Laura Sparrow

Most organizations can rely on their internal teams to fill the majority of their high-demand and critical positions. However, for the remaining 5% of roles that are more challenging to fill, it's crucial to partner with a recruitment agency you trust to deliver results. At FLARE, we pride ourselves on being among the top recruiters, and I’d like to briefly share why we stand out. Success in recruitment, like many aspects of life, comes in varying levels. If you have a staffing need or simply want to have an informal chat about how we can assist, feel free to reach out to me at james@youneedflare.com. Let's connect and explore how we can achieve success together!

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This is where I write things about the work I do at pobl. and hopefully offer some help and guidance to job seekers and clients alike. The first article is now live 😊 #medcomms

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Unlock the Power of Precision Recruitment with Remarkable Jobs! 🌟 Are you a business leader, hiring manager, or potential client seeking the perfect candidates for your specialised roles? Look no further than Remarkable Jobs, where our unique approach to recruitment sets us apart. Why Choose Remarkable Jobs? 🔬 Niche Market Expertise: We specialise in biotech, life sciences, healthcare, medical, construction, and financial sectors. Our team has in-depth knowledge of these industries, ensuring we understand the specific needs and nuances of your business. 🌍 Global Reach: With clients in both the UK and the US, our broad network allows us to connect you with top talent from around the world. We leverage our international reach to find candidates who are the perfect fit for your organisation. 🤝 Client Relationships: Our focus is on building strong, long-lasting relationships with our clients. We take the time to understand your unique requirements and work diligently to find the right candidates the first time. 👥 Dedicated Team: Our team may be small, but we are incredibly dedicated. We are committed to making a difference in the recruitment world by delivering exceptional service and results. Each placement is handled with the utmost care and precision. What Makes Us Different? Tailored Solutions: We don't believe in a one-size-fits-all approach. Our recruitment strategies are customised to meet the specific needs of your business.  Honest Communication: Transparency is at the heart of everything we do. We provide realistic expectations and keep you informed every step of the way. Efficiency: Our streamlined processes ensure that we can quickly and effectively match the right candidates to your roles, minimising downtime and maximising productivity.  Ready to experience the Remarkable Jobs difference? Reach out today, and let us help you find the perfect fit for your team. 📧 Email: info@remarkable-jobs.co.uk  📞 Call: 0203 854 9851  🔗 Website: remarkable-jobs.com #RemarkableJobs #RecruitmentExcellence #Biotech #LifeSciences #Healthcare #Medical #Construction #Financial #TopTalent #GlobalReach #ClientFocused #JoinUs #FindTheRightFit 

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The specialism I enjoy recruiting for the most is Life Sciences. Recruiters are passionate about what they do and genuinely love working with their candidates and clients. Their networks are brimming with individuals who focus on improving lives by bringing together technology and sciences. If you recruit in this sector but are looking to #goremote or #stayremote but with the addition of joining an EMI share option scheme, read on: #lifesciences Lead Consultant - #wfh (wherever that may be - all countries possible if you have the right to work there!) This is the juice: 🍊Well established agency who are #fullyremote 🍊Specialisms: Medical Devices - Pharma - Biotech 🍊Placing candidates within: Quality Assurance / Quality Management, Quality Control and Analytical Method Development, Regulatory Affairs, Audit & Compliance, Data Integrity, Manufacturing/Engineering/Production, Validation (including CSA / CSV), Technical Operations / Manufacturing Science and Technology (MSAT) 🍊These roles are available to experienced 360 Recruiters working in Exec Search/Contingent Recruitment/Contract or Perms Recruitment (min 5 years exp required) 🍊Monthly guarantees offered to contract recruiters Benefits: 🍊EMI share option scheme available from day one! 🍊25 days annual leave + BHs 🍊Commission to 50% (£0 threshold) 🍊Quarterly consistency bonus 🍊£500 home office set up budget 🍊Full autonomy to work how you want to work from your home Mon-Fri You will need to be passionate about your specialism within Life Sciences and want to form part of the success of this agency and benefit from their co profit share scheme from day one of your employment. You will be starting your own desk so think about your niche, your network and what you want to achieve over your next 5 years working in recruitment. I'm looking for good old fashioned honesty from the recruiters I place here. No BS, no pretending you can bring on new business when you have no proof of having ever done this, no elaborating on your billings (I've had a lot of this over the past 3 months and they have been caught out!). You will be given full autonomy, given the tools you request in order to be successful and TRUST to work in the way which suits you best. 🚸Drop the kids to school 🐕🐩Walk your dog/s 🚸Pick the kids up from school 🏃🏻‍♂️Run for an hour every lunchtime 💪🏻Go to the gym 👵🏻Care for your elderly parents 🗺️Work from the Outer Hebrides Message me to book a call to uncover is this model could work for you. #recruitment #recruitingrecruiters #remoterecruitment

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The UK life sciences industry is forecast to require 133,000 new and replacement jobs by 2030 – and inclusive workplaces are already non-negotiable. Is your organisation’s DE&I agenda geared to attract and retain the next generation of talent? There are still a few spaces to join our roundtable event in London on 8th May, 2024 from 9 am – 11:30 am to discuss how to build a blueprint for diverse hiring, and help shape a more inclusive and innovative Life Sciences sector. You can expect to: 🔬Hear from guest speakers Stuart Mulheron, General Manager of Angelini Pharma Trench and Peter Hall from FAIRER Consulting sharing their insights and strategies for creating more inclusive cultures. 👩‍🔬Network with other Life Sciences leaders, sharing your industry experiences and talent acquisition strategies. #lifesciences #diverseworkplace #roundtable #workingforyourtomorrow

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Exploring the Benefits of Executive Recruiters in Attracting Top Talent, Part 2: In my previous blog post, I highlighted why executive search firms are of value and how they offer crucial services to meet the needs of clients seeking to recruit top talent. Talent that is not only aligned to support corporate objectives, has a consistent track record of delivering results, but importantly, also fits seamlessly into the corporate culture. A leader who will ultimately provide a higher return on your investment in human capital. As promised, this blog will delve into two key areas that illustrate how retained search consultants add value: Professional Expertise and the ability to Cast a Wider Net. Professional Expertise: External Executive Search professionals possess unparalleled knowledge of the employment marketplace. While many organizations have internal recruiting teams, these teams, due to their nature as part of the company, may have a limited and biased view of the job market. Similar to why physicians do not treat family members, internal recruiting teams are susceptible to internal pressures and cultural influences that an outsider would not be affected by. Skilled search consultants have the experience and knowledge to identify the best sources of talent. Search professionals possess the tools and resources to access the top talent in the market. Individuals who are the best fit for the job, not just those actively seeking a job. Casting a Wider Net: Just as a professional fisherman will have more to show than a weekend angler, executive search consultants are immersed in the job market every day. They have access to hidden talent sources that may never be reached through company job postings, internet job boards, or alumni associations. While these channels may yield occasional successes, it often requires sifting through numerous unqualified candidates. A executive search consultant can provide a curated selection of targeted, well qualified candidates, leaving you with the task of choosing the best fit for your organization. In conclusion, hiring a guide can significantly increase your chances of catching what you are fishing for when it comes to securing top talent. #attractingtoptalent #Careers #Cornerstone #culture #hiringandpromotion

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Unlock Your Career Potential 🌟 Dream jobs don't just come knocking; they're discovered with the right resources and guidance. That's where we come in! Our extensive resource page and professional only group is the key to catapulting your career to new heights. 🚀 From fresh graduates to seasoned professionals, we provide bespoke career assistance tailored just for you. Our consultants aren't just recruiters; they are career architects. Whether you're contemplating your next step or ready to leap into a new role, our experts are on hand to chart your path to success. 🗺️🤝 At ProTalent, we believe in fostering growth that aligns with your personal aspirations and professional goals. Dive into a conversation with us, and let's pave the way for you to thrive in an environment that's a perfect fit. This isn't just about landing a job - it's about sculpting a career that resonates with who you are. Let's navigate this journey together. 🌱 #CareerGrowth #DreamJob #ProTalent

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“Exploring the Value of Executive Recruiters in Attracting Top Talent, Part 3” In my previous blogs, we laid the groundwork for understanding why executive search firms justify their fees, initially focusing on the critical, often overlooked factors of Expertise and Casting a wider net. In today's blog, I will delve into another crucial reason why executive search consultants are worth what they charge: cost. Employers persist in misinterpreting the actual cost of recruiting for high-value leadership positions. This can be divided into two key categories: direct recruitment costs and, more significantly, the cost of making a poor or incorrect choice or mishiring. From a tactical standpoint, recruiting costs extend beyond simply posting a job on platforms like LinkedIn and Indeed. It encompasses the salaries and benefits of the recruiting and employment staff and the line managers involved in the hiring process (who are not as productive in their regular roles while engaged in recruiting activities). Additional hidden or often overlooked costs include travel and entertainment expenses for in-house recruiting staff, external research, and source development costs, ATS/CRM databases and maintenance expenses, reference checking and degree verification, and clerical costs associated with managing responses from numerous unqualified candidates. They add up quickly and should be considered when estimating the true cost of recruitment. The cost of mis-hiring is not to be taken lightly: Misplacements lead to displacements that necessitate replacements. According to the Conference Board, 50% of senior-level hires leave within 18 months. That is a staggering statistic. It's a common misconception that the replacement cost is solely measured in the hard costs listed above. However, these only represent one-third of the true cost of a mis-hire. The remaining two-thirds encompass mistakes, missed opportunities, lost business, disruptions, lawsuits, etc. Depending on the source, the true cost of a mis-hire can range from five to twenty-five times an executive's base compensation. For instance, for an executive with a $250,000 base salary, a mis-hire could cost between $1.5 million and $6 million. Engaging a reputable Executive Search firm is not just a cost but an investment in risk mitigation and enhancing your business value. #retainedexecutivesearch #leadership #careers #talentacquisition #management

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At FLARE, our 15 years of experience and diverse projects have underscored the crucial role of recruitment in organizational growth and development. Here’s why recruitment is essential: ➡ Filling Skills Gaps: Bringing in fresh talent with specific skills is vital to meet the evolving demands of the business world. ➡ Driving Innovation: New hires introduce diverse perspectives and innovative ideas, fostering a culture of creativity and progress. ➡ Supporting Growth and Expansion: As businesses expand, effective recruitment ensures the workforce can manage increased workloads and seize new opportunities. ➡ Replacing Departing Employees: Recruitment fills vacancies left by departing staff, ensuring operational continuity and stability. ➡ Enhancing Organizational Culture: Hiring individuals who align with company values strengthens the work environment and boosts overall employee satisfaction. ➡ Achieving Strategic Goals: Building the right team is crucial for meeting strategic objectives, whether it's entering new markets or launching new products. ➡ Adapting to Market Changes: Recruitment helps organizations stay agile by integrating talent with the latest industry knowledge. Effective recruitment is key to sustaining operations, fostering innovation, and driving growth, ultimately contributing to long-term success. #Recruitment #TalentAcquisition #BusinessGrowth #Innovation #CompanyCulture #StrategicHiring #SkillsGap #WorkforceDevelopment #EmployeeEngagement #MarketAdaptation

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#wfa - YES, Work From Anywhere! It exists! (If you are a Life Sciences 360 Recruiter with more than 3 years of experience that is!) Senior 360 Recruitment Consultant opportunity working from your own home from any country in the world where you have the right to work. This Life Sciences agency offers Contingent, Exec Search and Interim Solutions, placing candidates specialising in #quality / #regulatoryaffairs / #technicaloperations within #biotech / #pharma / #medicaldevices clients. Their USP is that their Recruiters #wfh globally. In order to be successful at this agency you need to know: 💡What you are good at 💡What you enjoy 💡Where you have had good levels of success 💡How to self manage 💡How to win new business and fill their roles 💡Who your loyal candidates and clients are 💡What your own network looks like 💡What you want to achieve 💡How you need to be supported If you are looking for: 💡Trust to WFA 💡Autonomy to crack on 💡A role where you can use your network in one of the above #lifesciences verticals 💡A salary to match your own 💡A work life balance to pick the kids up from school/nursery 💡The ability to travel the world or live permanently overseas 💡A chance to earn more than just your basic + comms by joining their EMI share scheme 💡The opportunity to recruit globally Then please drop me a message to book a call this week. P.s An office doesn't need to look like a square box. It can also look like a hammock 😊🌞 #recruitment

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Medical Staffing. Who’d have ‘em? 🤔 Me, that’s who! As the market tightens up, agencies need to start making far better decisions about who they bring into their recruitment teams. 🎯 And who better to than somebody with a robust understanding of workforce management, budgets, financial processes, and governance/compliance? 💼📊 People often speak about doctors leaving permanent roles to become full-time locums and the general consensus is ‘because they can.’ When Medical Staffing start to move into the agency space, it will be ‘because they need to.’ With MSPs and VMS’ taking over Medical Staffing functions across the NHS, it seems only right for employees to start looking at where their skillsets can be effectively deployed, and where they can be far better remunerated for less work and less pressure. 💰 We are now in an economy where financial stability supersedes (sometimes blind) loyalty, and when I hear people in our industry complaining about Medical Staffing (slow responses, not proactive etc. etc.), I think – wouldn’t you be the same? 🤷‍♂️ In a role where you are managing highly paid doctors, held at ransom by highly paid agencies who may earn more commission per hour for one doctor than your hourly wage? Think again. So as things change, get proactive! There are hundreds of locum agencies and insourcing providers out there who would value your expertise and pay you well for the pleasure. And we’re one of them! Click the link below to find out more. 📲👀 https://lnkd.in/gpjNQaci

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Can any of our hireful partners help with this please? Looking for a company which carries out drug testing for remote workers - it's proving somewhat difficult to find a company that does this and also isn't too expensive. Please direct comments in the home for HR feed 🙂 https://lnkd.in/egymbNz9 Many thanks #hirefulpartnerprogramme #supportingourpartners #homeforHR #drugtesting

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🎙 Join us on the ThinkinCircles YouTube channel to find out what Matt Comber thinks is going to be influenced, changed, and eradicated by AI in recruitment marketing, and the knock-on effects on his own business. 💻 Full episode on YouTube: https://lnkd.in/eSJrub3V #MarketingRules #TheVoiceOfRecruitmentMarketing #ThinkinCircles #RecruitmentMarketing #MarketingPodcast

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In the dynamic terrain of talent acquisition, forging strategic alliances with specialist recruiters can be a game-changer. By tapping into their expertise and networks, we secure a lifeline to pools of highly skilled professionals - a crucial advantage in the quest for future talent. My journey has taught me that the essence of successful sourcing isn't hinged solely on immediate vacancies but on cultivating robust relationships with niche recruitment experts. These alliances are invaluable; they act as conduits to passive candidates, those not actively seeking new roles but who may be the perfect fit for your organisation. Working with specialist recruiters offers a window into industry-specific trends and salary benchmarks, ensuring we offer competitive packages to attract top-tier candidates. This intel is golddust in tailoring our approach and proposition to meet the expectations of high-caliber talent. Another aspect where specialist recruiters shine is in their deep understanding of their candidate base - they know the motivations, career aspirations, and skill sets of their talent pool. This insight ensures that when they recommend a candidate, there's a higher probability of a good cultural and technical match. In a landscape often defined by its agility and competitiveness, the relationships we nurture with specialist recruiters enable us to be proactive rather than reactive in our recruitment strategies. By aligning with these experts, we're not just filling roles; we're future-proofing our organisations, ensuring that we have access to the visionaries and innovators who will drive our businesses forward. In conclusion, as we look beyond the horizon for future talent, our collaboration with specialist recruiters is not just an asset; it's imperative. It's these partnerships that will help us navigate the rapidly evolving job market, ensuring we not only meet but exceed our strategic staffing goals. #TalentAcquisition #RecruitmentStrategies #FutureOfWork

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