The best careers aren’t built in straight lines. #contractors #permanentroles #careeradvice #recruitment #cybersecurity #techcareers

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Dougie Loan, CRO at SourceWhale, recently described the State of BD 2025 report as “one of the biggest eye openers to leaders across our industry.” The report, recently featured in Recruiter Magazine presents: 35 unique insights Built on 17,500 data points from 500 recruitment companies. All about BD. Dougie highlighted the worrying statistic that only 24% of consultants feel they have a defined sales process, calling this “extremely damaging.” He noted that despite two years of industry focus on sales, “we still have a long way to go for our actions to match our desires” and indicated that the basics, are still lacking for many. He concluded by saying that, while SourceWhale works with thousands of agencies to drive this change, “it sounds like many have a journey ahead! https://lnkd.in/efsYRN2g

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An update on UK hiring trends. We're seeing some significant changes in the UK job market. The latest figures tell an interesting story, job postings across the UK are sitting 13% below pre-pandemic levels, with a 23% drop compared to last year. But despite these numbers, our unemployment rate is holding steady at 4.3%, and we're actually seeing wage growth for new hires at 6.7%, which is higher than many other countries. The impact isn't uniform across all sectors. While tech and professional services have seen the biggest changes, we're also noticing significant shifts in hospitality and retail. It's creating a really unique situation in our job market. I'm sharing this because whether you're hiring or job hunting, understanding these trends is crucial for making informed decisions. What changes are you seeing in your industry? #UKJobs #Recruitment #EmploymentTrends #Economy

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Recruiters - When to email Vs when to call… Email should be used to… 1️⃣ Creating a call to action (a call back) 2️⃣ Backing up what’s been said on a call 3️⃣ Send and log critical documents (CV’s/Terms) Maybe I’ve over simplified it, but as a rule of thumb I’d say those 3 are pretty much it. Everything else should be call. Relationships can’t be built by email… Pick up the phone and make it happen. What’s your thoughts? #recruitment #sales #calls

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When did cutting corners become a recruitment strategy? Lately, we’ve come across agencies sending candidates to clients after a quick 5-minute chat - no proper registration, no interview, no background checks. Just… “Here’s someone who might be okay. Good luck!” There are so many things wrong with this: * It’s not fair on the candidate, who deserves to be properly prepped and supported. * It’s not fair on the client, who’s trusting you to do your due diligence. * And it’s not fair on the industry, which relies on professionalism, trust, and relationships. Recruitment is more than matchmaking. It’s about understanding people, vetting thoroughly, and delivering quality - not speed over substance. To the recruiters out there holding the line and maintaining standards - thank you. Let’s protect the integrity of our profession!

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