You’ll get in touch with us for an initial conversation about your role requirements.  We can do this over the phone, but ideally we’d like to come and meet with you.  We’ll explain how we work and what we can do for you, but it will also be a chance for us to get a feel for the culture.  Immediately after, we’ll start assessing candidates so that the next time you’ll hear from us will be an emailed or presented shortlist of potential candidates – this will never be more than 4 CVs.  These will not simply be the ‘best of the bunch’ but instead, people we genuinely feel you are going to want to hire.

Before shortlisting, we will actively start talking to our network of candidates and searching for new potentials, that if good enough, we’ll meet face to face and assess through a range of competency and behavioural based interviews.

Interviews will take place and we’ll handle all of the feedback and follow up with successful or unsuccessful candidates, upholding your brand at all times. What we will ask from you is honest, thorough feedback that we can use to continue working with our candidates in their job search.

Once you’ve identified the candidate you want to appoint, we work with you to put together a renumeration package that we believe is fair and acceptable to the candidate. We will act as a facilitator, delivering the offer and handling any objections or negotiations if needed, securing the verbal acceptance and then managing the process from signed acceptance through to start date.  We can also help advise on the best methods for onboarding and anything else which might help improve the experience for all involved.

We are well travelled within marketing, digital and product management recruitment. We understand with empathy, how the recruitment sector works.

Our mission is to make finding your next employee as simple and as straight forward as possible, but at the same time, ensuring the process is positive for all involved.

“The average wronged customer will tell eight to sixteen people about it. Over 20% will tell more than 20.”
(Source: Lee Resource Inc).

We will make sure that even the candidates you decide not to offer will leave the process feeling respected, respectful, and grateful for the opportunity to meet with you. We are not in the market for disrespecting other recruiters, but we set up this consultancy because we just knew we could do it better.

A large majority of the roles we work on are exclusive to Baillie Recruitment, but if you’ve already briefed someone else, we’ll happily work with you on a contingency basis which will hopefully demonstrate our approach so that you brief us next time first time.

With any project we take on, there are a number of different channels we use to advertise the role.

We advertise on most of the UKs main job sites, are active across social media and are avid believers in networking towards the right people through word of mouth.

In some cases, you may decide it is necessary to increase the reach of your advertising, in which case we hold preferential rates with many of the UKs leading job boards and Linkedin.

We can also build microsites, use our designers to create something unique or work with videographers and animators to promote your role visually.  We can even manage your internal career portal in its entirety if need be. A flexible approach for you is guaranteed.

If you’re in the unfortunate position of having to make staff redundant, we can meet with you to discuss how Baillie Recruitment can help support you and your team.

By providing staff with Outplacement support, you can free up HR time, help to reduce internal conflict and reduce the risk of legal disputes. We aim to help maintain the morale of the ‘survivors’ knowing that their exiting colleagues have been well treated and looked after.

We can work one on one helping to build confidence, a strong CV and in setting the right positive approach to job hunting. We’ll support with building an efficient job search campaign, increasing the success rate of being shortlisted for roles and improving individuals interview techniques so that they’re far more likely to succeed in their transition to another role.

This isn’t something that a typical recruitment partner can do – and we rightly pride ourselves on putting the human in the human resource, first.