Rec2Rec · Talent Acquisition
Rec2Rec for recruitment consultancies and recruitment organisations.
I move people between and within the worlds of recruitment consultancies and in-house talent acquisition — from research through to recruitment leadership. For companies, I run confidential searches; for recruiters, an honest, protected move.
Two target worlds
Consultancy and in-house — the same language, different logic.
Recruitment consultancies & recruitment service providers
Consultancies with a delivery and sales logic. KPI-driven, often segmented by specialism or region.
- · Research / Active Sourcing
- · Consultant / Senior Consultant
- · Sales / Key Account
- · Team and Site Leadership
- · Division or Practice Leadership
In-house Talent Acquisition & Recruiting Operations
Recruitment functions within companies. Steered by volume, criticality and collaboration with the business.
- · Recruiter / Sourcer
- · Senior Recruiter / Lead
- · Recruiting Operations / ATS-CRM / Enablement
- · Team Leadership, Talent Acquisition
- · Head of Recruiting / Talent Acquisition
Why I read this market differently
Hands-on recruitment. Leadership. Build-up.
In recruitment since 2016 — as a consultant and as a leader. Built recruitment and sales teams from the ground up, led up to 15 recruitment consultants disciplinarily, functionally led around 40–60 people at times, held management responsibility across 3 federal states, and supported up to 40 locations nationwide.
Since 2016
in recruitment — as a consultant and as a leader.
Up to 15
recruitment consultants led disciplinarily.
~40–60
people led functionally at times.
3
federal states under management responsibility.
Up to 40
locations supported nationwide.
Built up
recruitment and sales teams from the ground up.
For companies
Fill a recruitment role.
- Scope of the role — delivery, sales, hybrid or leadership.
- Target organisation and business model — consultancy, in-house, contingent, retained.
- Segment and target market — specialist, regional, international.
- KPI and sales logic — volume, fees, retention, closeness to the business.
- Span of control and reporting line — to a head, a division, or the managing director.
- Culture — how the team is led, how decisions are made, how conflict is handled.
For candidates
Move on, in confidence.
- Role — delivery, sales, operations, leadership.
- Business model — consultancy, in-house, contingent, retained.
- Target market and specialism — where there's growth, where there's maturity.
- Development — the path to senior, leadership, division or head-of role.
- The leadership you'd join — expectations, style, autonomy.
- Compensation logic as a talking point — base, commission, bonus, equity; no figures without a conversation.
Questions
Frequently asked questions in the Rec2Rec market.
Two paths — let's talk.