Mark Verrall

⚖️ 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

262

934 Comments

Holiday season is over – hurrah for the job market! 😍 September is traditionally a really busy month for recruitment and so I thought jotting down my top 5 tips for getting cut through in the market would be welcomed! 1) Networking! For senior hires in particular, so much rests on your network or having people to vouch for you and recommend you. Most people have an ‘ick’ when they think about networking but start gently with asking for coffees with previous colleagues you’ve got on well with. I always tell people to imagine the situation the other way around – you’d be more than happy to help someone and have a coffee if they asked you and so it’s the same feeling in reverse. 2) Make sure your LinkedIn profile is optimised as an SEO tool for recruiters to be able to find you in their search. I have several tips on this if anyone wants to reach out for more advise, but as a starter for ten – your most recent job title on LinkedIn will be the one that governs whether you come up in recruiter’s searches. If your current job title is a little weird and wonderful, I’d make it more classic and standard. If you have changed it to saying ‘freelance’ or something open ended if you’re not in a full-time position then revert back to your old job title to ensure that you give yourself the best chance of appearing in a recruiter’s search. 3) Stay on the radar of recruiters. We speak to so many people, that it’s not always easy to remember everyone in detail. Just drop a line every month or so to the people you’ve met/had chats with to remind them you’re still on the market, how your search is going etc. It will help make you one of the first people to be called when new roles come up. 4) Controversial potentially, but also play the game with recruiters! The people who are helpful to us in terms of introducing us to people etc will be the people who stick in our minds the most to try and return the favour. 5) Don’t just rely on making a faceless application to a job. Do still send the application through the correct channel, but also reach out to the hiring manager for the job and send them a more personal message to help you stand out from the crowd. If you’re looking for a new role, or hiring then please do reach out. We have over 1000 5* Google reviews for a reason 🤩

106

8 Comments

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

25

6 Comments

Running a recruitment desk/team is like building a jenga tower. Each one of the below is a building block: Niche Non negotiables that feed KPI’s Client and candidate routes to market learned and executed. Process rather than outcome focused on. Remove one of the above and everything collapses in on itself. #j9online #sales #recruitment #training #coaching

39

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

35

When we founded Alexander Daniels 15 years ago, we couldn't have imagined we’d build such a loyal team. Many of our colleagues have been with us for over a decade — which in recruitment, and in business generally, is something I feel incredibly fortunate to say. It seems strange to call them colleagues, because in truth, so many are now our friends. But here’s the reality: along the way, we’ve also lost some truly great people I would have loved to keep. Not because they weren’t performing, or because the culture didn’t fit — but because they needed new challenges we simply couldn’t offer at the time. And that’s okay. One of the hardest lessons as a leader is understanding that retention isn’t about holding on to everyone at all costs. It’s about building an environment where people want to stay — and also recognising when someone needs to spread their wings elsewhere. Sometimes the best thing you can do for a talented colleague is to let them grow beyond your business. When it is right for someone to stay, here’s what I’ve learned about keeping your best people engaged for the long haul, not just through my own journey, but also from the many great CEO's and Leader I get to work with: ✨ Clarity of mission – People stay when they’re connected to the bigger “why”. ✨ Growth opportunities – Even in a startup, you can give space for learning and stretch. ✨ Recognition – A genuine thank-you is more powerful than a bonus. ✨ Flexibility and trust – In today’s world, this isn’t a perk, it’s a baseline. ✨ Listening – Not just at review time, but through ongoing, honest conversations. Retention isn’t about perks, although we've had some great ones! It’s about creating an environment where people feel valued, trusted, and challenged. And when they do move on, it’s about celebrating their growth, not resenting it. What’s the one thing your company does that makes great people stay — and how do you handle it when they choose to leave? Do you measure retention? #Leadership #Retention #Startups #ScaleUp #Talent #Culture #Team

68

6 Comments