Frequently asked questions.

Yes, we have recruited people from various countries for customers across the World, mostly within North America, UK, Europe and into Asia.

There is a rebate process within our standard business terms in the event these rare occurrences arise.

Typically, our fees are based on the candidate’s base rate or annual gross salary. On occasions this has varied but depending on the type of project and in agreement with our customers in advance of a project commencing.

This is a challenging question to answer as there are many factors to consider. Generally, contract / temporary recruitment projects are much quick and can take hours or days. Permanent recruitment usually takes much longer due to the more in-depth interview process and candidate notice periods. When starting a project, allow for time to set out the brief, for the search to uncover vetted candidates, a brief period for interview selection and then the interview process. Also be aware that interviewers and candidates may have holidays or work commitments that can slow the process down. Finally, there is time required to negotiate and process job offers and contracts. Then finally the candidate must give notice (e.g. 1-3 months) and, in some cases, relocate. We have closed permanent recruitment projects in days and even weeks but have also known things to go on much longer. As a guide try and allow 3-4 months.

We can generally offer all these services and internationally too. Sometimes there are restrictions due to local laws and regulations. In addition, we also offer retained project work, executive search and have even supported business collaborations between customers.

There are many tools available today to help match candidates to job requirements. Whilst AI has become more prevalent within recruiting tools, we still find that speaking to candidates to gauge their suitability can be more powerful. CVs do not always reveal everything a candidate has done but serve as a guide. That said, the accuracy of matching candidates begins before the search starts. A detailed discussion with customers about the job brief, company, recruiting challenges, immediate team, culture and more, helps us to understand how and why a candidate will suit. Often these conversations lead to changes in the requirements, trade-offs and scenarios that the employer didn’t initially consider. Revealing these new requirements can be the difference between finding a solution and not. Investment of time at the beginning of a project to layout the scenarios that can lead to success is vital.

We use various methods to source candidates beyond our own database. We also use online databases, and social networking tools but good old-fashioned network as well. Of course, having access to millions of people via online tools isn’t enough. It is knowing how to mine this data creatively to find the people that others cannot and to create opportunities from passive jobseekers who would not usually apply. Usually screening / vetting takes places over various stages. Sometimes this may start with online screening questions but always leads to us holding 1-2 calls or online meetings to get to know the candidate better. Beyond this references, recommendations, profiling and other tools can be utilised.

With decades of experiences between us we have recruited successfully across numerous industries. Broadly speaking this includes several sectors within engineering and technology. Quite often we find that if the specific domain knowledge is not the most important requirement of an employer, we find ourselves tapping related industry sectors where transferable knowledge and experience can help fulfil a role. So, although we have recruited successfully in many sectors (e.g. automotive, electronics, defence, technology, medical devices, aerospace, machinery, etc) we often find that skills and knowledge are more important than domain experience.

Yes, we usually begin these discussions at the start of the recruitment process. This sometimes includes discussions around cost of living, relocation, comparison of benefits and industry sector pay scales. It is good to have a solid understanding of candidate and customer expectations from the start, and we realise these can change as the process unfolds. Hence, we are there for those difficult discussions at the end of the process as well as the good ones!

Following representation to a customer (e.g. CV / application being submitted, etc) we urge candidates to stay in touch with us. We will always endeavour to obtain feedback from our customers and pass that on to candidates. We know how frustrating it can be not to receive feedback and closure following a job application.

We generally make sure that candidates are as well prepared as possible. Sometimes this means reviewing and updating CVs and the use of application / covering letters for the application. We also provide advice and coaching for the interview process right through to when people start. Beyond that we like to keep in touch with candidates to see how they are settling into their new role and to make sure everyone is happy.

Following the development and agreement of a recruitment brief with our customer we will contact candidates that are registered with us or accessible through out networks. Usually, our first match would be conducted in accordance with the candidate’s profile, CV or notes that we have, and sometimes people we just remember. Following a discussion with the candidate and assuming there is mutual interest, we would then represent the candidate to our customer.

Simply apply for one of the jobs we are advertising, call or email us. hello@marcus-webb.co.uk

Under the Employment Agencies Act 1973 (as reinforced by the Conduct of Employment Agencies and Employment Businesses Regulations 2003), UK recruitment agencies are prohibited from charging candidates fees for job placement services. Agencies can legally charge for optional, non-placement services, such as: CV writing, interview coaching, training courses and transportation arrangements.

Much depends on the nature of service our customers require. During our careers we have recruited people from graduate / entry level through to business directors (C-Suite) candidates. We help recruit permanent, fixed term employment and contract / temporary workers.