TECHNOLOGY International
ABOUT US
COREcruitment has broadened its presence within the service industry to incorporate the technology sector as the demand for candidates in this thriving field hasincreased.
Our expert consultants have been working at COREcruitment for several years now are dealing with some of the big players as well as new start-ups looking for outstanding candidates to help grow their business. These clients range from businesses of all sizes in the technology market recruiting fromdevelopers, designers, engineers,architectstosalesandoperations.
This is an exciting time for us as there are more and more clients looking to expandtheir businesses globally. With our consultants international experience and exposure,we are able to sourcecandidates and arrangerecruitmenteventsworldwide.
We are very proud to have worked with a multitude of different and flourishing businesses. In that time we have been able to develop an understanding across all sectors whilst building strong relationships in both proactive andreactiveclimates.
OUR TEAM
HAYLEY PEARCE
Hayley has a strong background in recruitment and has proven to be a great performer. She initially started her career in bars and live music venues management after which she decided to join the recruitment industry working for a prestigious private staffing agency in London.
Hayley joined our family in 2014 as European Account Manager for our clients across Europe and then switched over FMCG & Technology division recruiting for all sales, marketing, technical/category manager to finally dedicate her attention to the tech sector.
Now heading up our tech, IT and design division, Hayley has built a solid client and candidate base across hospitality, FMCG and retail technology in the UK and Europe.
GEMMA EAMES
Gemma is a highly passionate, driven and knowledgeable senior consultant.
Since joining COREcruitment, Gemma has built strong relationships with both clients and candidates, enabling her to find the right talent with most briefs.
With strong experience in support services and head office recruitment, Gemma has a sound understanding of the industry. Gemma heads up our Head Office and Support Roles team and mainly focuses on senior recruitment; however she also has a strong network of lower level management candidates.
DANNY O'MAHONY
American citizen and originally from Ireland, Danny moved to Vancouver in 2021 and started off working in hospitality when he was in school and worked in the industry for almost 6 years.
After a bit of traveling around Europe, Danny worked for nearly 5 years in the banking industry doing personal & business sales, before leaving Ireland.
Danny specialises in all management positions across the hospitality sector in the US and Canada with an emphasis on holiday resorts and luxury destinations.
info@corecruitment.com
POSITIONS WE COVER
COREcruitment is one of Europe’s leading service industry recruitment agencies and has supported some of its most impressive clients. We are experienced in bringing together highcalibre candidates and local/global FMCG/IT companies.
We specialise in:
• Developers
• Designers
• Engineers
• Architects
• Sales
• Operations
• IT
• Digital Director
• E-commerce Director
• Head of E-commerce
• E-commerce Manager
• E-commerce Content Manager
• Customer Experience Director
• Head of Digital
• Digital Manager
• Performance Manager
• Customer Acquisition Specialist
• Digital Executive
• SEO Specialists
• CRM Specialists
• Insights Specialists
info@corecruitment.com
www.corecruitment.com
OUR SPECIALITY
SALES & MARKETING
Making the right hire is time and money for your business, and this is especially true of your sales and marketing team. They are the lifeblood of your business and the face of your company. That’s why we specialise in recruiting the highest calibre of sales specialists. We have access to a talent pool from business development managers to commercial directors who have expertise in SaaS, PaaS and IaaS; as well as Marketing candidates with a wealth of knowledge of tech solutions and applications in B2B and B2Csettings.
DEVELOPERS
Finding the right developer for your company is going to propel your business in the rightdirection.Gettingthetech right will make everything else in your business plan fall into place. Not only do we have the abilitytosourcecandidatesthat have the right tech stack, but we will also make sure that each candidate is the right cultural fit, has ample ambition tofitinwithyourplansandwill be a valued part of your growingteam.
Tech is a wide-reaching sector that covers so many jobs it is tough to define in a few paragraphs.Essentially,wecan recruit for a large range of candidates under the “tech” umbrella.
Whether you are looking for customer success managers, data analysts, site reliability engineers or a Chief Technology Officer, we have it covered. With our wide reaching network, we are able to source at great range to cover all needs with the diligence and focus that is consistent throughout our business.
REFERRALS
We have a target atCOREcruitment that 40% ofour placed candidates willcome via referrals orrecommendations –becausegood people tend to knowgood people. We activelyincentivise candidates to putusin touchwiththeirfriends, colleagues and contacts to find a higher number of‘passivejobseekers’.
ADVERTISING
While our existing database of candidates is our first port of call, we also placeadvertising on over 25specifically targeted,international websites.
We even write the adverts using the latest keyword and SEO insights available. All adverts are posted with a high level of confidentially.
SEARCHING
We actively targetcandidates from competitorbusinesses.
We use a variety oftechniques in our approachall while maintaining thestrictestof confidentiality.
RECRUITMENT PROCESS
THREE-STAGE SCREENING PROCESS
o The first stage of our process is an initial telephone interview. This is done so that we can find out more about the candidate’s experience, and what they are looking for in the next stage of their career. By having a non-vacancy specific chat, we are able to bestmatchupcandidatestorolesthatmatchfortheirsandtheclientsbenefit.
o Upon identifying the candidate’s suitability we then conduct a second telephone interview which is more specific to the job at hand. During this interview not only do wepresent our client in the best possible light but we feel it is important to properly brief the candidates on the vacancy and company. It is important that we match this withtherealityofthejobroleandtheproblemsthatthecandidatemightface.
o If we find suitable candidates beyond this stage we then ask them to come into the office for a face to face interview. This process may seem exhaustive however; we believe this is necessary to get a complete feel of not only the candidate’s experiencebut theirpersonalityandworkattitude.
CORE PRINCIPLES
EXTERNAL SOURCES
As well as our existing database, we use a variety of websites for advertising and CV searching, depending on locationandspecialism: Adzuna, Euro Jobs, JobFlurry Extra, Sonic Jobs, Xpat Jobs, CareerJet , FM Journal, JobLookUp, Stepstone Group, You Food Job, Careers4a, Glassdoor, JobLookup, Talent Nexus, Caterer, Hosco, Jobs In Property, Talent.com, Catererglobal, I Am Expat, Jooble, The Staff Canteen, COREcruitment.com, I-FMJobs, LinkedIn Jobs, Tip Top Job, CV Library, Indeed, LinkedIn Recruiter, TotalJobs, Diversity Jobs Group, Job Jar, Reed, Vacancy Tree, Rec4Rec, voceer, etc…
OUR NETWORK
OPENDAYS
One of our most popular methods of attracting candidates is by organising open days. They are a fantastic opportunity for potential members of staff to visit your locations, interact with your team to further their understanding ofyouroperations.
PSYCHOMETRIC TESTS
We also have the ability to use our in-house system ofpsychometrictesting. We have found this especially useful as part of the recruitment process to double check that a candidate has the appropriate ability levels to be successfulinaposition.
CANDIDATES ATTRACTION
Each consultant at COREcruitment has a niche area that they work in, and within this niche area they are part of many different network groups.Consultantsusethesetotheiradvantage. They all make a conscious effort to attend any relevant networking events, so when we say they know the industry inside out, they really do!
Working within these niche areas also means consultants are constantly working on similar roles. Therefore, consultants know as soon as they receive a vacancy who is available, who would be suitable and who may haveareferral.
Some of our top candidates are known as ‘passive candidates’ which means they are not actively looking but we always keep an eye out for them and contact them if anysuitablerolescomeup.
We have a far-reaching global presence with offices around the world:
• United Kingdom
• USA
• Canada
• France,
• Netherlands
• South Africa
• Middle East
We have access to candidates others might find more difficult to attract
TECHNICAL ABILITY
We can screen and reference technical ability. It will exclude 99.9% of the population from most roles. We will then look at multiple sectors and markets to identify top performing companies with synergies with our client and will identify the individuals responsiblefortheirsuccess.
o Requirements
o Timelines
o Futureplansandmission
o Ideaofcultureand understanding
o Approach–advertising/ selection/international.
CULTURE FIT MOTIVATION
o Howdothecandidates conductthemselves?
o
o Whathasbeentheir mostsuccessful relationships?Whatis theirperceivedv’sactual managementstyle?
o Doestheirstylematch thebusinessanddoesit haveto?
o Howwilltherelationships workataseniorlevel withinthebusiness?
Where possible, we build our methodology into the recruitmentprocess.
A four stage approach involving business planning as well as interviewing to test a candidate’s motivation for a role and theiravailability.
PROCESS & METHODOLOGY
o Wetalktoprevioussenior managersintheteam/other influencersinthebusiness.
o
o Weresearchthecompany anditsmarketperceptions. We then create a candidate map to benchmark with other top companies and their people and aim to produce by the end of this stage, a list of, on average, 30potential candidates (ideallywith profiles and summariesof experience and achievements)
It is quite often the case that that multiple individuals areresponsible for the success of abusiness. This stage is verymuch about speaking to the individuals concerned to identify the right people. We use a variety of techniques to contact these candidates which can range from identifying the networking events they attend with the objective to reference check past team members. There is normally a route to engage them for a qualifyingcall
SPONSORSHIP
We are very active insponsoring upcoming eventswithin the industry. Thisincludes networking drinks,award dinners and fun social events. We are also one of themain sponsors of the BuildingFutures Group Boat Party. As ateam, we have a few charitiesthat are close to us and therefore we have decided tosupport as much as possiblesuch as atk, Springboard, TheFood Chain, Hospitality Action, careUK...
GLOBAL RECRUITERS
Another one of our bespoke candidate services is having regional, and international recruiters. As we facilitate not onlyLondon but also across the rest of the UK, Europe and the worldfromour London, North American, European, and South African hubs, we understand some candidatesmay not be able to come andmeet us. Therefore, we have consultants in various national and international locationsavailableforface-to-face meetings and/or more "local" approaches such as the Southwest, The Netherlands, France,SouthAfrica,Canada...
TRADE SHOWS
Recently we have beenexhibiting at industry specifictrade shows. This is not only toreinforce our brand awarenesswithin the industry, but also tobe on hand to offer advice for clientsandcandidates.
POSITIONS
CHIEF FINANCIAL OFFICER
CHIEF EXECUTIVE OFFICER
PRODUCT DIRECTOR (CIO)
CHIEF OPERATING OFFICER
CHIEF MARKETING OFFICER (CMO)
SALES DIRECTOR
SALES MANAGER
ACCOUNT DIRECTOR
ACCOUNT MANAGER
SENIOR SOFTWARE ENGINEER
BACK-END SOFTWARE ENGINEER
FRONT END DEVELOPER
JUNIOR SOFTWARE DEVELOPER
POSITIONS
DIGITAL DIRECTOR
MARKETING DIRECTOR
BRAND DIRECTOR
HEAD OF MARKETING
HEAD OF DIGITAL MARKETING
HEAD OF SOCIAL MEDIA
MARKETING MANAGER
BRAND MANAGER
CRM MANAGER
MARKETING EXECUTIVE
SOCIAL MEDIA EXECUTIVE
SALARIES
$120,000+
$120,000 - $180,000
$100,000 - $170,000
$120,000 - $180,000+
$100,000 (1) - $180,000 (2)
$75,000 - $120,000+
$42,000 - $60,000
$65,000 - £$85,000
$43,000 - $60,000 up to $120,000
$55,000 - $73,000
$55,000 - $73,000
$43,000 - $55,000
£100,000+
£100,000 - £150,000
£80,000 - £140,000
£100,000 - £150,000+
£80,000 (1) - £150,000 (2)
£60,000 - £100,000 +
£35,000 - £50,000
£55,000 - £70,000
£35,000 - £50,000 up to £100,000
£45,000 - £60,000
£45,000 - £60,000
£35,000 - £45,000
SALARIES
$100,000 - $160,000
$100,000 - $220,000
$100,000 - $145,000
$73,000 - £95,000
$67,000 - $105,000
$50,000 - $67,000
$50,000 - $68,000
$43,000 - $60,000
$43,000 - $75,000
$35,000 - $43,000
$35,000 - $43,000
£80,000 - £130,000
£80,000 - £180,000
£80,000 - £120,000
£60,000 - £80,000
£55,000 - £85,000
£40,000 - £55,000
£40,000 - £55,000
£35,000 - £50,000
£35,000 - £60,000
£28,000 - £35,000
£28,000 - £35,000
At COREcruitment we have very strong online and social media branding, with a combined following of over 250,000 we can introduce your brand and services to a newaudienceofpotentialcandidates.
We focus on communication channels that attract large numbers of relevant candidates, who spreadthebrandbywordofmouth.
We have also developed a comprehensive social strategy that includes the use of platforms like Facebook, LinkedIn, Twitter and Instagram to engage the members of your potential talent pool. We have the tools to effectively advertise and market latest jobs through e-marketing and Social Media which successfully targets a largeproportionofdesirablecandidates.
"COREcruitment Ltd: 2019 LinkedIn's fastest growing global recruitment agency"
info@corecruitment.com
www.corecruitment.com
Hayley Pearce hayley@corecruitment.com
Gemma Eames gemma@corecruitment.com
Danny O'Mahony danny@corecruitment.com
