Our client offering

banner image

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.

Find out more

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.

View all

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

View all

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

View all

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

Looking to hire?

banner image

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
banner image

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

banner image

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. 

Visit the REC website
banner image

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.

Read about The Disability Confident scheme

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
snippet image

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
posts

Our content

March article highlights: the gaming industry, music investment and travel
March article highlights: the gaming industry, music investment and travel

Teaser

Financial Services

Content Type

General

29/03/21

Summary

Below we have summarised three top articles for March 2021: Lockdown boredom drives the UK video games market to a £7bn record high During 2020 the UK video games market has been fuelled by an unprecedented boom in the popularity of mobile games, consoles and VR headsets. This soaring demand can largely be placed with the increased need for at home entertainment during the pandemic. The result was a huge £1.9bn increase on money spent on gaming entertainment compared to 2019’s figure. This boom in demand for entertainment has also prompted gamers exploring new technologies, such as VR. Meet music’s most hated man—and he is the industry’s top dealmaker In recent months, huge waves have been caused within the music and IP rights industry. Most music fans have never heard the name Merck Mercuriadis, CEO of Hipgnosis Songs Fund. But they may well be aware of the assets he’s been aggressively buying up for the past three years. In just three years he has spent $1.8billion of investor funds buying the rights 60,000 songs. That includes thousands of songs, including some penned by veterans like Neil Young and Barry Manilow and others from newer artists like Ed Sheeran and Shakira. A year on from the first lockdown, what has become of travel? As lockdown restrictions are lifted and the roadmap out of the pandemic starts to take shape, people can begin to contemplate what holidays might look like in 2021. This article explores emerging trends around staycations and the growth of the UK adventure holidays. In tandem, the article also interrogates if cities will avoid over-tourism, if travellers will utilise electric travel to avoid airports and what people want from a post-pandemic holiday.            

Teaser

We have summerised three top articles from March 2021

Read full article
Charlie Buddery

by

Charlie Buddery

Charlie Buddery

by

Charlie Buddery

Achieve better engagement on your FinTech job applications
Achieve better engagement on your FinTech job applications

Teaser

Technology

Content Type

Career Advice

18/03/21

Summary

In 2021, 68% of businesses are prioritising recruiting candidates directly to their companies. However, this is not always best for the jobseeker and their candidate experience. In some cases, the disruption in the economy, caused by the COVID-19 pandemic and the increased volume of job applications has led to an absence of feedback during the recruitment process. I speak with many people who feel frustrated due to the shortage of responses and lack of meaningful feedback, both from recruiters and direct applications and interviews. Below we have detailed a great strategy on how you can achieve better engagement from organisations after applying for a vacancy. Make yourself known   If I was to ask any hiring manager, “what are the top three qualities you look for in a candidate?” Most of them would say: A positive attitude towards workA good cultural fit for the business and the teamSomeone who is keen to get stuck in to a project or business So, before you apply for a role, identify the business’ website and social media pages and ascertain the business culture and think about what you can contribute. Next, find the relevant hiring manager or a person from the talent acquisition team. Send them a message on why you would like to work there and why you believe you are a good fit for the role. Use Glassdoor, LinkedIn and relevant FinTech articles to inform your message. Look at what they are working on and ask yourself - how could I add value? You don't need to cover every point, but make sure it is relevant and appropriate. This tactic will show that you have a positive can-do attitude, you are passionate about your work and you’re engaged with their business. This will increase the likelihood of them meaningfully engaging with you in the application process. Ensure your CV is the best it can be Producing a stand-out CV could be a whole article on its own! But we do have some straightforward tips for you to get started: Always use job descriptions to tailor your CV for the role you are applying for. Use the job description to cover off relevant experience, key achievements and highlight your essential skills.Job applications are not a numbers game. To increase the chances of hiring managers engaging with you, focus on producing a high quality application as opposed to a high volume application.Make sure your CV is easily readable. Time is precious to hiring managers, meaning most CV’s are reviewed promptly, so make sure it is formatted appropriately and you have checked the document thoroughly for any mistakes.You should clearly bullet point main details and key achievements. This means that essential factors are not missed.  Credibility- it’s a powerful thing! CVs, applications and interviews are an opportunity where you can demonstrate the skills you have. Anybody can say they are an expert in something, but how many people go far enough to prove it?  Use statistics, previous performance reviews, LinkedIn recommendations and GitHub to evidence and embed your credibility. This will increase the likelihood of them engaging with your job application." Ensure you're prepared for the interviewAgain, this is something I could spend some time going in to detail explaining. However, a few key points would be:What’s their innovation?Who are their competitors? When were they founded?Who is conducting the interview? What is their background? You may be asked directly what research have you conducted. So, if you can demonstrate knowledge on their market, you will be showing initiative and where you can add value. Close the interview like a Pro Every interview ends with your chance to ask questions. People always remember a good closing question! This gives you the opportunity to gather all the information you need to make a decision on whether you are interested in the role. Ask what you need to, but take this as an opportunity to build rapport. If they haven’t covered it already, ask them: How long have they worked for the business?How have they found it, compared to their previous employer? Rapport is a key tool in your arsenal, we all want to work with people we find pleasant. I would also prepare other questions including: challenges they face in the role currently, what are the key factors they are looking for from this person?  Follow up In the wise words from my mum: "manners cost nothing". Following an interview, an email thanking the hiring manager for their time, the positives you have taken away and why you think you’re a good fit for the role is a nice touch that will make them remember you. It is key to remember you are representing your own brand. You should make an effort to leave a positive impression; one impression can be a hundred impressions. The FinTech community is small and people talk. I have plenty more tips and tricks up my sleeve, so feel free to contact me for advice on how to secure your next FinTech role and keep an eye on our website, we have new vacancies coming in daily!

Teaser

In 2021, 68% of businesses are prioritising recruiting candidates directly to their companies.

Read full article
Lewis Toms

by

Lewis Toms

Lewis Toms

by

Lewis Toms

Why change management is the cornerstone of organisational transformation
Why change management is the cornerstone of organisational transformation

Teaser

Change & Transformation

Content Type

General

16/03/21

Summary

In the modern world of business, change management plays an important role in delivering results and ensuring employees are successful. With rapid development in technology and new digital solutions, it’s all the more important that businesses know how to adapt their processes and use change management methods to pave the way for organisational transformation. Effective change management is crucial for the growth of any business. It’s essential for achieving long-lasting success and navigating through the “new normal”. Now’s the time for business leaders to assess existing models and evaluate what needs to be changed to keep moving their companies forward. We’re exploring some of the key areas of change management and why they’re so important for business transformation. The Employee Experience  Companies that want to endure must be skilled at organisational transformation. Effective change management remains integral to successful business transformation. While change management covers a broad range of processes, it’s always focused on the people. Change management involves maintaining a constant workflow while communicating seamlessly with employees. Thus, enabling them to remain motivated during the introduction of new tools and technology. Transformation in the workplace is vital for realising growth, and change management has a significant impact on employee engagement. Managing successful periods of change can increase employee morale and drive positive team-building. However, during this process of change, leaders must understand how to change their employees’ mindsets to ensure everyone is moving in the same direction. Improving performance The change management process is about positioning a business so that it can meet the challenges of constant change in a competitive environment. It’s imperative for staying relevant. Change management is intrinsic to business transformation, and a key advantage is that it has a positive and direct impact on performance. Change management encourages innovation and increases productivity, which in turn, leads to stronger business performance. If companies want to succeed long-term, leaders need to understand the importance of continuous improvement, upskilling and flexibility in the face of uncertainty.  As change management strategies progress from defining the vision to target setting, every level of the company is affected, including employee performance. By implementing new methods, leaders can improve processes and the overall performance of their teams. " Leadership and cultureLeadership and culture have a massive impact on organisational transformation. Modern leaders have a growth mindset and are able to think globally, developing full-fledged strategies that will serve the company for years to come. Therefore, leaders have a fundamental role to play in managing change. When businesses grow and change, this can often lead to much stronger leadership as managers will have to prepare for the responsibility, inspire their team and take on new initiatives. Right now, there are few skills more important than a leader’s ability to manage change and adopt new practices. However, it’s worth mentioning that despite the importance of change management, many organisations fail when launching new change initiatives – which is often the result of poor leadership and communication. That’s why it’s all the more important for leaders to be able to articulate their vision to employees to pave the way for concrete, systematic change.How Marks Sattin can help your businessAt Marks Sattin, we have a dedicated team of recruitment consultants who are committed to developing careers and helping clients secure high quality candidates. We specialise in a variety of markets, including financial services, professional services, executive search and commerce and industry. We pride ourselves on delivering an effective and efficient service to our clients, and we’re able to build positive and strong relationships with the companies we work with. If you would like to learn more about how Marks Sattin can help with your recruitment, contact our team today. Alternatively, keep reading our content for more interesting news and insights.  

Teaser

In the modern world of business, change management plays an important role in delivering results and ensuring employees are successful.

Read full article
Oliver Bradley

by

Oliver Bradley

Oliver Bradley

by

Oliver Bradley