Chris Maurice

⚖️ The TA Capacity Planning Guide. Created from interviews with 72 Heads of People & Talent, capturing 600+ data points. A strategic resource for TA and People leaders in tech who need to: - Understand recruiter productivity - Understand capacity calculation - Benchmark against peers - Prioritise where to invest (or defend) capacity What’s inside: - Benchmarks by Company Size Live reqs hires/rec/month sourcing mix tech / AI maturity - Tooling Trends + Automation ROI What's adopted, what’s working, and where time is actually saved - Top Bottlenecks The constraints holding most teams back - Strategic Plays for 2025 AI-native workflows, skills-first hiring, dynamic planning models 🎯 Want the full report ? Comment "CAP REPORT" and I'll share access

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Positive momentum in the UK job market! 📈 Recent data shows a clear improvement in employer confidence and hiring intentions across the UK. After a period of uncertainty, businesses are feeling more optimistic about the economy and are ready to invest in their people. Here are some key takeaways: • Confidence is on the rise: Employer confidence in the UK economy and in making new hires is at its highest point in over two years. • Hiring is bouncing back: The number of new job postings has shown modest but consistent growth, a signal of increasing activity. • Key sectors are thriving: The demand for talent remains strong in critical areas like tech, healthcare, green energy, and construction, driving opportunities and innovation. This positive shift is a great sign for both job seekers and businesses looking to grow. It highlights the resilience of the UK economy and the ongoing need for skilled professionals. #UKJobs #Recruitment #JobMarket #Hiring #Economy

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The UK HR job market in 2025 is more complex than ever. We’re seeing fewer vacancies, sharper competition, and rising expectations on HR teams, all against a backdrop of economic pressures, regulatory change, and inconsistent adoption of AI. In my latest blog, I explore the greatest challenges reshaping HR recruitment today, and what they mean for employers, candidates, and consultants navigating this landscape. Link is in the comments, and leave your thoughts as well. #hrrecruitment

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For all my Talent Acquisition friends - our HR Search Salary Guide 2025 shows a market that's slowly recovering 🚀 We've seen growth pockets across public sector, FMCG, construction and professional services. Tech hiring remains measured, but AI and automation are transform the TA space🤖 The result? Faster hiring, improved candidate experience and TA teams able to do more. But I truly believe we'll never lose the need for the human touch. Full insights + strategies for TA in 2025 here 🔗 https://lnkd.in/equa7tYp #TalentAcquisition #SalaryGuide #HRTrends #Hiring2025 #HRIreland

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💬 Why are so many experienced executives looking for work, and finding it harder than expected to land their next role? Over the past few weeks, I’ve been speaking with a number of HR Directors and C-suite leaders who are currently on the market. Many have recently left roles, sometimes due to restructures, sometimes by choice, and they’re surprised at how long it’s taking to find the right next step. Here’s what I’m seeing in the market: 🔹 There are more leaders looking than jobs available In the past year, many organisations have restructured, merged, or reduced layers of leadership. That’s led to a real increase in the number of senior people looking for their next role at the same time, so competition is higher, even for those with excellent experience. 🔹 Hiring processes are taking longer Senior roles come with bigger decisions. There are more people involved, more expectations, and often more risk for the business. That means interviews can drag out across months, and sometimes roles get paused or changed mid-process. 🔹 Employers are asking for broader skill sets Companies are looking for leaders who can do more than just run a function. They want people who understand AI and technology, who can drive culture change, who have experience with ESG and diversity, and who can work across different parts of the business. That’s a tall order, and it means even strong candidates can get overlooked if their experience doesn’t tick every box. 🔹 Some roles aren’t clearly defined I’ve seen job ads for executive-level roles that are incredibly vague, or so broad that no one quite knows what success would look like. That creates confusion for candidates and can turn the right people away before they even apply. 🔹 Uncertainty is causing hesitation Even businesses with growth plans are being cautious. Economic uncertainty, global events, and internal reviews mean many organisations are holding off on hiring or only committing to short-term contracts and interim roles. As someone who specialises in HR recruitment, I want to reassure any leaders currently in this position: This is a tough market, not a reflection of your value. And for employers, there is outstanding senior talent available right now, ready to make a real impact. But they want clarity, meaningful work, and a human hiring process. If you’re navigating this space, whether you’re hiring or exploring your next role, I’m always open for a chat, share advice and connect you with others who could be beneficial on your journey.

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Recruiters, don’t be blasé about your billings & commission structure when you are interviewing for a Recruitment position. When you’re interviewing with an agency, your numbers matter. So if you don't know them before you meet an Agency or speak to someone like me: find out. Or if you are a temp recruiter that isn't measured on revenue, it could be number of hours billed per week or day, or temps out. But know them. Be armed with that information. Because it helps you. It also helps you build your desk. We know you aren't billing/placing what you were 18 months ago. If you share your billings and are able to explain your commission structure and how much you have earned in comms, (or not earned) every Leader and Manager in the room will do the maths. Because we work it out backwards, starting with the comms you have earned. If you've earned a certain amount of commission, and your structure pays, for example 30% monthly and your salary is $80k, we can work out what you've billed. If the figures don’t add up, it’s obvious and it damages your credibility and honesty. Instead, approach it like this: Be transparent. The market has shifted. No one expects you to be billing what you were two years ago. Owning that reality shows maturity. Know your structure. Understand your commission scheme and be ready to explain how your earnings were calculated. Highlight your value. If your numbers dipped, explain what you did to adapt whether that’s client development, smarter sourcing, or candidate care. Agencies don’t want a fairy tale version of your billings. They want an honest recruiter who understands their desk and can talk about performance with confidence. 🥰 check out my list of recruitment jobs here. https://lnkd.in/gyyscyX

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Lately, I’ve been struck by how often we’re now being asked to recruit Chief People Officers for private-equity-owned organisations. A few years ago, it was a rarity, or if a PE-backed business did want to hire an HR Leader, it was usually a much more operational role. Why the shift? Three things stand out to me: - Value creation mindset: Private equity now recognises that people strategy is just as critical to value creation as capital strategy. The​y recognise that a CPO is a core partner to the CEO and the​m​, the investors. - Post-COVID facelift for HR: The pandemic transformed HR’s reputation​ everywhere.​ Any savvy Boards and investors ​have a focus on culture, retention, talent, organisational design and performance; ​a​ll sitting very much in the CPO wheel-house. - Speed of change: PE-backed businesses are usually on compressed growth or turnaround timelines. A strong CPO ​obviously helps them align the people agenda quickly and decisively. ​W​ith this in mind, we are co-hosting a small boardroom lunch in November for 20 CPOs specifically in private-equity backed business. ​We have a handful of spots left, so if you are a CPO in a PE-owned organisation, please comment below or message me privately to receive an invitation.

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Mid Year Market Temperature Check 💡 🎤 The current feeling from candidates is definitely one of frustration, over the last 12-18 months in the UK we have seen vacancy's decrease, unemployment increase and businesses under tremendous cost pressures when it comes to hiring. We have seen more restructures, redundancies and offshoring than there is building and hiring, pair that with more days back in the office being mandated, less people are moving roles and those vacancies that are available are extremely competitive to difficult to land the offer. Within Internal Audit, Risk & Controls specifically, Assurance professionals are working on the new Failure to Prevent Fraud legislation, Corporate Governance changes, the IIA Standards as well as their day job (!!) so people are feeling stretched and stressed but without the option to increase the team / use more co-source due to budget constraints only adding to this feeling of frustration. My advice to those candidates that have been in the market for a while, or new to the market is to 'try' to remain positive. The market is definitely tougher for candidates at the moment but this H1 at Michael Page, we have placed a record number of candidates into positions showing people are still getting the jobs they want! I would recommend partnering with an agency you trust, take on their feedback and allow us to manage your searches. We can help give you up to date market intel, CV advice and most importantly help to bypass the '300' direct applicants you're all seeing on the job profiles. Unfortunately for some, this is a market where you might have to sacrifice on your expected salary, job title and days in the office so also be aware of this. As we enter August (a typically very slow month due to annual leave and people enjoying the summer) try to remain positive, sharpen that CV and reach out to a specialist agency as it is our job to navigate this every day. There are unfortunately some that act unprofessionally often promising they're working on roles they haven't been briefed on but trust your gut and act with caution. Darragh O'Donnell Michael Page

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