It’s that time of year when around 50% of the candidates registering with Aspen are looking to move from agency recruitment to in-house recruiting.  Sometimes it’s a career plan, sometimes it’s to try and escape something that is no longer enjoyable or working, sometimes it’s about finding out about something new.

We’ve written a lot on this topic before but there is always value in a refresh.  Here’s Ellie’s take this year.

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Location:  Mainly central London, a day a week in East Berkshire, a day a week from home
Salary:  Base salary c.£50,000-60,000, annual bonus, excellent benefits package

If you’re someone who has hired in software sales these last few years you’ll know a different type of recruiting pain to most out there.  Lots of great roles in your business but where is that high bar, high achieving talent?  How is my employer standing out from the crowd?  When am I going to hire for growth again rather than attrition.

Obviously NOW.

How about joining a cash rich very fast growing international software business that’s still small enough for you to have a direct impact on but with an infrastructure and support network that gives you confidence and even that rare thing in a start up AMAZING BENEFITS?

In this role you’ll be something of a nomad, once a week you’ll need to be with your colleagues in East Berkshire for a day, most of the week you’ll be based from a pretty cool (yes aren’t they all these days) central London office, but you’ll also work from home a day a week.  Then there’s probably going to be travel whether to the Nordics of Southern Europe every now and then, but don’t worry you won’t spend your life on a plane.

You’ll be drawn to hiring for a high bar environment where one of your main roles is not only sourcing but ASSESSING sales talent against company values and high levels of sales success.

Personally, you’re going to be motivated by your own development and growth.  Joining now as an experienced in-house recruiter (the salary is going to be c.£50,000-60,000 base), you’re going to want to grow with a business which has a headcount in the hundreds to go into the thousands.  As the business grows so will your opportunities, and I’ll be happy to share some of that path with you.

This is a well rewarded permanent role, a base salary that sits right in the sweet spot of the current market for the type of role, a fair annual bonus based on company and personal performance, an extensive benefits package, and the opportunity to work flexibly as well as hard.

We can’t get away without a couple of bullet points but if you’re interested and hold the right experience set out below we’d love to hear from you.

  • Recruitment agency and in-house recruitment experience
  • Experience hiring for sales roles as a specialism, ideally software sales but it may be gained for publishing, business intelligence or another market
  • You’ll be an outstanding communicator in writing, person, and over the phone
  • You’ll be intellectually curious, keen to personally develop, and be extremely open to learning and improving
  • Your academic credentials are likely to be a cut above the average too, you’ll certainly be able to point to some wonderful achievements in your education and career

So if this is you we’d like to hear from you so we can share more about this opportunity with you.  Please send your CV to [email protected] for further consideration


You know what I hear a lot at the moment; ‘what’s going on out there for in-house recruitment?’

At times in the run up to the referendum and in the immediate aftermath I was tempted to say I wish I knew!  I’m fairly sure no-one is really sure.

Given the interest it’s the first time I’ve toyed with mass communications for Aspen but talking to a number of active job seekers they discouraged us and said keep it personal and post what’s going on to LinkedIn we’ll pick it up there if we want it.

Fair enough.  (But we thought we should put it on our website too…)

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In her latest blog Ellie has written about some of the challenges of moving from agency recruiting to in-house.


We regularly speak to candidates wanting to move from agency to in-house and who are not sure how best to go about this or who are finding the application process tough so I thought that I would write about the experience in more detail.

So what are the main differences between an agency and in-house Recruiter?

Before I write more, I just wanted to clarify that I have not worked agency side until now. I went straight in-house which I know is fairly unusual. So I am writing this from the perspective of our candidates who I’ve spoken to across this last year and have given me a great insight into the role of an agency Recruiter.

The main thing that surprises most candidates in their first role in-house is that you do not have ‘instant credibility’, just like a supplier you have to build trust with hiring managers.  Typically you have to do all that while being overwhelmed by more process and administration than you could ever have expected!

In-house recruitment is still target driven to but not in the same way as agency recruitment:

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The massive gap“We absolutely love you, it’s just you’ve not worked in our sector before and well you know…”

The greatest frustration in the market place for talent acquisition professionals bar none at the moment is this feedback, particularly when there’s so much talk about transferable skills.

And the common thinking for candidates who receive this tends to be:

“You are rejecting me for a role you think I could do an have interviewed me for because of something you have known ever since you first looked at my CV.  You think I can do the job (you actually said I’d be great at it) but organisationally it’s seen as a ‘gamble’?  You don’t know what you are doing.”

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In Ellie’s second blog for Aspen she takes a look at the often trotted out assumption by agency recruiters seeking an in-house role that it’s much easier in-house because you have a direct relationship with hiring managers.  Is that always the case?  Read Ellie’s thoughts based on her experience.

“My Client is taking forever to come back to me on the shortlist that I sent to them weeks ago. If only I worked in-house or on-site in the resourcing team, I’d have much more influence”.

This thought must have crossed most agency recruiter’s mind at one point or another. After all, one of the most frustrating aspects of what we do is receiving a requirement from a client who wants CVs yesterday, pushes you for a shortlist of good quality candidates, it’s panic stations to give them a shortlist and then they disappear off the face of the earth. They won’t return your calls or e-mails. They were chasing you like mad a week or so ago so what’s happened?

I’ve never worked agency side. Before joining Aspen In-House, I worked either through RPO or in-house. So this has been a bit of an eye opener for me in terms of what it can be like for Agency Recruiters when this happens.  I’m on the other side of the fence now and it isn’t nice when it happens on this side either.

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It felt like half the people I’ve ever met in the industry were at the first In-house Recruitment Expo at Olympia last week and that’s not bad when it felt like half had told me they were busy dealing with too many open reqs and too few candidates to step away from their desk for a day or two!

The Expo brought some good news; after a few years of every conference (barring the fantastic SourceCon), workshop or meet up seemingly being dominated by social sourcing, the organisers put on a pretty broad range of topics.  I’ll do a round up in the next few days, but stand outs were Julie Johnson from J&J on their TA journey, and Chris Hoyt on PepsiCo’s use of metrics (if David Green had been there I think he’d have got a ‘little’ overexcited).

This blog though is on the topic that took up most of the content and the conversations around the exhibition hall.


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This week at the first In-house Recruitment Expo I ran a couple of presentations.  With thanks to the hundred plus CIRE members and other in-house recruitment professionals who were kind enough to contribute their view here’s one of them.


This is “Five things to ask your ATS supplier before you buy a new system”.  That said there’s a lot more than that to consider so there are some extra slides on the end.  If you want to follow up on any of this email me on [email protected]  Just click on the link below to read the presentation.


IHRE – ATS supplier questions (final)

I joined Aspen In-house in July last year. My background is in-house recruitment from both RPO and onsite. So how have I found the change in direction and finding people who do what I did for ten years?

There is a heck of a lot of different job titles in recruitment.  There is a blog written elsewhere on our site for this so I won’t go over old ground too much but it’s staggering quite frankly, the variation of job titles for similar roles: Talent Acquisition Manager, Recruitment Manager, Recruiter, Recruitment Business Partner, Resourcer, Talent Sourcer, Geek Hunter, Researcher, Recruitment Assistant, Recruitment Coordinator.  And so the list goes on…

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A CV fit for sourcing star!

In early 2014 there was a very clear demand within talent acquisition functions for a particular skill; sourcing.  As we move into 2015 that pattern has continued so we thought we’d update a blog from 12 months ago.  No change you may think?  Sourcing is what we all do all the time so what’s so special about that?

Mainly the number of people applying directly to roles or via the likes of Aspen who clearly are good at sourcing but are just not demonstrating it on their applications and CVs and are missing out on roles.

As with anything in recruitment assumption is our worst enemy and I’ve really spotted it as an issue for recruiting professionals looking to be considered for in-house sourcing roles so I thought it was worth writing a blog on what hiring managers are looking for and why there’s a break down between what applicants assume and what clients are looking for, and what a sourcing CV needs to contain.


Candidate assumptions

“If I am a recruiter I can source, it’s part of my job”

“I need to demonstrate all my recruiting skills to get a new in-house gig”

“Sourcing is the junior end of recruiting I don’t want to be boxed in to it”

“Because I can do it I do not need to explain why I source, how I source, or what structure I build into sourcing everyone knows what it is”

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