Post Search Support

Once we have helped you find the right person for your role, our services don’t stop there! We can help you ensure your new addition to the team settles in and they get to grips with their new role and your business.

Once the Candidate has started their new role, for first few weeks we will speak to both the Candidate and Client each week to ensure everything is going well. After 3 months, we speak to both the Candidate and Client at least twice a month, to make sure things are still going well, and that the objective of the role is being achieved, or should there be any concerns.

We are always on hand to support and advise all of our Clients and Candidates

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Our services are designed to connect you with people who have the skills and expertise you require to make a positive impact on your business and help you achieve your business goals and objectives.

We are your recruiting partner, committed and passionate about providing a range of services designed to your individual needs and urgency.

Retained Solution:

This service is utilised by the majority of companies we work with, as it has the most impact and dedicated resources especially if the talent you wish to access is not readily available in the market. This service entails a three payment process stage one at agreement, stage two at the submission of the shortlist, and the final stage at offer and acceptance by the candidate. We offer and deliver:

  • Needs Analysis Profile: Within the first few days take a Needs Profile from the main Decision Makers (Analysis DM’s)
  • Research Report: A report is sent to the Client at the beginning of a search, to ensure we are looking in the right places for the candidates.
  • Assessing the Candidates: Our Project Coordinators will contact potential Candidates from the long lists created by our Research Team.
  • Interview with the Candidate: An in-depth interview to qualify the candidate’s experience and motivators is conducted. this call lasts around 1.5 hrs – 2 hrs.
  • CV Evaluation: Reviewing the Candidates’ skills and experience.
  • Personal Career Assessment: This is a tool sent to the Candidates who are progressing to the next stage of our process. It assists both the Client and Candidate to know that this will be the right move for them.
  • Shortlist Presentation: Presentation to the client of the best candidates who match their brief including; CV, Candidate Summary Notes, and Personal Career Assessment.
  • Weekly Progress Reports: We report on the number of candidates who are moving on to the next stage of the process, as well as the reasons why they did not progress or did not wish to progress to the next stage.
  • Prep and Debrief Telephone Conversation: We have conversations with both the Client and Candidate, to ensure both parties are aware of all discussions that have taken place, including highlighting concerns on either side.
  • Salary Package Negotiation: We will facilitate all salary negotiations at every stage, ensuring there are no surprises for both parties.
  • Offer and Acceptance: We manage the transition whilst the Candidate works their notice, to ensure there are no hiccups along the way, and where necessary encourage further meetings with you to ensure no ‘counter-offer’ occurs.

Interim Solution:

Interim placements are by their very nature time-sensitive. The Hill Group provides tailored recruitment solutions with quick turnaround times to minimise disruptions and delays to your overall business goals. To ensure that all IR35 requirements are completed, we have a detailed process in place.

We offer and deliver:

  • Needs Analysis Profile: We Immediately obtain a thorough understanding of the objectives and project to be delivered.
  • Client provides Statement of Work
  • Assessing the Candidates: Our Project Coordinators will contact potential Candidates from the long lists created by our Research Team.
  • Interview with the Candidate: An in-depth interview to qualify the candidates’ experience and motivators is conducted. this call lasts around 1.5 hrs – 2 hrs.
  • Presentation: Discussion with the client about the best candidate or candidates who match their brief. The CVs of the agreed-upon candidates will be submitted.
  • Salary and Fees: Hourly/weekly rate is agreed.
  • Agree on a start date
  • Weekly update: We will have a weekly call with the client to review the performance of the candidate

Contingent Solution:

This process works well if after our discussions it’s clear that this is the most effective solution for your company at this stage in your process, or if we have brought an Impact Player to your attention who you believe will add value and you would like to meet them to discussion options. On occasion, this may be when there is no head count approval but this talented person could be the right for the business to achieve your goals and objectives.


If you would like a more detailed discussion about our Recruitment Solutions and how we can help you, please complete the form below.

We look forward to hearing from you.

In order to help us identify the right opportunity for you, we need to understand exactly what it is that makes you tick. We like to build a profile of you; understanding your career objectives, needs and aspirations.

One tool that we have found especially effective when assisting individuals in defining their motivations is the CLAMPS model. ​The CLAMPS model is an acronym for the six main career motivators: CHALLENGE, LOCATION, ADVANCEMENT, MONEY, PEOPLE and SECURITY.

To help you establish your main career motivators you should identify from these six categories, and which three are the most important to you at this point in your career, and then rate the remainder using the scale 1-6.

When considering this it is important to bear in mind that over the years, the importance of the elements of the CLAMPS model will change. It may be worthwhile to revisit this model every so often, to see how your career motivations change.​

When working with us, we are very respectful of your privacy. We will not forward your CV or information to anyone without first discussing the opportunity with you, and gaining your consent for your details to be forwarded to the company.

The Hill Group Ltd are committed to safeguarding your privacy, and to comply with the GDPR consent requirements, we make sure we get your consent to store your name, contact information, and other information such as notes from our conversations, for the purposes of contacting you about future opportunities.

We obtain your consent in one of the following ways:

  • By sending you a consent email, in which you click to either give or deny consent.
  • By uploading you CV to our website, this means you give your consent.

More information on what type of data we store, where we store it, and who will have access is available in our Privacy Policy. Our Privacy Policy also contains information about how to exercise your rights as a Data Subject, such as Right to Access and Right to Erasure.

Are you being paid what you’re worth? With a wealth of industry experience and knowledge, we know exactly what the market value is, and will give you a fair and honest appraisal of what we think you can realistically expect and request. Last year we got our candidates an average pay increase of 15%.

​In a recent survey, 46% of professionals believe that companies do not offer enough competitive salaries. ​During our recruitment process, we facilitate the salary negotiation at every stage, ensuring there are no surprises for both parties. This ensures that our you are offered a salary that reflects your experience, skills and abilities. Before interview stage, we discuss and agree a realists salary package and let our clients know what you expect.

We are here to ensure you do not undersell yourself, and are offered a salary package that is right for you. We also do our research and find out the average salary bracket for the role you are going for.

We provide you with key information for your interview, including the background on company, the hiring managers, and what they are really looking for during the interview. On your behalf, we will submit your CV to the client along with a Personal Career Assessment and our Candidate Summary Notes; which encapsulates the discussions we have had with you.

​Prior to your interview with the client we will conduct a ‘prep’ conversation with you, to highlight the key issues the client has discussed with us. We will ensure you are aware of any concerns they may have about you at this stage i.e. tenure at the right level, technical capability, experience in relevant field, location, salary expectations etc.

We will also give you a summary of the interviewees who will be at your meeting wherever possible advising of their background and tenure with the organisation and the key things they’ll wish to understand about your skills. We will also get your agenda for the meeting; whether you have been head-hunted or had applied for a job, it is still a 50/50 meeting they have to sell to you too, and you need to ensure that they answer your questions to ensure you feel that this is the right move for you.

Interview Tips

​The interview is arguably the most important part of the recruitment process and that’s why it is essential that you prepare and invest time to ensure you are the best you can be at the interview. The following tips will help you have a more productive and successful interview:


  • Research the company and their financials, and thoroughly review the job specifications.
  • Know the logistics – Time, location, interviewer’s name and position title (check their LinkedIn profile).
  • Plan your day so that you are not rushed, preoccupied or lack sleep.
  • Arrive 10-15 minutes early. Being late to an interview is inexcusable.
  • Ensure that you are well groomed, with clean, pressed clothes.
  • Ensure that you have a pen and pad with you, in order to take notes.
  • Be professional, when you meet them shake hands with everyone in the meeting. If this is something you don’t do regularly, practice before you go to the meeting, smile and make sure you maintain eye contact.
  • Ask questions; an interview should be a mutual exchange of information, not a one-sided conversation.
  • If you are not sure how much detail the interviewer wishes you to go into, clarify with them. It’s always better to check than to give a 20 minute statement when the client expected a 2 minute overview.
  • Relate your skills and background to the position requirements throughout the interview. Wherever possible, utilise the STAR method i.e. describe a Situation, outline the tasks you took to overcome them what you achieved and what the ultimate Results were.
  • It’s expected that you will have questions to ask, so ensure that you have them prepared prior to the interview. At virtually any level they will consider this a poor meeting if you don’t have questions to ask them about their business, products or future challenges. If you have done your research these should be easy to pull together.
  • Give your qualifications and focus on accomplishments that are most applicable to the job.
  • Anticipate tough questions and prepare to turn perceived weaknesses into strengths using the STAR methodology.
  • Listen and concentrate not only on the interviewer’s words, but also on the tone of voice and body language. Once you understand the Interviewer’s style you can answer your questions accordingly.


  • Answer vague questions by responding based on assumptions. Ask the interviewer to clarify or focus questions so that you can provide responses that answer their questions.
  • Interrupt the interviewer. If you don’t listen, the interviewer won’t either.
  • If meeting on a more social footing, don’t drink alcohol or smoke even if the Interviewer does. You need to remain on top form throughout the process. Don’t relax too much, otherwise your demeanour and response to questions will be affected. Some Interviewers like to do this and can send a ‘killer question’ that you may struggle to answer.
  • Ramble. Overlong answers are not received well.
  • Lie or embellish facts, accomplishments or qualifications. Answer questions truthfully.
  • Express resentment. Avoid derogatory remarks about present or former employers.
  • Discuss salary and other needs at the first interview. You and your Executive Search Consultant will discuss these items prior to your interview.

A few things to remember during the closing process:

  • Make sure that you have thoroughly answered these questions during the interview: “Why are you interested in our company?”, “What can you offer?” and “What
    is the added value you will bring to our company?”
  • Also, your own questions: “What would my working relationship be with this Manager?” “What would I enjoy about working for this company?” “What are my future career prospects going to be?”
  • Don’t expect an offer to be made or a specific salary to be discussed during your first interview. ​


  • After your interview, follow-up is critical: attempt to write down key issues uncovered in the interview.
  • Think of the qualifications the employer is looking for; did you match your strengths to them?
  • Note the positive/negative aspects of the interview, as well as any concerns you may have.
  • You should call your Executive Search Consultant after the interview to discuss your thoughts, questions and interest.

​Second Interview

  • At this stage you are virtually saying ‘I want to work with this person, in this job, for this company; and this role will give me the new challenge I’m looking for. My family are happy with this potential new career.’
  • Preparation: Exactly the same as the first interview; investigate the new people you will be meeting, too. Recheck any news updates and financial reports that may have been announced since your last meeting.


  • Ensure that you are equally prepared for the second set of people you will meet from the company.
  • Have your unanswered questions ready for this meeting to ensure that they are fully answered at this interview.
  • Ensure your Executive Search Consultant is fully aware of the salary and benefits package that you are looking for. Make sure that this has been facilitated prior to the meeting.
  • Ensure that you know exactly what you need to know in order to accept this role before you go into meet them for this second meeting.
  • Be prepared for the potential of an offer at this meeting, and ensure you have an answer prepared, should this occur.


  • Be overly familiar even if you are meeting the same people again; be more relaxed but still on ‘your toes’.
  • Drink alcohol or smoke even if meeting for dinner and your Interviewer does.
  • Expect the meeting to be exactly the same as the first meeting. You may be meeting more senior or technical staff with a totally different approach and outlook.

We have a sample CV template to assist you in writing your own. To download our CV template, please click here.


    • Keep it simple.
    • The most common file format is Microsoft Word.
    • Avoid tables and tabs as they can become distorted if cut and paste is used to import your CV.
    • Use easy-to-read font type (Arial) and size (11).
    • Avoid lots of white space and aim for 2 – 3 pages
    • Make sure the first page shows your key achievements – you want your CV to have an immediate impact and make them turn the page.

​Mould Your CV To Fit The Position You Are Applying For:

  • It’s not only important to communicate your abilities, but to show how those abilities fit the position you are applying for.
  • If the position includes travel and you can speak other languages make sure this is on your CV, as this is an important attribute, emphasise it.

Use A Consistent Writing Style:

  • Be clear and concise. Long, ambiguous sentences make for difficult reading.
  • Action words make the reading more interesting and communicate your active, not passive accomplishments.
  • Ensure you do a spell check errors are always a negative especially at senior level, as it’s considered a lack of attention to detail.
  • Hiring Managers want to see evidence, ensure that you provide examples that will showcase your achievements and experience.
  • Include a work history, using action words to describe skills and responsibilities.


  • Your summary should have a clear and concise message.
  • Usually placed at the beginning of your CV, the summary should have enough information and evidence to help a hiring manager decide if it’s worth their time to read further.
  • It should give a clear idea if what, when, where, how, how long and answer the question ‘what can this person add to my business?’
  • The discipline you have focused on with an emphasis on your target i.e. sales, engineering, human resources, operations, change management, turnaround etc.
    Products you have worked with.
  • The level of leadership and management responsibility i.e. manager, director, principle engineer etc.
    Core strengths and key achievements.


  • The industries and markets that you have worked in (industrial manufacturing, automotive, aerospace, Oil & Gas etc.)
  • The type of organisation i.e. public company, global or regional, small or large enterprise, etc.
  • Regions you’ve worked in i.e. Europe, USA, Middle East, and Asia etc.

​How Long And How:

  • Your total years of working experience, and the specific time spent in each what and where.
  • This should reflect key data supported achievements and evidence of how well you performed in each what and where.
  • It should also include key information regarding specific knowledge that could be relevant to your experience and performance such as language skills and certifications.
  • We have a sample CV template to assist you in writing your own. To download our CV template, please click here.