How We Work

A proven, seven-stage process to finding the right fit

We are advocates for both you and the prospective candidates we put forward; after all, a successful outcome will be the right fit for both parties. Ours is a tailored process, of listening, understanding and forensic evaluation and assessment over a series of refining stages, from initial consultation to on-boarding and in-post support and development.

Click on the links below to read more about how we ensure you always place the right person in the right role.

Stage 1: Defining the role profile
Stage 1: Defining the role profile
Our starting point is to listen in order to develop a profound understanding of your business – its culture, organisational objectives, products, services, financial performance, market perception, competitive environment and position within your industry sector.We consult with key stakeholders to understand the role and its value to the organisation – the technical/capability requirements and responsibilities as well as the necessary emotional intelligence and interpersonal attributes required. We will then compile a detailed profile of the ideal candidate and agree delivery timescales.
Stage 2: Exploring the talent pool
Stage 2: Exploring the talent pool
Built over many years, our proven track record in the regions we serve, means we are uniquely positioned to leverage extensive talent networks and referrals to help you find the right people to give you the competitive edge. Because many of our engagements require unique skill-sets, we also have the value-added option of delving discreetly into a deep pool of ‘passive’ talent to find your exact match.Our reputation is built on integrity and trust. In the rare instance that we can’t find a suitable match, we’ll tell you. We won’t ever waste your time by puttiing forward someone who is unsuitable. In situations like this, we offer a range of value-added options, from online branded advertising to campaign microsites, that will extend the reach. These kinds of options are particularly beneficial for high-profile roles where you need to take a branded message about the organisation to the wider market to attract the right calibre of person.
Stage 3: Matching people to the role profile
Stage 3: Matching people to the role profile
Taking the time to build and manage relationships effectively is crucial for a successful outcome. Stage 3 is the flipside of Stage 1, where, this time, we listen carefully to our candidates, ensuring their career aspirations, work–life balance, personal development needs, technical capability, cultural fit and behavioural characteristics are clearly understood and align with any opportunities we discuss and share.We take the same rigorous approach in assessing, challenging and supporting candidates as we do with our clients, informing them of the application process and the timescales involved. The one thing the people we place appreciate above everything else is our communication – the fact that we proactively stay in touch.
Stage 4: Match-assessment and evaluation
Stage 4: Match-assessment and evaluation
We utilise a comprehensive range of sophisticated profiling and testing tools to give you the in depth and accurate insight to make the right decision. As part of a selection process these tools take you beyond a limiting and not always reliable past-performance-and-experience approach to a more holistic, accurate and predictive model that also profiles a candidate’s personality, emotional intelligence and interpersonal style. This kind of profiling can be an invaluable interview aid for developing questions that probe strengths and areas for development, too.Your specific context is our defining criterion. It is a proven approach that enables us to predict a prospective employee’s ability to adapt and develop within an organisation, ensuring a cultural as well as technical-capabilities-based fit. This is especially common practice for CEO, executive, director, senior management and other key strategic appointments.
Stage 5: Shortlisting, insight and interview
Stage 5: Shortlisting, insight and interview
Following evaluation, we will present the short-listed candidates, along with additional background information and consultant recommendations. As appropriate, we share our in-depth evaluation reports – detailing capabilities and competencies in relation to the ideal profile, their strengths, and potential for development. This enables you to probe any particular areas of significance or concern further, during interviews. After each interview stage, feedback is obtained and interest levels carefully monitored.
Stage 6: Offer management and salary negotiation
Stage 6: Offer management and salary negotiation
We will handle the verbal offer and acceptance process, followed up by written confirmation from your organisation. In a candidate-led market where competition for the best talent is fierce, our extensive experience in promoting offers to prospective appointees can make the difference between acceptance and rejection. As your representative, our role is to provide a sounding board for candidates and resolve any outstanding issues or concerns. It is at this stage that references are thoroughly checked. Our in-depth market knowledge means we are uniquely placed to advise on an equitable remuneration and benefits package as part of the contractual negotiations.
Stage 7: On-boarding and in-post development and support
Stage 7: On-boarding and in-post development and support

Ours is a holistic, integrated approach that offers clients complete solutions – from search and selection through to employee evaluation, engagement and development. We’re in it for the long haul. We want to see your new employee flourish and your business thrive, which is why we support the appointee through their notice period, and beyond to ensure a smooth and successful transition.

Our strategic People & Change HR consultancy also offer in-post assessment and evaluation tools that enable you to predict future performance and fit. They help you focus your resources more cost effectively, identifying potential risk as well as highlighting areas for career-development investment, vital for the retention of the brightest and best leadership talent.

Working with fast-growing start-ups and SMEs to large corporates and public-sector organisations, we offer our partners a breadth and depth of industry experience and insight across a range of sectors and organisational structures that bring an objective clarity to the most complex of people-search challenges.

I have worked with Michelle as a recruitment consultant for many years. When she approached me after her move to Seymour John I had a role I was looking to recruit into. Michelle spent time going through the role profile with me and listening to our requirements. The quality of the CV’s provided were spot on and a credit to the fact she listened and matched accordingly. Subsequently we went on to appoint a candidate from Seymour John. Relationships with potential recruiters are incredibly important and Michelle goes out of her way to ensure she understands her client’s requirements.

Lisa McKenzie

Credit Manager, Assa Abloy Ltd

I have used Seymour John to assist me to find both permanent and contract staff at a number of organisations. I’ve also been helped by Seymour John to find contract work myself. These interactions have all been handled extremely professionally. Emlyn and Mark have both taken the time to fully engage with me on any appointment, and provide insightful feedback when needed.

Richard Webb

Chief Compliance and Conduct Officer, Principality Building Society

My experiences of Seymour John have been both rewarding and successful, through delivering a professional and quality executive search portfolio. A delivery focused organisation with clients’ interests at the core of their business. I look forward to working with you more in 2015.

Adrian Clarke, COO, Rowan Dartington

COO, Rowan Dartington

Darren at Seymour John has been a pleasure to deal with throughout our most recent recruitment process. Personable and professional, he has recommended high quality candidates and ensured the process has been smooth for all parties. I have been very impressed by Seymour John, and look forward to continuing to work closely with Darren and the team in the future.

Michelle Pearce

Chief Investment Officer, Wealthify

RAC recently appointed Seymour John for the recruitment of a Senior IT Auditor. I met with Darren Richards who demonstrated an excellent understanding of my requirements and was able to provide sound advice on the candidate market. Darren delivered a true consultancy service, communicating well with both me and the candidate – I am delighted with the final outcome of the process.

Gary Weller

Head of Internal Audit, RAC

I already had a strong relationship with Simon as a client so when I decided that it was time for a career move he was the obvious choice for help and guidance… he found the right business, with the right culture and people, in the right location and got me face time… now I am Finance Director of that business. I wouldn’t hesitate in recommending Simon to anyone in my network.

Shaun Wildman

Finance Director, McAuliffe Group

Jordan was a great help to us in the recruitment of our Finance Assistant. It was great that he visited us to have face to face meetings to understand our requirements and discuss which candidates we should interview. We were kept up to date at every stage of the recruitment process. The whole exercise was structured to our needs with minimal disruption, allowing us to carry on with what we do best. We would definitely use Seymour John in the future

Emma Stanley

Management Accountant, BCRS Business Loans

Phil actually listens to what you are looking for and offers professional advice when it’s needed. His dedication to a job and his ability to sound out the right people meant he placed all 3 of our available positions against tough competition from other agencies. Keep up the good work Phil

Wesley Burrage-Jones

Finance Director, UTC Aerospace

Seymour John demonstrated a real empathy with our organisation. Maria Edwards took time to listen to what we needed and created a recruitment plan that ultimately gave us a good range of quality candidates. As Director, Maria was in touch throughout the process and was always available to deal with our queries. Our search has found us an individual that was an ideal match for the organisation.

Richard Hughes

Chief Executive, Awen

Since the inception of our relationship with Seymour John, we have had a first class service. Not only in terms of quality of the candidates that have been available to us, but also the speed with which they have been able to get them into the firm, often at very short notice. Seymour John have become our primary supplier of contract resource in the compliance/corporate governance areas. Their commitment to understanding their clients’ needs, responding at super speed to those and proactively engaging with us to make sure that we have a strong and productive relationship has made this a very easy choice for us.

Elaine Morris

Head of Conduct and Compliance, Sainsbury's Bank