Values & Commitment to you

We have built our business from scratch with the PROMISE to provide an exceptional customer experience to our clients, candidates and colleagues.  Our VISION is to be the most respected recruitment business in our sector and that can only be achieved through our strong moral ethics. We do not work by numbers or have KPIs, we treat every client, every role and every candidate individually.

We are an owner-managed business and take everything we do very personally.  We are proud that the passion we have in providing the highest level of service has meant nearly all of our clients have been gained through recommendations.  We are always looking to build new relationships with clients who have the same values. 

We take our Corporate Social Responsibilities very seriously too, and that does start with our employees who all work flexibly in and around their personal lives; be it children, a hobby or a dog at home.  We have supported a number of both local and national charities and have been known to win the odd charity quiz too. 

DE&I

What is diversity?  Put simply we believe it’s about differences, both visible and invisible. Why do differences matter?  They ultimately matter in business to contribute to the bottom line but in society and everyday life, it is about fairness.  And that is at the heart of our approach.   

So we’re not talking about diversity being primarily related to multiculturalism, it’s about creating a wide ranging workforce with colleagues who have different attributes.  As a business we are committed to, and actively ensure, the equal treatment of all candidates and we do not accept any discrimination on the basis of age, disability, sex, sexual orientation, pregnancy and maternity, race or ethnicity, religion or belief, gender identity, or marriage and civil partnership.

And we are in a position to directly affect this for our client partners.  Examples of things we talk about on a daily basis:

• How many times have you heard the phrase I recruit on ‘gut instinct’ and do you realise the ‘dangers’ of this approach?

• What experience does your candidate ACTUALLY need - Competency vs Knowledge?

• How much do you think about the candidate experience and how to ensure your brand represents itself professionally during an attraction and selection process?

• How do you ENSURE you are attracting a diverse range of candidates and then have you designed your selection process to be equitable, applied to both internal and external candidates?

Ultimate Banking - the Intelligent Approach