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.

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

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

We had tried to fill the job a number of times before asking Phil to support us. He addressed this candidate shortage by undertaking an extensive piece of market research and proactively contacted 24 relevant people. He then presented us a final shortlist of 6, all of which he had personally interviewed. Other agents tended to just send us what was on their database. Whilst his service cost slightly more than quotes from other agents, the due diligence, hard work and tenacity he displayed to secure a candidate that matched our challenging brief, meant that we derived better value for money overall, and ultimately secured the best candidate in the market for our vacancy.

Chris Stephens

Group Finance Director, Newmour Group Ltd

I normally would NEVER work with recruitment companies due to dreadful experiences in the past. Phil was recommended by a respected associate and he is different. He works very hard to understand you and your requirement and earns great respect from his candidates. He organises everything and whilst recruitment is expensive, Phil gives a top quality service. A recruiter with Integrity.

Mike Jordan

Managing Director, Summit Systems Ltd

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

Recruitment at its best.

John and his team recently placed me in my perfect role, and I have to say their recruitment process is the best I’ve come across. They took so much time to understand what I was looking for and to ultimately ensure the role I was placed in was a perfect fit.

As an employer, I wouldn’t use any other agency now I’ve been through their process as a candidate. They do so much of the work the employer usually would, saving you precious time, but more importantly giving you peace of mind you’re employing the right person. I look forward to working with them more in the future and highly recommend them to both candidates and employers.

Charlie Abraham

Assistant Director of Finance, Gloucester City Homes

Their approach is a breath of fresh air.

Dave Pickering

Chief Executive, Lending Standards Board

Seymour John were my first and only port of call. Lee was straight on the case and took the time to fully understand my needs. I’m pleased to say we recruited an outstanding individual. I have no hesitation recommending Lee and the firm for recruitment requirements. Personally I wouldn’t use anyone else.

Kerry Davies

Director of Finance & Information, Severn Hospice

We have worked with Lee on many occasions. He takes the time to understand the needs of the business, the role and the team dynamic.

Milissa Chesters

VP HR Europe & Corporate, Fruit of the Loom

Seymour John have been a great help during the busy start-up phase at Optimum Credit. Darren Richards has done an excellent job in helping us find high calibre compliance candidates for both permanent roles and fixed-term contracts.

Simon Merry

Head of Conduct & Compliance, Optimum Credit Ltd