Alderson James’ Post

Whether you're hiring or being hired, your experience matters to us! 🌟   From initial touchpoint to the final placement, here at Alderson James, we're committed to ensuring that every interaction is meaningful, transparent, and tailored to your needs!   Big shout-out to Paddy Tye and Gabriella Steed for their candidate feedback on their recent placements! 😍 If you're looking for a similar experience, we'd love to support you! #candidatefeedback #testimonials #candidateexperience  

AJ | EXEC was launched with the aim to redefine leadership hiring - driving long-term success. 👉 Check out these 5 essential leadership traits that will shape the future and propel businesses forward. 💡 If you’re ready to make an impact, connect with Steve Jacobs and book in a confidential chat! #Leadership #FutureOfWork #TransformativeLeadership

We've been working on something special...   And today, we're excited to share the BIG news!   Introducing Alderson James — refreshed with a bold new look.   This isn’t just about appearances. It’s about reinforcing our core approach: pace, precision, and power.    We’ve always been about delivering exceptional outcomes, and this new look reflects exactly that. ➡ A new logo that represents our momentum. ➡ A rebuilt website designed to serve you better and faster. ➡ Sharper messaging that highlights what we do best — discover, design, deliver and develop. Our focus is, and always has been, on results - driving scale in People & Talent.    Same core values, just re-packaged in a fresh way!    We hope you're as excited as we are and would LOVE to hear your thoughts!   👉 Check out our all-new website and experience it for yourself:  www.aldersonjames.com AJ | FLX AJ | EXEC #AldersonJames #NewLook #PeopleAndTalent #TalentSolutions #WebsiteLaunch #ExecutiveSearch

Happy Global Talent Acquisition Day! Here's a moment for all the incredible professionals in our network!   👏 To all the Recruiters, People experts, HR pros, Sourcers, and everyone involved in the talent acquisition community — you’re at the heart of what makes businesses thrive. Your work goes beyond just filling roles...you’re building the foundations of companies, bringing in the talent that drives innovation, growth, and success.   👏 A special shoutout to our phenomenal AJ | FLX Partners who’ve been making serious waves for our clients at the forefront of their scaling journeys. The adaptability, expertise, and commitment to excellence displayed have been game-changing. You’ve not only helped our clients navigate the complex challenges that come with growth, but you’ve also been instrumental in the success of our newly formed service. Your contributions are proof of what’s possible when talent and opportunity align perfectly.   👏 And last but by no means least, a HUGE thank you to the team here Alderson James. James Wardle Samantha Boatwright Paddy Tye Kelly Wade Alex Jones Gabriella Steed Steve Jacobs Anil Koobarawa Jessica Hartley Emma Parker Together, we’re doing more than just connecting people with opportunities; we’re building the future of businesses. Your passion for ensuring a fabulous candidate experience, your dedication to understanding the unique needs of each of our clients', and your drive to push the boundaries of what’s possible in People and Talent are what set us apart.   Every effort you put in contributes to our collective success, and that doesn’t go unrecognised.   Here’s to the incredible impact you continue to make every single DAY!   #GlobalTalentAcquisitionDay #TalentAcquisition #PeopleAndCulture #TACommunity

Thrilled to Announce AJ | FLX's latest Partnership with Quantum Motion! 🚀 Quantum Motion required a talent expert with proven experience in mapping, identifying, and managing end-to-end recruitment processes for top talent within the Quantum industry. Expertise in hiring across various levels of seniority and technical specialisms was essential, along with the ability to contribute strategically to the broader Talent agenda. We’re excited to welcome Rebecca F. onboard, who will play a pivotal role in scaling Quantum Motion’s team and driving their innovative mission forward. Here’s to a successful partnership! 😍

There’s nothing more rewarding than being part of the foundational steps in building a world-class team...   We’re thrilled to announce our latest success with a pioneering Norwegian company in the Climate Tech sector! 🌍 We’ve made their Head of Talent’s very first hire by placing a Senior Talent Partner, who will be crucial in scaling their Series A product and advancing their cutting-edge climate tech solutions.   Building out a talent team from scratch is no small achievement. It involves defining the right roles, establishing effective processes, and ensuring a strong cultural fit—all while navigating the complexities of a rapidly growing organization.    Alongside the Head of Talent, the newly appointed Snr Talent Partner will play a key role in overcoming these challenges, setting up the foundation for future recruitment success!    Core Responsibilities of the Snr Talent Partner ⬇ 👉🏼 Hiring Unicorn Talent; Sourcing and securing top-tier talent across all verticals to support the company's ambitious goals.   👉🏼 Building Employer Brand; Enhancing the employer value proposition to attract and retain the best candidates in the industry.   👉🏼 Optimising Candidate Processes; Streamlining the recruitment process to ensure a seamless and positive candidate experience.   👉🏼 Developing Sourcing Strategies; Crafting innovative sourcing strategies to find and engage exceptional talent.   And many more...   Massive congrats to Paddy Tye, who not only sourced and identified the successful candidate but also adopted a holistic approach, supporting our client to navigate this complex yet exciting search! 🚀

We’re thrilled to announce the successful placement of both an Early Careers Development Manager and an Early Careers Recruiter! 🎉 Our client, a prominent player in the sports industry, sought our expertise to find two key roles: 1. An experienced Early Careers Programme Specialist to oversee the daily operations of their Early Careers programmes And... 2. An Early Careers Talent Specialist to drive the growth and scaling of their Early Careers cohorts This was an exciting opportunity for us, marking our third and fourth successful placements with this valued repeat client. Thanks to our ongoing partnership and deep understanding of their needs, we greatly appreciate their continued trust in us. Here’s a look at what the roles entail ⬇ 𝐄𝐚𝐫𝐥𝐲 𝐂𝐚𝐫𝐞𝐞𝐫𝐬 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐌𝐚𝐧𝐚𝐠𝐞𝐫 👉🏼 Oversee the daily management of Early Careers initiatives, from apprenticeships to graduate schemes. 👉🏼 Organise and implement HR processes related to Early Careers, including onboarding, performance reviews, and career development opportunities. 👉🏼 Manage apprenticeship opportunities, ensuring ongoing interaction with training providers. 👉🏼 Advocate for a stellar employee experience, enhancing performance and capability in graduate cohorts. 👉🏼 Play a strategic role in converting Early Careers participants into long-term employees. 𝐄𝐚𝐫𝐥𝐲 𝐂𝐚𝐫𝐞𝐞𝐫𝐬 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫 👉🏼 Focus on attracting and recruiting top talent for Early Careers programmes. 👉🏼 Develop and execute recruitment strategies to identify and engage high-potential candidates. 👉🏼 Partner with hiring managers to understand their needs and ensure alignment with the company's talent goals. 👉🏼 Enhance the recruitment process to improve candidate experience and streamline hiring. This was an incredibly rewarding search, and a huge congratulations to Gabriella Steed, who worked closely with our client to find not one, but two exceptional candidates for these critical roles. 🎉 We’re excited to see the positive impact these new hires will make, and we look forward to more successful collaborations in the future! 😍

5 reasons why a drawn-out hiring process is detrimental to your growth in today's market:   #1. You'll lose top talent & open the doors for disengaged talent   Top talent actively looking for a new role may certainly have multiple offers on the table. Particularly in this market, it's likely that they'll accept offers that come in first due to a sense of increased stability.   And if they are passive candidates? They simply will not wish to leave a comfortable position where your process may cast doubts on future stability.   With regards to momentum, those that are engaged at the start of the process will become disengaged over time, losing interest in the opportunity as the process drags on.   #2. Your reputation will take a hit   Close knit networks fuels conversations, especially around negative hiring processes. Candidates who face delays in interview feedback and interview scheduling, will likely share their experience with others, and also may be less likely to apply for future positions your company is hiring for.   #3. Your hidden costs will increase   Extended hiring processes lead to hidden costs not factored into standard cost-per-hire calculations. More interviews, decision delays, and additional stages require more time from your team, resulting in higher operational expenses.   #4. Productivity decreases   Vacant positions can delay high-priority projects, and the quality of work may suffer as employees juggle additional responsibilities. The longer the vacancy, the greater the impact on your team's efficiency, morale and well-being.   #5. Your quality of hire will not improve.   It seems counterintuitive, right? Longer hiring processes, you'd assume, would equal better suited hires for your organisation due to the increased layers of your assessment capabilities. But, this is not the case.   A prolonged process can lead to rushed decisions out of competing with other orgs for top talent where offers are on the table, as well as the potential loss of top talent due to their disengagement. Streamlined, well-structured hiring processes is more likely to identify and secure the right candidate... efficiently. 

Whether you're laying the foundation for growth (Series A), gearing up for rapid scaling (Series B), or looking to expand to in to new markets (Series C) selecting the right Head of Talent for your start-up will be crucial.   As the company grows through various funding stages, a Head of Talent's role will evolve. And so the way in which we evaluate and select candidates for this position will need to adapt to match increasing demands and responsibilities.   𝐇𝐞𝐫𝐞'𝐬 𝐚 𝐥𝐨𝐰-𝐠𝐮𝐢𝐝𝐞 𝐨𝐧 𝐭𝐡𝐞 𝐭𝐲𝐩𝐞𝐬 𝐨𝐟 𝐜𝐚𝐩𝐚𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬 𝐭𝐨 𝐥𝐨𝐨𝐤 𝐟𝐨𝐫 𝐢𝐧 𝐚 𝐇𝐞𝐚𝐝 𝐨𝐟 𝐓𝐚𝐥𝐞𝐧𝐭 𝐚𝐭 𝐯𝐚𝐫𝐢𝐨𝐮𝐬 𝐟𝐮𝐧𝐝𝐢𝐧𝐠 𝐬𝐭𝐚𝐠𝐞𝐬⬇ 🚀 Series A 🔎 Look for candidates experienced in dynamic, fast-paced environments. 🔎 Prioritise agility and adaptability to handle evolving priorities. 🔎 Seek individuals comfortable with ambiguity and capable of working autonomously. 🚀 Series B 🔎 Focus on candidates with a proven track record in managing high volumes of hires. 🔎 Emphasise the ability and requirements to implement scalable recruitment processes effectively. 🔎 Consider candidates with strong leadership skills to build and mentor teams. 🚀 Series C 🔎 Focus on candidates who have the ability to create a global recruiting strategy. 🔎 Ensure they have the experience delivering hiring training to HMs and key stakeholders. 🔎 Look for individuals who are passionate about Employer branding and are able to define an Employee Value Proposition for continued scaling. All of these aspects contribute to a strong Head of Talent across all funding levels. However, focusing on the specific capabilities relevant to each stage will ensure your Head of Talent is perfectly aligned with your company's evolving needs. 🤝 If you're currently navigating this level of search and require assistance, we'll happily discuss how we can support you (link in comments). #StartupGrowth #HeadOfTalent #SeriesA #SeriesB #RecruitmentStrategy #LeadershipDevelopment #TalentAcquisition