We work with organisations passionate about influencing and affecting change through research, evidence-based policy and effective communications
We believe in building lasting relationships with our clients. Like you, we're committed to our organisational values and feel passionate about providing an exceptional service. Our expertise is in placing professionals within research, policy and communications, particularly within the regulated private, public and non-profit sectors.
Whether you're looking for a new Research Advisor, Policy Manager, or interim Head of Communications, we will work closely with you throughout every step of the process to develop a deep understanding of your unique requirements and find the ideal fit for your team. Below you'll find further information about our process. If you would like to speak to us directly for more detail, please clickhere.
“Whiton Maynard were extremely helpful from start to finish, providing high-quality candidates and handling the recruitment process for us. The level of support offered by Tim and Emily was exceptional and they were always a pleasure to deal with, and we would be delighted to work with them again in the future.” EA to Deputy CEO, ALCS
Step 1: Recruitment Briefing We firmly believe that a thorough briefing is key to a successful recruitment process. Understanding your sector, organisation and brand are all essential to attracting the right profile of candidate. We get to know your specific requirements for the role, the type of candidate you're looking for and how they will impact the organisation's goals during their first year in post. This means that we are able to make the role come alive, helping potential candidates to understand the context of the role, the structure of the team and the culture and values of the organisation. We will also agree timelines and, if appropriate, advertising and branding options.
Step 2: Search Window We employ a range of research and attraction methods to identify and engage with the very best candidates. Depending on the level of the role, these can include database searches and advertised selection through to direct network referrals and executive search. Long list candidates are then rigorously interviewed by us to determine their expertise, experience, personality and motivation. Only those candidates satisfying our agreed criteria will be invited to complete an application.
“Every manager wants to hire the best talent in the market. Working with Tim and Emily was not only efficient but the result was also exactly what we needed. The candidate we appointed has become one of the best appointments I've made." Director of Engagement, London Youth
Step 3: Shortlist and Interviews We are proud of the strong relationships we build with our candidates and the time and support we provide to ensure that their applications are of the highest possible standard. Once we present our short list and you have selected those you'd like to meet, we manage all the arrangements, taking time to ensure both parties are kept fully briefed and correct timings confirmed.
Step 4: Offer and Appointment The offer stage can be stressful. However, we provide you with all the support you need; managing expectations on both sides, sensitively handling negotiations and keeping all lines of communication open and honest. These elements are essential to ensuring that your preferred candidate accepts the offer. We will also (if needed) keep discussions open with the reserve candidate until acceptance has been confirmed. We believe that our role does not end once the successful candidate has accepted the offer. We maintain our dialogue during their notice period and help to address any queries during their first week.
If you are looking for a replacement or a new addition to the team, please do get in touch, we would be happy to discuss your requirements.