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KPIs, KPIs, KPIs. Is there any other aspect of business operations so widely spoken about, furthermore contested? It&rsquo;s a divisive subject in the business community &ndash; where some live by them, others dispute their place altogether; some employ but largely ignore them, either way.
Whether you utilise them day-to-date or oppose them entirely, if you work in the corporate world, you&rsquo;ve come across KPIs at some point.
The fact is, the reason they&rsquo;re so highly contested is that KPIs are seldom implemented effectively, or used properly.
It&rsquo;s not about the &lsquo;numbers game&rsquo; &ndash; it&rsquo;s about business efficiency.
Let&rsquo;s stop thinking about KPIs as targets, first off. There&rsquo;s a clear distinction between the two.
The definition of a KPI is, as it says on the tin, a key performance indicator &ndash; a figure which is (or should be) derived from information your business is providing you. KPIs should be used to evaluate the activity a business needs to undertake in order to achieve its targets &ndash; not as a target in and of themselves.
Get it?
Let&rsquo;s put it into real terms.
Your business currently has 10 sales execs. The team&rsquo;s target is to generate &pound;100,000 in revenue each month, so each individual&rsquo;s target is &pound;10,000. Currently, each person is achieving &pound;8,000 per month; upon drilling down into their activity, you find that they&rsquo;re each making 8 phone calls per month.
What can you take from this?
Your business is indicating that your team&rsquo;s activity needs to increase in order to reach target, and is telling you, hypothetically, how much it needs to increase by.
Analyse these tricky figures and you&rsquo;ll find it makes sense that, were they each to make 10 phone calls per month, everyone would hit that &pound;10K, no problem. But here&rsquo;s the thing &ndash; there&rsquo;s no need to now storm onto the sales floor and inform the team that they had all better hit those 10 calls, or else. Not in that fashion, anyway. You&rsquo;re not setting this as a target: your business is doing it for you.
It&rsquo;s a KPI, not a target. See?
KPIs should be in place to motivate, not condemn.
Information is king, or so they say, and it&rsquo;s our job as leaders to use it to our advantage. Particularly in sales and marketing, numbers do play a big part in the performance sense &ndash; from calls made to appointments booked, website clicks to conversion rates, your team is constantly running through figures in their mind.
Adding a panel of KPIs into that mix, specifically when posing them as targets/must-hits, definitely creates potential for the pot to boil over from time to time. However, if you were to go to your team and say, &ldquo;Hey, we&rsquo;ve collated some really interesting info here which we think is going to help you do your job better/more efficiently, want to take a look?&rdquo;, any employee worth his/her salt will be clambering to see your notes.
Keep targets and KPIs separate; monitor them both as equals.
Your KPIs should be based on fact and fact alone.
Here at Certus we get to know our clients well, and I&rsquo;d be lying if I said we don&rsquo;t sometimes have to do a little &ndash; err &ndash; re-education, shall we say. Often, businesses blindly set their KPIs based on industry standards or what their competition appears to be doing which, fundamentally, doesn&rsquo;t make sense. Just because Oracle&rsquo;s techs have to sit four appointments per day, doesn&rsquo;t mean that your hyper-growth, disruptive SaaS start-up should be doing the same.
In fact, we need to move away from this idea of &lsquo;setting&rsquo; KPIs altogether &ndash; I reiterate, your business sets them itself. Monitor activity, productivity, operations, all aspects of your business, over time to understand what your KPIs are and where they should sit in terms of activity. Don&rsquo;t pull numbers out of the air and &lsquo;set&rsquo; KPIs based on what you think you&nbsp;should&nbsp;be doing &ndash; base them on what you&nbsp;are&nbsp;doing, and the improvements that you want to make.
Remember, more doesn&rsquo;t always equal more.
Numbers and humans behave in very different ways. When a calculator does a complex mathematical equation, it doesn&rsquo;t need to take into account that, maybe, number 3 is recovering from a bout of the flu, or that number 4 is off on holiday for two weeks this month.
So, when you take a look at your figures and see that 25 calls equals 1 appointment, don&rsquo;t think it&rsquo;s as simple as commanding your team to make 50, and expecting them to achieve 2 appointments as such. It just doesn&rsquo;t work that way.
I&rsquo;m not saying that we as leaders shouldn&rsquo;t always strive for excellence and improvement &ndash; but, alas, we are humans managing humans. And that needs to be at the forefront of our approach, always.
We shouldn&rsquo;t be setting KPIs, we should be running our businesses based on the information it provides us &ndash; looking at them as the dataset they are, rather than another number to hold over our teams&rsquo; heads.
As ever, love to hear your opinions &ndash; what&rsquo;s your approach to KPIs, and are you making the most of them across your business?

KPI's or Core Activities? Love them either way!

Any business leader will know that sometimes, although all lights were green at interview stage, an employee just doesn&rsquo;t perform as well as you&rsquo;d expected. Whilst your first instinct is, quite rightly, to get to the bottom of understanding&nbsp;why&nbsp;they&rsquo;re underperforming (is it a capability issue? Time management perhaps?), it&rsquo;s our job as managers to be equally accountable. Try turning the question inwards: instead of managing underperformance, should we instead be trying to drive for overperformance? Ask yourself these questions: Have I set proper expectations, and does this person know that they&rsquo;re underperforming?&nbsp;As a leader, it&rsquo;s your job to let employees know where the goal posts stand and give them something to aim for. In setting out the expectations clearly, succinctly and without question, you&rsquo;re driving that person towards that goal &ndash; so make sure you&rsquo;ve done your bit. An employee who doesn&rsquo;t know exactly what&rsquo;s expected of them can often become unsure in their actions, leading to underperformance. Worse yet, if they&rsquo;re unaware that they are in fact underperforming, they may be blindsided when you eventually bring it up. Is this individual motivated to complete their work as best they can?&nbsp;Whether your employee is intrinsically or extrinsically motivated, it&rsquo;s your job to understand their drivers and work them in a way which keeps them engaged. If, for instance, you know that someone is driven by the prospect of being promoted rather than financially, don&rsquo;t offer them a cash bonus for overperforming. If one individual is simply driven by the prospect of earning more money, don&rsquo;t ply them with offers for paid training and education as an incentive. Your job as manager is to achieve results by ensuring each member of staff is getting what they need &ndash; it takes time and care to truly understand, but the performance of your team could depend on it. Have I provided them with the tools and resources to be successful in this role?&nbsp;We&rsquo;re talking about the right tech systems and whatnot, sure, but also training, education and coaching, too. There are pieces of software on the market which automate certain processes and can save an unbelievable amount of time; also, there are tricks of the trade which only you know, and imparting these might be the key to that overperformance we&rsquo;re aiming for. Tools and resources &ndash; both tangible and intangible &ndash; fall on you, so take stock. Could they be doing more if there was less to do; essentially, is this workload manageable for one person alone? Sometimes underperformance can be a result of simply too large a workload. Ask yourself whether you&rsquo;ve set them up for success or failure, based on how much work they are personally responsible for. Could an external investment &ndash; be it into one of the time-saving tools we mentioned above, or even a member of support staff for example &ndash; drive this individual to absolutely smash their goals? Overall, let&rsquo;s stop talking about managing underperformance for a while &ndash; let&rsquo;s talk about driving overperformance instead. Consider it a matter of proactivity; taking the bull by the horns and taking accountability. Instead of asking yourself why this person is not performing, ask yourself the question: what could I as a leader be doing more of, better or differently to drive overperformance? Here at Certus, we go further than just finding you the perfect candidate and managing the recruitment process for you. Our service offering has been diversifying over a number of years now to include genuine consultation with regards to everything people-related &ndash; be it management help, onboarding, succession planning and more. We don&rsquo;t just make hires &ndash; we build teams. Teams which overperform. We&rsquo;d love to talk about how. Get in touch today by either dropping me a direct message, or give us a call on 0203 758 7890.

Managing Under-Performance or Driving Over-Performance?

​With the advent of social media, us salespeople have had to adapt and develop our skills to include online outreach. LinkedIn has fast become another funnel through which we try to generate brand exposure, recognition and ultimately sales leads; many of the sales roles I recruit for involve some form of KPI for online selling, if not a full target. Whilst cold calling and more &lsquo;traditional&rsquo; selling methods are very much still alive and well, being aware and engaged with the social side of selling has never been more important. Now, one of the things we all can agree on is that there are ways to do it, and ways not to. There&rsquo;s nothing worse than receiving a connection invite followed swiftly by, &ldquo;Hi Tom, I work in the ______ space and would love to explain how this can benefit your business. When can you talk?&rdquo; It&rsquo;s interesting; when cold calling we&rsquo;re on a timer to get our pitch out there &ndash; to not waste the prospect&rsquo;s time, to ensure we add value in that instant&hellip; But many people don&rsquo;t like being cold called. So why would anyone enjoy the insta-pitch on LinkedIn, either? Everyone&rsquo;s different &ndash; in both their approach and how they receive approaches themselves &ndash; but there are some fundamentals to get right at the very least. Here are my top tips/pet hates when it comes to LinkedIn business development: Slow down &ndash; sloppy won&rsquo;t sell By which I mean, grammar. Capital letters. Correct punctuation. If you&rsquo;re going to go down the route of copy and pasting, at least attempt to personalise the message in some way (although, in my opinion, it&rsquo;s not the way to go &ndash; you really should have a unique reason for approaching this person specifically&hellip;) At the very least, get the name right &ndash; we&rsquo;ve all heard our peers griping about receiving a message which starts with, &ldquo;Hi James&rdquo; &ndash; err, hello, but my name is Tom&hellip; And you&rsquo;ve lost me already. First impressions count, so start as you mean to go on. Spending a few extra seconds perfecting the detail in the message you&rsquo;re sending will pay off in the long run. Have your reason ready Whilst I&rsquo;m not saying you should start out with it, like you might do on a cold call, it&rsquo;s important to show the person you&rsquo;re reaching out to that you have value to add from the off. Have your reason for contacting them ready to go, without shoving it down their throat immediately; make it clear that you&rsquo;re connecting with them personally, specifically, not just an anyone-and-everyone approach. With that in mind&hellip; Avoid giving your sales pitch in the first message Here&rsquo;s where LinkedIn is a little different to a traditional cold call; when you&rsquo;ve finally gotten through to your prospect on the phone, it can be a bit of a scramble to get your pitch out and hook them straight away. However, using social media allows you to actually warm up and build some rapport before heading straight into &lsquo;selling&rsquo;. It&rsquo;s a little cringeworthy to simply send the old, &ldquo;Hi ___, how are you doing today?&rdquo; &ndash; to which many people wouldn&rsquo;t even feel obliged to respond &ndash; but you definitely have the opportunity here to build and nurture this prospect before pitching. Whether you&rsquo;re both members of a group, share a previous employer or simply want to ask a question about something interesting you&rsquo;ve seen on their profile, there are ways to build that rapport and ensure that this prospect knows this message was written for them and them only. Don&rsquo;t mumble I personally have received messages where I haven&rsquo;t the faintest idea what exactly it is this person wants to &lsquo;take just five minutes of my time to discuss&rsquo;, and other than making me unenthusiastic about whatever it is you&rsquo;re selling, it just makes me unexcited about your ability to articulate yourself as a salesperson. There&rsquo;s a fine line between being too vague and laying your cards out on the table &ndash; but it&rsquo;s really important that, when you do go in for the inevitable sales pitch or request for a catch up, you make sure this prospect knows what they&rsquo;re getting into &ndash; and if it is something they could be at all interested in. If you&rsquo;re selling financial software made for enterprise businesses and, ten minutes into the phone call you&rsquo;ve managed to arrange, they realise that a) you haven&rsquo;t done your research, b) your product is entirely irrelevant to them and c) you&rsquo;ve wasted their time&hellip; Well, it&rsquo;s a lose-lose. For everyone involved. None in the least, you. So finally &ndash; value your prospect&rsquo;s time Ultimately, your job as a salesperson is to add value in some way &ndash; whether through the products you sell or the service you promote &ndash; so make sure you&rsquo;re trying to do exactly that throughout the contact process. Value the time of the person you&rsquo;re targeting and you&rsquo;ll see an uplift in the results you achieve, both in terms of contacts made and the conversion to a real, hot lead. ---- We&rsquo;d love to hear your ideas when it comes to LinkedIn-focused business development activities &ndash; how do you feel when you receive an unsolicited message and what sort of approaches have you been more responsive to? As for those using LinkedIn as a business development tool &ndash; how have you found success?

LinkedIn BD: Dos and Don’ts

November 2019 &ndash; there are currently almost 65,000 sales jobs posted live across Reed, Indeed and Totaljobs. In London only. Let that sink in for a moment. Even accounting for a large number of those being duplicates &ndash; let&rsquo;s say half &ndash; we&rsquo;re still looking at around 30,000 sales-related jobs, in London ALONE. I daren&rsquo;t do a search across the UK as a whole (but let me know your findings if you decide to!). If I&rsquo;m a job seeker, one question springs to mind when I look at these stats as a whole: As a salesperson, how in the world do I choose my next role?! There are some obvious and simple ways to narrow this down &ndash; salary likely being the first, location the second. Now sector, experience level and so on and so forth&hellip; But, my guess is, you&rsquo;re still going to be spoilt for choice. What you&rsquo;re reading all over the place right now &ndash; that it&rsquo;s a candidate&rsquo;s dream job market at present, with opportunities galore, etc etc &ndash; is certainly true. But when does too much choice become counterproductive? There are many questions we ask the candidates we meet, beyond finding out about their current position &ndash; so here are the main things that myself and my team think really help make sure that the next sales role you take is the right one: Why are you leaving? Bear in mind the phrase, &ldquo;out of the frying pan, into the fire&rdquo;. Across the business we ask each and every candidate this question, of course, but let&rsquo;s drill down further into sales specifically. If you&rsquo;re looking to move on due to unrealistic targets (see my previous article), a toxic sales environment or any other manner of negative reason &ndash; one that&rsquo;s pretty well out of your hands &ndash; make sure you ask the right questions at interview. When you&rsquo;re looking for a new challenge, a more rewarding position or some other intrinsically motivated reason, it makes choosing a new role somewhat simpler&hellip; But when it&rsquo;s more to do with an actual &lsquo;issue&rsquo; as such, what you don&rsquo;t want to do is jump ship, only to find the same problems on the ground. Take time to understand exactly what you want &ndash; and DON&rsquo;T want &ndash; from the next position. Your skillset &ndash; moreover, what you want to do with it Regardless of what level your career sits at currently, it&rsquo;s important to consider the value you already possess in terms of a skillset. But what do you want to do with it? With so much choice on the market, you&rsquo;ll be faced with options where your skillset and experience will translate directly &ndash; and others where your experience may simply be considered as &lsquo;transferrable&rsquo;, rather than &lsquo;spot on&rsquo;. No need to fear &ndash; there&rsquo;s no shortage of employers who are open, nay keen, to hear about how and why you&rsquo;ll be successful, rather than how you have been in the past. When looking for a new sales role, consider whether you want to continue to grow and develop the skills, knowledge and experience you have already (whether that be within new business versus account management, the sector/industry you&rsquo;re used to selling to, the products and services you&rsquo;ve sold so far) or whether you&rsquo;d like to use that experience as a means to learn something new altogether. Your next employer It may sound obvious, but the company itself plays a huge part in determining the sales role it&rsquo;s offering. The working environment for the lone Business Development Manager at a boutique tech start-up is going to differ massively from that of a 30-strong sales floor within a blue-chip; both have fantastic benefits and downsides alike. But they&rsquo;re going to be very, very different benefits and downsides. Think carefully about your current employer and what&rsquo;s important to you in the next &ndash; if you&rsquo;ve been working as a standalone and crave that team environment, looking at a larger company is going to make sense. If you&rsquo;re feeling like a number and want to make an impact, a smaller business going through a high-growth period is going to appeal. Fundamentally, there are pros and cons to each role out there &ndash; and it&rsquo;s an exciting time to be searching. Our expert team knows the sales job market inside out, London and beyond; we&rsquo;re proud to be working with some of the most exciting businesses across the UK. We&rsquo;d love to hear from you, and to tell you more about the opportunities we&rsquo;re representing right now.

How to choose your next sales role

KPIs, KPIs, KPIs. Is there any other aspect of business operations so widely spoken about, furthermore contested? It&rsquo;s a divisive subject in the business community &ndash; where some live by them, others dispute their place altogether; some employ but largely ignore them, either way. Whether you utilise them day-to-date or oppose them entirely, if you work in the corporate world, you&rsquo;ve come across KPIs at some point. The fact is, the reason they&rsquo;re so highly contested is that KPIs are seldom implemented effectively, or used properly. It&rsquo;s not about the &lsquo;numbers game&rsquo; &ndash; it&rsquo;s about business efficiency. Let&rsquo;s stop thinking about KPIs as targets, first off. There&rsquo;s a clear distinction between the two. The definition of a KPI is, as it says on the tin, a key performance indicator &ndash; a figure which is (or should be) derived from information your business is providing you. KPIs should be used to evaluate the activity a business needs to undertake in order to achieve its targets &ndash; not as a target in and of themselves. Get it? Let&rsquo;s put it into real terms. Your business currently has 10 sales execs. The team&rsquo;s target is to generate &pound;100,000 in revenue each month, so each individual&rsquo;s target is &pound;10,000. Currently, each person is achieving &pound;8,000 per month; upon drilling down into their activity, you find that they&rsquo;re each making 8 phone calls per month. What can you take from this? Your business is indicating that your team&rsquo;s activity needs to increase in order to reach target, and is telling you, hypothetically, how much it needs to increase by. Analyse these tricky figures and you&rsquo;ll find it makes sense that, were they each to make 10 phone calls per month, everyone would hit that &pound;10K, no problem. But here&rsquo;s the thing &ndash; there&rsquo;s no need to now storm onto the sales floor and inform the team that they had all better hit those 10 calls, or else. Not in that fashion, anyway. You&rsquo;re not setting this as a target: your business is doing it for you.
It&rsquo;s a KPI, not a target. See? KPIs should be in place to motivate, not condemn. Information is king, or so they say, and it&rsquo;s our job as leaders to use it to our advantage. Particularly in sales and marketing, numbers do play a big part in the performance sense &ndash; from calls made to appointments booked, website clicks to conversion rates, your team is constantly running through figures in their mind. Adding a panel of KPIs into that mix, specifically when posing them as targets/must-hits, definitely creates potential for the pot to boil over from time to time. However, if you were to go to your team and say, &ldquo;Hey, we&rsquo;ve collated some really interesting info here which we think is going to help you do your job better/more efficiently, want to take a look?&rdquo;, any employee worth his/her salt will be clambering to see your notes. Keep targets and KPIs separate; monitor them both as equals. Your KPIs should be based on fact and fact alone. Here at Certus we get to know our clients well, and I&rsquo;d be lying if I said we don&rsquo;t sometimes have to do a little &ndash; err &ndash; re-education, shall we say. Often, businesses blindly set their KPIs based on industry standards or what their competition appears to be doing which, fundamentally, doesn&rsquo;t make sense. Just because Oracle&rsquo;s techs have to sit four appointments per day, doesn&rsquo;t mean that your hyper-growth, disruptive SaaS start-up should be doing the same. In fact, we need to move away from this idea of &lsquo;setting&rsquo; KPIs altogether &ndash; I reiterate, your business sets them itself. Monitor activity, productivity, operations, all aspects of your business, over time to understand what your KPIs are and where they should sit in terms of activity. Don&rsquo;t pull numbers out of the air and &lsquo;set&rsquo; KPIs based on what you think you should be doing &ndash; base them on what you are doing, and the improvements that you want to make. Remember, more doesn&rsquo;t always equal more. Numbers and humans behave in very different ways. When a calculator does a complex mathematical equation, it doesn&rsquo;t need to take into account that, maybe, number 3 is recovering from a bout of the flu, or that number 4 is off on holiday for two weeks this month. So, when you take a look at your figures and see that 25 calls equals 1 appointment, don&rsquo;t think it&rsquo;s as simple as commanding your team to make 50, and expecting them to achieve 2 appointments as such. It just doesn&rsquo;t work that way. I&rsquo;m not saying that we as leaders shouldn&rsquo;t always strive for excellence and improvement &ndash; but, alas, we are humans managing humans. And that needs to be at the forefront of our approach, always. We shouldn&rsquo;t be setting KPIs, we should be running our businesses based on the information it provides us &ndash; looking at them as the dataset they are, rather than another number to hold over our teams&rsquo; heads. As ever, love to hear your opinions &ndash; what&rsquo;s your approach to KPIs, and are you making the most of them across your business?

KPIs: Use them properly, or else

Established in January 2001, the Certus Recruitment Group has become a leading specialist recruitment consultancy with a global presence and a client list that is envied by our competitors. Revenues have grown consistently and are continually invested back into the business to enhance growth and reward those that contribute to our success.

Established in January 2001, the Certus Recruitment Group has become a leading specialist staffing consultancy with a global presence and a client list that is envied by our competitors. Revenues have grown consistently and are continually invested back into the business to enhance growth and reward those that contribute to our success.

Established in January 2001, we are a specialist recruiter working with businesses of all sizes from global ‘Superbrands’ through to innovative start-ups and everything in between. Working globally we help our clients plan, source, attract, and retain world-class talent for their business. Our people are each specialists within one of our three practice areas; sales, marketing, and technical, operating at all levels of experience up to Director &amp; Executive level.

Established in January 2001, we are a specialist staffing company working with businesses of all sizes from global ‘Superbrands’ through to innovative start-ups and everything in between. Working globally we help our clients plan, source, attract, and retain world-class talent for their business. Our people are each specialists within one of our three practice areas; sales, marketing, and technical, operating at all levels of experience up to Director &amp; Executive level.

At Certus Recruitment Group our people are our greatest asset. We believe a coherent and motivated team of passionate people will always achieve more than a collection of individuals.The ongoing success and growth of our business are determined by our behaviours as commercially focused recruitment professionals who demonstrate expertise and commitment to the provision of service excellence to clients and candidates alike. We have defined these behaviours as:​

At Certus Recruitment Group our people are our greatest asset. We believe a coherent and motivated team of passionate people will always achieve more than a collection of individuals. The ongoing success and growth of our business are determined by our behaviors as commercially focused recruitment professionals who demonstrate expertise and commitment to the provision of service excellence to clients and candidates alike. We have defined these behaviors as:​

At Certus Recruitment Group our people are our greatest asset. We believe a coherent and motivated team of passionate people will always achieve more than a collection of individuals.The ongoing success and growth of our business are determined by our behaviours as commercially focused staffing professionals who demonstrate expertise and commitment to the provision of service excellence to clients and candidates alike. We have defined these behaviours as:​

"Certus has been simply fantastic. The support along my journey to securing my dream job has been faultless. They provided clarity throughout the process and offered guidance that has undoubtedly helped me prepare for a successful interview!"

We're always keen to introduce great talent to our extensive network

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We're always keen to introduce great talent to our extensive network

We're always looking to introduce great talent to our extensive network

At Certus Recruitment Group we recognise that our employees are our greatest asset, which is why we have developed a rewards and benefits package that recognises the value of your contribution to the business. From protection for your family through to discounts on gifts and events, our benefits are designed to ensure everyone benefits, regardless of their individual circumstances.

At Certus Recruitment Group we recognize that our employees are our greatest asset, which is why we have developed a rewards and benefits package that recognises the value of your contribution to the business. From protection for your family through to discounts on gifts and events, our benefits are designed to ensure everyone benefits, regardless of their individual circumstances.

Established in January 2001, the Certus Recruitment Group has become a leading specialist recruitment consultancy with a global presence and a client list that is envied by our competitors. Revenues have grown consistently and are continually invested back into the business to enhance growth and reward those that contribute to our success.We have a clear vision of where the company is going and how it will get there. This vision is shared with everyone at Certus and we work hard to create a vibrant working environment that provides real opportunity to develop, progress and prosper within the Company.To achieve our objectives we need great people and are always looking for applications from both experienced recruiters or from experienced sales, marketing or technical professionals who have a strong knowledge of their sector and are looking to forge a new career within a professional recruitment environment.

We attribute our success to our core values

Global Specialist Recruiter to the Technology Sector

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<h2>Our team</h2>Our Senior Leadership Team has a combined experience of 60+ years of recruiting into the technology sector, with experience gained in sales, marketing and technical experience across the globe. They continue to be heavily involved in the business, operating at the coal face and remaining close to clients and candidates alike. Please feel free to reach out to any of our leaders to discuss any aspect of how Certus Recruitment can help you achieve your objectives. We look forward to working with you.

<h2>Our team</h2>Our Senior Leadership Team has a combined experience of 60+ years of recruiting into the technology sector, with experience gained in sales, marketing, and technical experience across the globe. They continue to be heavily involved in the business, operating at the coal face and remaining close to clients and candidates alike. Please feel free to reach out to any of our leaders to discuss any aspect of how Certus Recruitment can help you achieve your objectives. We look forward to working with you.

Global Specialist Recruiter to the Technology Sector.

If you have any further questions or would like to find out more about how we can help your business grow, we'd love to hear from you. Just pick your preferred way of contacting us and we look forward to speaking with you soon.<ul><li>Pick up the phone and give us a call on +61 (03) 4050 7777</li><li>Click&nbsp;<a href="https://certusrecruitment.com/au/submit-job/" rel="noopener noreferrer" target="_blank" style="color: rgb(234, 13, 140);">here</a>&nbsp;and you can send us details of your business and your current vacancies</li><li>Send us an email to: hello@certusrecruitment.com</li></ul>

There is no shortage of fantastic recruiters to choose from. There are those that specialize by sector or by function, there are large multi-site high street agencies, global players, and single-site niche businesses. So how do you determine which one will be best to support your business?​We believe the most important element is to choose a partner you trust. If you don't immediately feel they understand your unique situation and they don't go out of their way to really understand your purpose, speak to another. Your reasons for choosing may sometimes be difficult to articulate, however, after speaking you will quickly know which company is best to represent your brand.​And finally, whilst price is an important element in choosing a supplier, make sure you're calculating all the costs - not just the fee %. The company that delivers you a great shortlist the first time round, who organizes your stakeholders and minimizes wasted time will save you thousands over the course of the project.Ultimately, the best way to measure us is to speak to us. However, in the meantime here are a number of frequently asked questions that may just help you decide to include us on your shortlist!

If you have any further questions or would like to find out more about how we can help your business grow, we'd love to hear from you. Just pick your preferred way of contacting us and we look forward to speaking with you soon.<ul><li>Pick up the phone and give us a call on +44 (0) 204 538 8222</li><li>Click&nbsp;<a href="https://certusrecruitment.com/submit-job/" rel="noopener noreferrer" target="_blank" style="color: rgb(234, 13, 140);">her﻿e</a><a href="https://certusrecruitment.com/submit-job/" rel="noopener noreferrer" target="_blank">&nbsp;</a>and you can send us details of your business and your current vacancies</li><li>Send us an email to: info@certusrecruitment.com</li></ul>

If you have any further questions or would like to find out more about how we can help your business grow, we'd love to hear from you. Just pick your preferred way of contacting us and we look forward to speaking with you soon.<ul><li>Pick up the phone and give us a call on +1 737 201 9992</li><li>Click&nbsp;<a href="https://certusrecruitment.com/us/submit-job/" rel="noopener noreferrer" target="_blank" style="color: rgb(234, 13, 140);">her﻿e</a><a href="https://certusrecruitment.com/us/submit-job/" rel="noopener noreferrer" target="_blank">&nbsp;</a>and you can send us details of your business and your current vacancies</li><li>Send us an email to: america@certusrecruitment.com</li></ul>

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"Technology led businesses across the globe depend on us to drive growth through the delivery of innovative Talent Solutions"

"Technology led businesses across the globe depend on us to drive growth through the delivery of innovative Staffing Solutions"

We have a clear vision to be the Global Specialist Recruiter to the Technology Sector. To achieve our Vision we need amazing people who share our vision and subscribe to our values: Passion, Energy, Commitment, Integrity and Fun. If the Tech Sector excites you as much as it does us, get in touch or explore our current openings.

Great companies are built on great talent

We’re always keen to introduce great talent to our extensive network.

We’re always looking to introduce great talent to our extensive network.

Call Certus Now

Our specialist consultants can’t wait to hear about your business!

Looking out for fresh talent for innovate organizations

At Certus Recruitment Ltd ("we", "us" or "our" for short) we and our group companies are committed to protecting your personal information. Your personal information (also called ‘personal data’) is the information which identifies you as an individual that we get from you and others in various ways. Under the Data Protection Act 1998 (the "Act") and the General Data Protection Regulation 2018 (“GDPR”) specific obligations are placed on us in the way we handle this type of information. The aim of this privacy policy is to let you know what personal information we collect from you when you apply for a job with us or our group companies, when you use our website and when you contact us, how we store and use it, and how you can access and manage this information.​Your personal information may be stored online and therefore we take steps to ensure that our systems are well protected.​The registered office of the above company is at 1 Vincent Square, London, SW1P 2PN. Our company number is 12619774. We and our group companies, together with the products and services we sell and provide, are regulated by the Recruitment &amp; Employment Confederation (REC - https://www.rec.uk.com/)​Please note that this privacy policy only covers https://www.certusrecruitment.com/. Other websites belonging to us or accessible via links are not covered by this policy. If you access any of these sites, please check the privacy policy applicable to these sites (if any) before you submit any of your personal information to them.​So, what personal information do we collect about you?​We process the following types of personal data about you:• Contact details• Identification information• Information about past and current employment• Education and qualifications• Information about your lifestyle​We collect the personal information requested on our application forms and contact forms together with any comments or remarks that you may provide in free text fields (such as personal statements) or CVs (where applicable). We may also keep a record of references received from third parties (including those you give us, credit reference and fraud prevention agencies) and of any other correspondence or communication between you and us, whether written, e-mailed, or as a result of visits, interviews or recorded telephone calls.​We also monitor site traffic, and like most websites, we use a Unique Visitor Cookie (which is supplied and managed by a carefully selected statistics provider) to identify your PC by a random number (e.g. #12489). More details about cookies and how you can disable them can be found below.​We will (unless it's impractical) tell you if we obtain and store information from any other source and also how we intend to use it in accordance with this privacy policy.​Making sure your personal data is secure​Whilst we take steps to protect user privacy, no data transmission over the internet can be entirely secure. We therefore do not guarantee the security of personal information that you send to us, or your use of the site. Any personal information you do send is at your own risk but once we receive it we use strict procedures to safeguard it.​How do we use your personal information?​In connection with a contract between you and us or an employer… We (and any At Certus Recruitment Ltd group company may use and process your personal information where it is necessary for us to do so to in connection with or anticipation of a contract between you and us (or At Certus Recruitment Ltd group company) or an employer.• to process your job application and otherwise manage the recruitment process• help potential employers assess and process your job application;• help potential employers check and confirm the references that you provide as part of your job application;• check with any necessary regulatory, industry and/or security authorities relevant to the position that you have applied for; Our Legitimate Business Interest… We (and any At Certus Recruitment Ltd group company may use and process your personal information where it is necessary for us to pursue our legitimate interests as a business for the following purposes:• help us identify you so we know who we are talking to;• help prevent and detect fraud or loss;• to contact you with information about opportunities that you might be interested in from time to time via phone or post;• assess risk, carry out market research, statistical analysis, test systems, improve the way that we run our recruitment process and your application (including quality assurance) and analyse your application and recruitment history;• train staff and monitor our services. This may mean that we record our conversations or our correspondence with you to make sure we are providing you with a good service and to make sure we keep to our legal and regulatory obligations. Where you have provided consent… We and any At Certus Recruitment Ltd group company may use your personal information where you have consented for us to do so• to contact you by email or other electronic means about opportunities that you might be interested in from time to time;• to provide you with job alerts. This consent can be withdrawn by logging-in to your account on the website and updating your details. Unless otherwise stated, we will hold data processed through contractual and legitimate interests indefinitely. Data processed via active consent will continue to receive marketing relative to the initial opt-in until we have received a request to unsubscribe/opt-out.​Who do we disclose your personal information to?​We may make your personal information available to agencies and employers who subscribe with us or use our Website, working within the above ways in which we use your data. These clients may then use that information to contact you about specific roles via email, phone or post. Other clients or agencies should not send direct marketing messages by email or SMS to you unless you have consented (opted in) to this.​We may disclose your personal information to any member of our group, which means our subsidiary companies, our ultimate holding company and its subsidiary companies.​We may disclose your personal information to third parties:​• In the event that we sell or buy any business or assets, in which case we may disclose your personal data to the prospective seller or buyer of such business or assets.• If at Certus Recruitment Ltd or substantially all of its assets are acquired by a third party, in which case personal data held by it about its customers will be one of the transferred assets.• If we are under a duty to disclose or share your personal data in order to comply with any legal obligation, or in order to enforce or apply our terms and conditions to and other agreements; or to protect the rights, property, or safety of At Certus Recruitment Ltd, our customers, or others.​How can you find out what personal information we hold about you?​You are entitled to see the personal information that we hold about you at any time. (If you write to, email or phone us and ask to see this information, it is known as a ‘subject access request’ or ‘SAR’ for short) You can do so by:​• e-mailing us at dpo@certusrecruitment.com inserting the words ‘Data Request’ in the heading or• writing to us at Data Request, Certus Recruitment Ltd, 1 Vincent Square, London, SW1P 2PN​Even if you don’t want a copy of your personal information, you can still contact us to check that the personal information that we hold is accurate or to let us know of any changes to your personal information. We always try to ensure that the information we hold is accurate, up to date and relevant and, as you are applying for a job with us, it is important that we have the right information in order to be able contact you. We'll be more than happy to make changes or to correct any inaccuracies.​You have the following rights when it comes to your data:• to object to any legitimate business interests processing;• to withdraw consent (only in respect of any processing which depends on consent);• to ask for your data to be updated or corrected (where it is inaccurate);• if we have carried out any automated decision making as part of recruitment practices, contest any such decision and ask for a human intervention;• ask for the client to stop processing for any reason or exercise their right to be forgotten;• ask for a copy of their information that they have provided to you electronically (such as their CV) in a portable format;• complain to the ICO.​External links from our site​From time to time we may include hypertext links to sites which are created by individuals and companies outside of our group companies. We do this when there is a particular relevance to the topic you're reading about. Whilst we endeavour to check that the content of these sites is suitable, we unfortunately cannot take any responsibility for the practices of the companies who publish the sites that we link to, nor the integrity of the content contained within them.​What if we update our privacy policy?​We do keep our privacy policies under regular review so please do check each time you use the site. You'll be able to read about any updates on this page - as soon as they happen.​If you have any questions or if you feel that we are not complying with the terms of this privacy policy please do contact us by e-mailing us at the following address dpo@certusrecruitment.com inserting the words ‘Privacy Policy Grievance’ in the heading.​This policy was last updated on Thursday 4th June 2020.

Supporting businesses going through transformation, managing a transition or completing animplementation, our contract services team understand the challenges associated with resourcingyour project. In addition to our knowledge of the technical functions, our understanding of projectmanagement methodologies and the project life cycle means we’re best place to identify the bestcontractors for your project.Recognising the importance of continuity, we ensure our contractors are managed and supportedthroughout the duration of your project, utilising the latest technologies to ensure a seamlesscontractor experience.

Put simply, we help technology businesses scale.

We're always keen to introduce great talent to our extensive network.

We're always looking to introduce great talent to our extensive network

We provide a bespoke, specialist recruitment service that adds real value to your organisation. We believe a truly great recruitment service is not about filling a vacancy, it’s about helping you scale your business. On every occasion it’s our job to identify the right candidate who, due to experience and cultural alignment, goes on to significantly contribute to the attainment of your organisations goals.

We provide a tailored, specialist recruitment service that adds real value to your organization. We believe a truly great recruitment service is not about filling a vacancy, it’s about helping you scale your business. On every occasion, it’s our job to identify the right candidate who, due to experience and cultural alignment, goes on to significantly contribute to the attainment of your organizations' goals.

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Our specialist consultants can't wait to hear about your business!

Although we assess each application we receive, due to the volume of responses we are unable to respond to all enquiries personally.<a href="/au/jobs/" rel="noopener noreferrer" target="_blank">View all jobs</a>

Although we assess each application we receive, due to the volume of responses we are unable to respond to all enquiries personally.<a href="/jobs/" rel="noopener noreferrer" target="_blank">View all jobs</a>

Although we assess each application we receive, due to the volume of responses we are unable to respond to all enquiries personally.<a href="/us/jobs/" rel="noopener noreferrer" target="_blank">View all jobs</a>

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