Simon Curtis

Medical Recruitment has seen some significant shifts in the market over the past 10 years. But the next 3 years are going to make IR35 and Monitor Rate Caps look like a walk in the park. 🚶‍♂️🌳 Here's my 𝐓𝐨𝐩 𝟓 things to watch out for (and prepare for) in the next few years: 🔍 𝐈𝐧𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐮𝐬𝐞 𝐨𝐟 𝐌𝐚𝐧𝐚𝐠𝐞𝐝 𝐒𝐞𝐫𝐯𝐢𝐜𝐞 𝐏𝐫𝐨𝐯𝐢𝐝𝐞𝐫𝐬 𝐚𝐧𝐝 𝐕𝐞𝐧𝐝𝐨𝐫 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐒𝐲𝐬𝐭𝐞𝐦𝐬 to achieve a more uniform spending model across the NHS and remove the ability for escalated rates to slip through the net when managed internally. This will lead to... 💸 𝐓𝐞𝐦𝐩𝐨𝐫𝐚𝐫𝐲 𝐜𝐨𝐫𝐫𝐞𝐜𝐭𝐢𝐨𝐧 𝐢𝐧 𝐩𝐚𝐲 𝐫𝐚𝐭𝐞𝐬 𝐚𝐧𝐝 𝐚𝐠𝐞𝐧𝐜𝐲 𝐟𝐞𝐞𝐬. Candidates will be temporarily forced to accept more standardized rates, driven by a MSP/VMS monopoly and the gradual throughput of younger locums who have never experienced the 'good old days' and so know no different. Agencies will no longer be in control of what they charge and will be forced to streamline their operations, leading to... 🌏 𝐈𝐧𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐨𝐮𝐭𝐬𝐨𝐮𝐫𝐜𝐢𝐧𝐠 (𝐁𝐏𝐎) to countries such as India and the Philippines. As placing candidates becomes more process driven rather than relationship driven, agencies will gradually ditch the big salaries and bonuses of their internal recruiters, instead opting for a more productive workforce at a hugely reduced cost. This will likely cause... 🔄 𝐓𝐨𝐩 𝐛𝐢𝐥𝐥𝐞𝐫𝐬 𝐛𝐫𝐚𝐧𝐜𝐡𝐢𝐧𝐠 𝐨𝐮𝐭 𝐢𝐧𝐭𝐨 𝐦𝐨𝐫𝐞 𝐟𝐮𝐭𝐮𝐫𝐞 𝐩𝐫𝐨𝐨𝐟 𝐫𝐨𝐥𝐞𝐬. As companies adapt to slimmer margins and a more process driven recruitment model, top billers will transition into other sectors of recruitment, work as freelancers on behalf of larger agencies/MSPs in commission based roles, or change industry altogether for a better work/life balance. 🏥 𝐒𝐢𝐠𝐧𝐢𝐟𝐢𝐜𝐚𝐧𝐭 𝐫𝐢𝐬𝐞 𝐢𝐧 𝐭𝐡𝐞 𝐮𝐬𝐞 𝐨𝐟 𝐢𝐧𝐬𝐨𝐮𝐫𝐜𝐢𝐧𝐠 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬. As hospitals and patients feel the positive impact of insourced care on waiting times, NHS x Private partnerships will become the norm. Better rates and departmental autonomy will mean that more candidates will be recruited via thinly veiled 'insourcing projects' to mitigate the inevitable staffing shortages accelerated by point 1! What do you think? What changes do you envisage in the industry? Let me know if you agree or disagree with my predictions. 💬

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Is HealthTech the game-changer the NHS needs? Think AI helping with diagnoses, telemedicine cutting down on hospital visits, and smart data making care more efficient. The Tech is out there so this isn’t some distant future; it’s possible now. So why aren’t we embracing it? If we don’t, the NHS could be in real trouble. Can healthtech save the NHS - what do you think? #Healthtech #NHS #HealthcareInnovation"

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"Sorry, we only work with specialist agencies" 😫🔫 🙄 The biggest misconception about Reed is that we are a 'generalist' agency (whatever that actually means). 👨‍🔬👩‍🍳 Every consultant here is a specialist in a particular discipline. For example, my teams work solely in Food & FMCG Production & Manufacturing, and Life Sciences - https://lnkd.in/dDMGnBXj 🤔 Think quality assurance, technical disciplines, lab environments, food safety, specifications, NPD.... You get the picture. 🥇 We also have consultants who focus solely on desks in #HR, #Finance, #Tech, #Marketing #PropertyAndConstruction #Accountancy #Education #Care #Engineering #Manufacturing #Insurance #FinancialServices #Sales #BusinessSupport #NHS #Hsopitality #Facilities.... #Reed #LifeatReed #wearespecialists #ReedFood #ReedScientific #LifeScience #ScienceJobs #FoodJobs

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A question that gets asked ALL THE TIME... 'What's your 5 year plan?' 🤔 ... and quite frankly, sometimes we just don't know our options. So if you're an SDR thinking about the bigger picture then you might find our next SDRs of London of London event interesting... This Wednesday (17th April) we'll be hosting an intimate in person (Wiser Elite HQ) panel session exploring different options and avenues on offer in SaaS. We'll be joined by Nick Chitty, Senior AE at CommVersion, Leonie De Graag, Senior Solutions Engineer at Reachdesk, Ellie Clayson, SDR Manager at Abacum and Adam Kosky, Senior CSM at Panaseer to talk through the many different parts of the sales funnel you can venture into 🤩 We'll be unpacking their career journeys, the different roles, challenges & opening it up to the floor for advice on how to develop into different areas of the sales function. For you: 🔵 Free to attend 🔵 Plenty of 🍕 and 🍻 🔵 Networking 🔵 Great opportunity to speak with senior sales reps and hear their stellar advice Would love to see some new and familiar faces there ☺️ Link to sign up in the comments! #SDREvent #CareerDevelopment #Progression #5YearPlan

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Don’t Use a Permanent Recruiter for Your Interim Contract Needs ⚠ It’s easy to think that if an agency does a great job filling your permanent roles, they’ll be able to handle your contract requirements just as well. Recruiting for contractors is a very different ballgame, and here’s why: With permanent vacancies, recruiters start from scratch every time. The process involves in-depth qualification, reference checks at the end, and plenty of client-candidate interaction. This works well because there’s time to build a thorough understanding of the candidate’s fit. In contract recruitment, speed and precision are everything. A contract recruiter doesn’t have the luxury of weeks to fill a position. They need to know, often within minutes, who’s available, who’s proven themselves on similar projects, and who can deliver exactly what’s needed. That’s where specialist experience matters. At CAPU Search, we’ve spent years building relationships with contractors, taking references on multiple projects, and understanding their specific strengths. This enables us to fill contract requirements rapidly and with the right people. A permanent recruiter may lack this critical insight into the contractor market, potentially resulting in slower response times and suboptimal candidate choices. Just because your agency delivers well on perm roles doesn’t mean they can pivot effectively to contract recruitment. If you need a fast, reliable, and proven solution, you know what to do 👇 📲 07742773353 📧 [email protected]

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🔥Female-Led Recruitment Start-Ups 🔥 Top Tips on researching your market for recruitment success. Deep market knowledge sets the foundation for a successful recruitment agency. Download our free guide to starting your new recruitment venture: https://lnkd.in/ezM2rmWV Here’s our top 3 on market research: 🔥 Identify Your Niche: Focus on specific industries or job types where you can offer the most value. 🔥 Analyse Competitors: Understand what competitors offer and how you can differentiate your agency. 🔥 Stay Informed: Keep up with industry trends, job market changes, and potential client needs. Helen says…There are definite pro’s and con’s of niches, but generally having a niche makes all of your activity much more strategic and it’s much more attractive for prospective clients and candidates. It also makes you much more scalable and saleable further down the line. #whynotyouwhynotnow #professionalwomen #recruitment #entrepreneurship #motivation #innovation"

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From a recent personal experience is the rise of #HealthTech going to stop face to face GP? The massive reduction in NHS spending has put the private sector leaps and bounds ahead when it comes to getting a GP appointment, literally within minutes opposed to months! Running a tech company myself that supports healthcare providers, you just couldn't do your job if it wasn't for the tech infrastructure around you. Personally very excited for what they could bring in and believe it should be embraced. Early diagnosis tools using AI/ML could be the difference between life and death, not a replacement for experienced doctors and nurses but in an aging population a welcome support arm. Does the introduction of more tech in healthcare scare you? #innovation #digitalhealth #healthcare #technology #recruitment

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Engage in Retained Search for Quality Candidates As a recruiter specialising in the UK's thriving design, electronics, and manufacturing industry, I've seen firsthand the benefits of a retained search. 🌟 Retained searches ensure a commitment to quality and fit. With 78% of companies reporting a significant improvement in candidate quality through retained searches (source: UK Recruitment Insights 2024), it's clear that this approach can transform your hiring process. Imagine the impact of having the right talent, perfectly matched to your business needs, driving your success forward. Isn't it time to consider a partnership that prioritises the long-term success of your business? Connect with me to discover the difference a focused search can make. Visit versorecruitment.com to learn more. 🔍 Let's find the best together. #Recruitment #UKManufacturing #TalentAcquisition

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📈Unlike many of our competitors we are looking to keep growing our Contract offering in SThree Leeds across Computer Futures Tech and Real Staffing Life Sciences. ❓This has meant many interviews in the last few weeks and more to come, where I often get asked what makes the best recruiters stand out…. 👂🏻Listening to The Diary Of A CEO of a CEO this morning and Codie A. Sanchez described Steven Bartlett as having the below 4 things…which I think answer the question ⏳1. Time - it will take time to gain a network and reputation 🏃🏽2. Consistency - you have to show up and do the basics everyday 😖3. Grit - it is a tough job and you have to be able to dig in and believe 🧠4. Solve problems - this is for your clients, candidates, your market and you - find solutions at all levels! 🙋🏼‍♂️🙋🏻‍♀️If you think you have all of these…we want to hear form you. 📲Drop me or Nigel Bigger a message! 🏬We are hiring. Join Us. Adam Watson Gavin Lewis Matt Kitching David Jennings Laura Lloyd Laura Harries #WeAllLoveLeeds #Recruitment

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Navigating the UK/EMEA Market: The First Marketing Hire for US Companies in Europe Embarking on an international expansion journey is pivotal for any US company. As you set your sights on the European market, the decision to make your first marketing hire is both strategic and symbolic. It marks the beginning of a tailored approach to a new audience, with unique cultural nuances and customer behaviours. Europe is an extremely diverse landscape with its various rules and preferences. Here are three key considerations for US companies making their first marketing hire in the EMEA: 1. Cultural Intelligence Your ideal candidate should deeply understand the range of European cultural fabric. They need to be adept at translating your brand's message in a way that resonates with this diverse audience. This goes beyond language proficiency—grasping the subtleties of humor, etiquette, and values. 2. Market Insights The European market is mature and sophisticated, with distinct regional variations. A marketer with local insights can navigate this complexity, identifying opportunities and tailoring strategies to different demographics. They should be well-versed in EMEA marketing trends and customer research to ensure your campaigns are relevant and impactful. 3. Regulatory Knowledge Europe has its own advertising and marketing laws, which can differ significantly from US ones. Your first marketing hire must know these regulations to ensure compliance and protect your company's reputation. From GDPR to the Advertising Standards Authority (ASA) codes, a marketer with a firm grasp of European marketing laws is essential. As you take this step, remember that your first marketing hire will set the tone for your brand's international presence. They will be the architect of your narrative in a new market, the voice that will introduce and establish your brand. Choose someone who understands the European market and is, of course, aligned with your company's vision and values. #USExpansion #MarketingStrategy #UKMarketInsights

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Innovation in BD Recruitment 🌟 Ever thought BD in recruitment is just rinse and repeat? Think again. Business Development in recruitment doesn't have to be a dull, repetitive task. Instead, it's an opportunity to shape and redefine the way agencies work. By embracing innovation, we can transform BD from a monotonous process into a dynamic and exciting part of our roles. It's about breaking free from the mundane and injecting creativity into our strategies. Here are some fresh insights to keep your BD efforts sharp and engaging: - ✔️ **Leverage Data:** Use insights to tailor your pitches and identify growth areas. - ✔️ **Stay Connected:** Regular check-ins with clients to understand their evolving needs. - ✔️ **Be Digital:** Engage through social media and virtual meet-ups to reach wider audiences. - ✔️ **Personalise:** Move beyond generic selling; offer bespoke solutions that truly match client demands. Let's elevate the way we approach BD in recruitment. It's time to ditch the old playbook and embrace innovative methods that can lead to greater success and client satisfaction. It doesn't have to be all serious and strictly professional. It's time to flip that narrative. BD can be fun, engaging, and incredibly rewarding. Imagine building long-lasting relationships over meaningful conversations rather than dry calls and emails. At SJLife Sciences, we believe in making BD an enjoyable experience. Whether you're connecting with start-ups or established giants, think about the unique stories and potential each interaction holds. It's not just about filling roles; it's about connecting the right talent with the right opportunities, and that process can be both creative and fulfilling. 🌟 #BusinessDevelopment #RecruitmentInnovation #TalentAcquisition

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How much research should a recruiter to do before making a sales call? Of course, the answer is "it depends" but if you've got good knowledge of your market, it should be quick A quick look at their LinkedIn profile, particularly the 'about us' section Scan their recent LinkedIn posts Review the CRM notes (yes, the best recruiters make notes on the CRM about ALL previous conversations) And (whilst dialling the phone) their website Ask great questions to control the conversation (this is key) And think on your feet I'm there to be shot down with this post because clearly some sales calls do require more research But my point for today is this: Prevarication is a target killer So learn the art of 'quick research' if you want to speak to more prospect clients and win more business

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📢 The Medical Recruitment Market in Crisis! 🏥🚑 Hello LinkedIn Community, I'm reaching out today to highlight a pressing issue in our healthcare system that's hitting hard across the UK. The NHS, an institution we all rely on and respect, is currently facing a paradoxical crisis in the medical recruitment market. 🔍 What's happening? Locum Work Shortage: There is an alarming lack of locum opportunities. Medical professionals who could step in and alleviate pressure are finding doors closed. Overburdened Staff: Despite the absence of locum roles, permanent staff are stretched to their limits, often working extra hours without relief. Patients in Corridors: Heartbreakingly, patients are increasingly being treated in corridors due to a shortage of available staff and resources. 🩺 The Contradiction: Despite these visible signs of strain, some NHS trusts claim they don't need additional staff. This disconnect raises serious questions: Why are there no locum opportunities when the need for medical care is so evident? How can we ensure patient care does not suffer due to staffing shortages? 👩‍⚕️👨‍⚕️ What Can Be Done? Transparency: NHS trusts must provide clear and honest communication about their staffing needs. Flexible Staffing Solutions: Embrace the role of locums to fill gaps and support existing staff. Support for Staff: Ensure mental health and well-being support for our overworked healthcare heroes. Let's start a conversation about how we can address these issues. Our healthcare system depends on the dedication of its staff and the quality of care they can provide. It's time to bridge the gap between policy and practice to ensure no patient is left waiting and no professional is left unsupported. Join me in discussing potential solutions and raising awareness. Together, we can advocate for a stronger, more responsive NHS. #HealthcareCrisis #NHS #MedicalRecruitment #SupportOurDoctors #HealthcareHeroes #LocumWork

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If you're struggling to attract & assess MedTech talent and using a recruiter: But refuse too: → Meet with them → Communicate → Commit time Then they will not be able to sell your jobs as effectively as they deserve to be sold. Getting beneath the bonnet with strategic questions to understand what's going on. Communicating real impact, benefits of why you, your vision = positive ROI. Expecting A* grade results with a job spec & salary as the only source of intel... is like playing darts blindfolded and hoping for a bullseye. Recruit like this if you want to waste more time & money on recruitment. Recruit with Yozi Search & Selection if you want to focus on better shortlists, outcomes & customer experience. Call me 07428693421 Email me [email protected]

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Recapping on my conversation with EPR Test Manager Jim Brown. A key highlight in this for me was Jim's advice on what it takes to become a successful EPR Test Manager.✔ Pay attention to the detail. EPR deployments are huge pieces of work which requires looking at from multiple different angles. Also do not forget to listen to those around you. #EPR #testmanagment

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There’s roughly 45,000 salespeople in the UK tech scene with over 5 years’ experience. How hard can it be to find the right person? Well, pretty hard, once you start applying the filters. Take a role I did recently for a GTM position. They wanted: 💥 Sector familiarity. 💥 French or German fluency 💥 UK based but willing to move to appropriate region, 💥 demonstrated leadership skills plus a few things I can’t share to protect the innocent. Once you start applying those filters you quickly end up with a list of just a 1-200 strong. Then you have to find those people. Get their attention, persuade them to move etc. All sorts of things can take a candidate out of contention from a big commission payment due, family circumstances, or plain loyalty to a great boss. That’s why my client has spent months trying to fill the role, because it is hard. I had a short list within two weeks. A week after that, they hired someone. How did I do it? Well, the simple answer is I followed the process, but the more insightful is to say that I was put onto the successful candidate by a referral. It’s the kind of thing you can’t do for every role, but for the roles that need to be filled it’s the most effective way.

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Last week I caught up with Jim Brown for him to give his insights into the EPR testing world and this is what we covered ✔ - How did you overcome an issue on a previous EPR Project? - Successes from previous EPR projects . . . - Favourite EPR Project and why? - How might AI affect the testing industry? - What does it take to become a successful EPR Test Manager? #EPR #testing #digitalhealth #itworkshealth #connectingexperts

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Testimonial references used to be standard in search and headhunting, but I've seen some discussion recently that they're not worth doing anymore. I'm wondering if the reason people don't see the value is because they're not being done as effectively as they should be. If you're hiring for a new role via a search firm or headhunter, do they do references for you during the interview stage, to give you the best supporting information to help make your decision? If they do, is the level of detail high enough to be useful, or does it just feel like they're going through the motions? Attached to this post is a real (anonymised) example of a testimonial reference we provided recently. It's part of our efforts to be radically transparent with clients and candidates. We share full answers to the questions, including any areas of concern the referee might have. We even give the full transcript of the call, word-for-word (I've cropped it below for brevity, but in this case the original document ran to 10 pages). If you were getting supporting documents like this from your recruitment partners, would it help you come to the right decision on who to hire? In our experience it gives enough confidence to our clients that they rarely go past 2 stages for interview, even for the most senior or hard-to-fill roles.

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Did you ever hear the saying: “Small leaks sink big ships, but small savings build mighty fortunes.” - attributed to Benjamin Franklin? I feel it explains perfectly why a Fractional Finance Director is worth their weight in gold. Not only do they stop the small financial leaks that really could sink your ship, but they also use their experience and knowledge to ensure that the savings made really can add up to something! #FractionalFinanceDirector #FFD #Recruitment

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