To do graduate recruitment right is a labour intensive, specialist process. We’ve built a reputation as a successful recruitment consultant, specialising in graduates for sales roles:

• Save you from lots of recruiting legwork.
• Freeing up your time to do more of what you do best (while we do the same).
• Mitigating recruitment risks (no up-front fees or retainers and free of charge replacement for an agreed period in the unlikely event that a candidate doesn’t work out).
• Offering a valuable scalable recruitment mechanism.
• Protecting your brand as if it were ours.

How do we achieve this? Being one of the biggest specialist graduate recruitment specialists in the UK helps (particularly because we keep the personal touch – with clients and graduates alike).

Then there’s a system that works. It should, given that, as professional sales people ourselves, we’ve continuously perfected our approach for the best part of two decades. And in the process, proving its effectiveness with some of the highest-profile names in UK and international business.

We keep a big, quality-packed graduate talent pool bubbling away. Clients love our full UK coverage and how we can very quickly access a pool of several hundred extremely talented graduates with a passion for selling and the right personal characteristics for sales. They’re all pre-assessed through our system, which always involves meeting them. Through a combination of telephone contact and attendance at our sales awareness days, we’ll have had six-to-eight hours’ contact with every candidate before we put them forward to you. And all the time, as well as assessing candidates' suitability, we’re passing on valuable advice and skills that will benefit you and them.

Our talent pool competes for the opportunity to see you. Unlike so much graduate recruitment, we never invite along 50 or 60 graduates before picking a handful for further assessment. To be honest, this approach simply doesn’t work; what’s more, we don’t think it respects the graduates that are essential for our businesses; moreover, it doesn’t do your reputation any favours.

Instead, we carefully screen a small pool of graduates for a group sales awareness day, from which we put forward the cream of the candidates (usually four to five per vacancy) that we think you should meet. That may sound unusually low, given recruitment norms for many graduate schemes, but it means we know our graduates extremely well. And our approach works, as hundreds of sales directors and MDs already know. Please ask to hear some of our graduate recruitment case studies.

We may have mentioned the lack of up-front fees and retainers earlier. Clients love how we ask them exactly what they want, then deliver it before asking for payment. How many other graduate recruiters work like that?