Our client offering

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Who we are

We have over 30 years’ experience finding professionals their next exciting opportunity, and consulting with companies - from global organisations to growing SMEs. We are committed to developing careers, and we are committed to positively contributing to companies by connecting them with talented professionals. We take a supportive approach to career development, and listen to feedback on our service. This has helped us to build trust and loyalty among our community.

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Our specialist markets and disciplines

Markets

Job disciplines

Locations

We are a heritage recruitment brand, innovating and leading by example for over 30 years. We specialise in sourcing the very best talent for a variety of businesses - from global organisations through to growing SMEs, or high potential start-ups.

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We offer a full multi-channel recruitment service for interim and permanent positions across our core disciplines.

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With modern, flexible working spaces in key locations across the UK and Ireland, we have built long term partnerships with our professional network.

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How we discover talent

We offer a tailored solution to source the best talent, and our Candidate Charter ensures we meet and maintain regular contact with our network. To stay connected to our existing network and expand our reach, we utilise our extensive database as well as referrals, job boards, research teams, headhunting, regional candidate pipeline, branded campaigns and advertising, social media and candidate driven events. We are committed to supporting our candidates through every step of their career, including providing end-to-end coaching and career advice, covering everything from the format and structure of their CV, to how to resign successfully.

We speak with every candidate before their CV is sent to our client. Our screening procedure includes a thorough assessment by two qualified consultants to ensure we gain a full understanding of a candidate’s abilities and personality. This includes pre-screening before registration and identity checks and an internal interview before adding them to our database. Once they have been added to our database we can then decide if they are suitable to be put forward for a role.

We listen to our candidates - to help us monitor our performance, and to ensure our candidate experience reflects our dedication to customer satisfaction, we send quarterly surveys to candidates we have recently met to track where we can improve our service and further enhance our strengths. This helps us keep a strong database of quality candidates, who trust us with their career progression

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Our diversity & inclusion promise

Studies have shown that taking on staff from varied backgrounds can improve innovation, increase productivity and allow for new perspectives within an organisation. Read our diversity promise here to learn more about how we can support your diversity recruitment agenda.

Our Diversity Promise
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An exclusive partnership

We work with many of our clients on an exclusive and retained basis. These are long-term and strategic relationships which give the highest level of visibility and control, further helping you to make the best hiring decisions for your business.

A retained partnership is no extra cost however the benefits are ample; the mutual commitment from both sides allows us to allocate time and resources to in-depth market mapping. Hiring the right people, especially at leadership level requires a methodical approach with a clear time bound structure. Exclusivity aids more open and regular communication with a dedicated key account manager.

Our digital reach campaigns

We work with you to create an integrated marketing campaign to increase the exposure of your employment opportunities, this includes: 

  • A bespoke, branded and optimised employer page, published on our website which receives over 20K visitors each month
  • Vacancy advertising on leading recruitment websites such as Reed, Executive Appointments, Gaapweb and Cityjobs
  • A targeted vacancy advertisement slot on LinkedIn
  • A dual-branded, targeted email marketing campaign, delivering key messaging directly to a segment of our candidate database
  • Guided content curation with graphic design support, emphasising and promoting your employer brand

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We're proud members of the REC

The REC drive standards and empower recruiters to be brilliant. They're striving to ensure that every candidate is given the best chance of success through good recruitment. Including Marks Sattin the REC represent a network of more than 3,300 recruitment businesses and 10,500 individual recruiters. 

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We are level 1: Disability Confident Committed

To be recognised as a Disability Confident Committed organisation you need to agree with the Disability Confident commitments and action these to make a difference for disabled people. The commitments are: inclusive and accessible recruitment,  communicating vacancies, offering an interview to disabled people, providing reasonable adjustments and supporting existing employees.

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Modern slavery statement

Modern slavery is a global and international crime affecting millions of people worldwide, including many victims within the UK. Men, women and children of all ages and backgrounds are victims of human trafficking, forced labour, domestic servitude or debt bondage. This document sets out our policy with respect to preventing opportunities for modern slavery to occur. This fulfils our obligation under section 54 of the Modern Slavery Act 2015.

Download our statement
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We value our people

We value the people that choose to be a part of our organisation and are constantly striving to not only attract new talent but also make sure that our employees are happy. We understand that if we have an engaged workforce, they will, in turn, provide a better service to our community. If you would like to know more about how we value our employees, you can visit our dedicated careers page.

Careers page
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Our content

What's going on in the Thames Valley?
What's going on in the Thames Valley?

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Financial Services

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General

26/11/20

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As the year comes to a close, we thought we would share some market information on what we see happening within the Thames Valley region: How well have businesses been performing in the Thames Valley?There are definitely many positives to take away from the last 6 – 9 months and we have seen businesses adapt quickly and efficiently to the new world of hiring. Remote working has become the norm for many of us and it has been refreshing to hear good stories from around the area as to how teams have responded and how business operations have been working well for the majority. We are sure this is something that will continue to be the norm once we come through to a more “normal” time. Onboarding and interviewingWe have seen a dramatic change in the way these process would normal have worked, and maybe this is a step in the right direction? Through the year we have supported our clients and candidates in understanding best practices for video interviewing and virtual onboarding. For many businesses in our market they have been conducting their usual two stage processes, albeit with the necessary changes. The initial telephone interviews and two or more video interviews via Teams or Zoom, sometimes even WhatsApp video. These have all proven to be highly effective and we have seen success conducting many processes like this remotely during the course of the year. Onboarding remotely has been a positive experience for both our clients and our candidates starting new roles. We have luckily heard no horror stories which is amazing, especially considering that we were plunged into this new way of working without very much warning or time to plan these new remote processes. We are positive about these new tools we are using making attending interviews and integrating new employees easier than ever, and we're sure this was of working will carry through to the future of recruiting.The interim and temporary marketOne of the areas which we have been successful is helping business navigate their own situations by finding interim or temporary talent to meet certain demands. This has seen a boom in the desire for short term placements. If you're looking to hire during financial and tax year end, or if you're a candidate looking for an interim role - please get in touch here. 

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There are definitely many positives to take away from the last 6 – 9 months and we have seen businesses adapt quickly and efficiently to the new world of hiring.

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Karen Chilton

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Karen Chilton

Karen Chilton

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Karen Chilton

Ireland - an attractive option for professionals in a post pandemic and post Brexit world
Ireland - an attractive option for professionals in a post pandemic and post Brexit world

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Finance & Accounting

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General

16/11/20

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According to the Economic Survey of Ireland, released by the OECD (Organisation for Economic Co-operation and Development) in Feb 2020:  The country is well positioned to take advantage of the opportunities presented by technological change, though there are various challenges that need to be carefully navigated. ” This outlook is positive, and my initial thought is we will certainly put the above to the test!While I appreciate that large swathes of the domestic market have been extremely challenged, I have been pleasantly surprised and impressed by how well the professional labour market has adapted to the changing workforce landscape in Ireland. Embracing working from home, increased productivity and looking for genuine growth opportunities are all the hallmarks of a functioning and performing economy.Since September 2020, there has been very encouraging signs across certain sectors here in Ireland, namely Tech, ICT, pharma and consulting, as well as the bellwethers of this pandemic – FMCG, logistics and online retail.  Our job opportunity statistics are indicating that there is pent up demand in terms of hiring strong finance, consulting and technology professionals, with companies keen to “get a move on”.There is however, a continued lack of available professionals, which is unusual in a recession or as David McWilliams of The Irish Times has coined it - “pandession”. With the above in mind, there is ample opportunity for those with specific skill sets across finance, consulting and technology in the Irish market, where there is the reluctance to move roles in the current economic climate, and understandably so.As the advent of Brexit draws ever closer, those across the British isles may find exactly what they are seeking in Ireland as the Irish Protocol predicts a rebounding economy in 2021/2022. Relocating or returning to Ireland is already proving an attractive option for international and UK professionals living in a post pandemic and post Brexit Britain!For further updates on the Irish market feel free to get in touch with myself, or visit the Marks Sattin Ireland homepage to browse opportunities in Ireland.

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While I appreciate that large swathes of the domestic market have been extremely challenged, I have been pleasantly surprised and impressed by how well the professional labour market has adapted to the changing workforce landscape in Ireland.

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Matthew Fitzpatrick

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Matthew Fitzpatrick

Matthew Fitzpatrick

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Matthew Fitzpatrick

Is cash a thing of the past
Is cash a thing of the past

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Financial Services

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General

11/11/20

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In June 2019, Huw van Steenis - Group Managing Director at UBS and a credible figure in the banking and finance world, chaired the Future of Finance Report, conducted on behalf of the Governor of the Bank of England to review the UK’s financial system and what this meant for the Bank’s agenda over the coming decade. In this report, one of Huw van’s recommendations for the bank was: To enhance the payments system for the digital age as this is a force shaping the economy as we know it. " In the Fintech boom, companies and cloud based systems are becoming ever more respected in the banking & capital markets space - you don’t have to look too far to see a new digital payment or trading app popping up offering even quicker and easier payment transfers, online banking and currency converting.A major switch in how the public perceive technology is something that forced the hand of even the ever cautious consumer, long gone are the days of apps or cloud based systems being perceived as risky when uploading your most important information, including your banking details. The now slick and smooth process of setting up a new bank account via an app like Monzo, or setting up a new staggered payment process via Klarna can be done within minutes.In a digital age, cash in its conventional sense seemingly inhibits the consumer and some believe it becomes a problem that they never knew they had, as loose change and heavy pockets are an inconvenience we don’t have to live with. Huw van discovered that in Sweden, cash payments had fallen by 80% over the past decade and experts believe that the UK is only four to six years behind.Ten years ago cash was used for six out of ten payments and experts believe that this will inevitably drop to one in ten payments in ten years’ time, as you can imagine cash has been taken over by debit cards and contactless technology that is only bound to increase over time.As of 2018, cash accounted for 28% of payment methods used, this is down from 60% in 2008, so it is obvious to see the use of cash is on the decline heading towards the experts predictions of 9% by 2028, but has Covid-19 sped things up pushing us five to ten years ahead of schedule in reducing the use of cash?Banks and retailers have been pushing the use of contactless payments and online services for hygiene reasons and as shops started to close, the UK cash usage halved within days. Reports also show that during lockdown ATM transactions were down by 60%, a rapid drop compared to the year on year decline of roughly 6% - 10%. This all happened despite the World Health Organisation never actually instructing people to avoid cash during the pandemic.In some cases retailers have been refusing to take cash, I know this from personal experience, maybe you have experienced this too? So what chance does cash have to survive?Over the past few years with the emergence of the Fintech space in London, we began growing our offering for clients of this type. We recognise the need to be flexible and dynamic to match the world of Fintech and are proud to support such disruptive businesses. With our financial services expertise and tenure, we've found ourselves to be excellent commercial partners and providers for Fintech firms that are both in a period of rapid growth and those that have made their mark on the market. View our latest roles here. 

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In June 2019, Huw van Steenis - Group Managing Director at UBS and a credible figure in the banking and finance world, chaired the Future of Finance Report, conducted on behalf of the Governor of the Bank of England to review the UK’s financial system and what this meant for the Bank’s agenda over the coming decade.

Read full article
Nicholas Hesketh

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Nicholas Hesketh

Nicholas Hesketh

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Nicholas Hesketh