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Global recruitment firm Randstad has reported revenue growth over the second quarter at 38.2 percent with Group revenue higher than it was in Q2 in 2019, utilising the full strength of its portfolio and permanent placements +91 percent year-on-year +1 percent vs 2019. Global market leadership and competitive growth supported by diversified portfolio; in-house and professionals above 2019 levels. The firm showed continued market share gains in the USA and France with volume trends in early July indicating continued positive momentum.

“Positive momentum continued across all our geographies into the second quarter of 2021 and we delivered strong Group performance,” says CEO Jacques van den Broek. “Group revenue surpassed 2019 levels and we achieved solid profitability whilst continuing to invest in new growth opportunities. As a result, we welcomed more than 2,400 new colleagues to our global workforce. We are also continuing to roll out our global technology transformation, with Monster showing positive YoY momentum, and are excited to provide a better experience to both talent and employers using the combination of Randstad and Monster capabilities in the future.

As markets begin to recover, pre-pandemic trends such as talent scarcity are also returning. By providing in-depth data, technology and integrated services, we are playing an essential role for our clients by helping them to achieve a total talent management strategy. At the same time, the pandemic continues to touch the lives of many and the wellbeing and health of our employees is our highest priority. This quarter, in particular, I am proud of the active role we played in the pandemic humanitarian response in India. I would also like to thank all our global colleagues for the support they have shown. Based on the strength of our performance in the first half we are optimistic for the remainder of 2021, although we are still exercising caution while pandemic-related instabilities and limited visibility remain. We look forward to sharing an update of our strategy at our Capital Markets Day in November 2021.”

If you have any interesting news to share please email the Editor on Debbie.walton@talintpartners.com

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The co-chair of the Loan Charge APPG report on the contracting industry has effectively called for an end to umbrella companies by suggesting the government strike out part of its Finance Bill.

Speaking in parliament the week after the APPG’s How Contracting Should Work document was published, Ruth Cadbury MP launched a scathing attack on the umbrella industry.

“The unintended consequences of IR35, off payroll legislation, has been a proliferation of umbrella companies, some of which have pushed people into disguised remuneration schemes,” she said.

She added that the APPG report had, “exposed significant malpractice, including withholding holiday pay and kickbacks for recommending or passing on contractors, even including providing fitted kitchens and holidays for recruitment agency directors”.

Opportunity for change

While she said that long term an alignment of tax and employment laws was needed, Cadbury suggested the government now had an opportunity to stamp out bad practices by making changes to Clause 21 of the Finance Bill, which deals with workers provided by intermediaries.

“The government could simply strike out Clause 21, which would then ensure workers got the agency rights they should be getting. Agencies can run their own payrolls, they do for their own staff anyway, they do not need umbrella companies and neither do their contractors.

“Or, the government could redraft Clause 21 to seek to stop the exploitation but they must do one or the other.”

She said some schemes were not transparent about tax avoidance during the sales process and had caused “misery” for workers.

“The government and HMRC are well aware schemes are still being mis-sold to people, including mid and low paid public service workers, nurses, doctors in the NHS and other clinical specialists, teachers and social workers. And also many in the private sector, IT, business services and so on.”

Levelling the playing field

However, Dave Chaplin, CEO of contracting authority ContractorCalculator, said he did not think it was likely the government would follow Cadbury’s suggestion. “Why should the honest umbrella companies suffer because of the few that are up to no good,” he asked?

“The alternative option is to update the existing Finance Bill to rule out skulduggery, and make all umbrellas operate on a level playing field. That would be the more sensible way forward, and there are some options that might be possible.

Crawford Temple, CEO of Professional Passport, expressed a similar view. “Closing down a whole sector that provides such crucial support to the entire contingent workforce would be an over-reaction. We agree with Ruth Cadbury and have indeed been making the point to HMRC for many years that limiting the ability of disguised remuneration and non-compliant operators to enter the market is essential.

“However, the proliferation of these arrangements is a direct consequence of ill-thought through legislation with the responsible stakeholders in the sector all aligned on highlighting these problems in their responses to previous consultations that have been ignored.

“I would suggest that a collegiate and joined-up approach is what is needed right now to drive up standards and stamp out the unethical practices that are giving the entire sector a bad name.”

More enforcement needed

Phil Pluck, chief executive of the Freelancer & Contractor Services Association, which gave evidence to the APPG for its report, added that it is not only regulation but also enforcement action that is needed.

“The key suggestion is that regulation should apply to the umbrella sector, which the FCSA has been campaigning for for a number of years. But we would go further and say that this also requires robust and visible policing. HMRC are caught between maximising tax revenue and prosecuting tax avoidance criminals. This conflict means that not enough prosecutions end in convictions and not enough directors see the inside of a prison cell.”

He said IR35 reform made this need all the more pressing. “The IR35 reforms will see an increase in contractor numbers and an increased opportunity for unscrupulous agencies and umbrella firms to further exploit this population.

“The FCSA is already looking at how it can bring in greater compliance standards in order to create a more transparent and fairer playing field for these workers but the government must stop dragging its heels on regulation and the resources to prosecute unlawful elements in this market.”

Clarke Bowles​, Director of Strategic Sales at Parasol Group, backed the call for more enforcement. “Investing time pressing government for a single enforcement body helping to drive proper regulation would be far more effective than making sweeping statements about an entire industry, most of whom uphold very high standards of compliance.”

Overly simplistic

Bowles added that Cadbury’s dismissal of the need for umbrella companies was misguided. “A quote from Ruth during the speech said ‘The legislation as originally drafted would have meant that the agency would have to put the worker on their own payroll where they would have enjoyed the protections of existing agency legislation.’

“This ignores the fact that agency workers employed by a compliant umbrella company already enjoy and benefit from full employment rights. Whilst there is no obligation on the fee payer to offer employment rights, adopting this strategy could create large numbers of zero right employees, creating a much bigger issue.

“Ruth suggests that clause 21 be struck out and recruitment agencies run their own payroll ‘as they do anyway for their own staff.’ This completely ignores the complexity of fee payer responsibilities, deductions and the benefits for temporary workers that come with the continuity of employment, benefits packages, employment rights and protections.

“In addition, not all recruitment businesses are able to run their own payrolls, many simply do not have the resources, infrastructure or expertise to do so.”

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A new survey of more than 2,700 contractors reveals just 14% will accept an inside IR35 decision, raising fears that UK companies could be on the verge of a massive talent exodus.

Overall, 69% of contractors said that if they were deemed inside IR35 they would either leave or charge a higher fee, according to research by specialist insurance broker Kingsbridge in the lead-up to the introduction of new off-payroll rules on Tuesday, April 6.

This potential exodus of contractors from talent pools is further exacerbated by the struggles this group have faced over the past year. According to Kingsbridge’s research, a staggering 70% of contractors have gone without government support so far during the pandemic, suggesting that a significant proportion of the flexible workforce could soon be lost to employers.

Tough job ahead for recruiters
Andy Vessey, Head of Tax at Kingsbridge, said the findings are alarming reading for recruiters trying to attract highly skilled and flexible contractors. “It’s clearly been a difficult year for contractors, with the combined effects of Covid-19 and Brexit already weighing heavily on their shoulders, and IR35 is yet another challenge to contend with. Engagement and communication…will be key to ensuring that this significantly valuable resource doesn’t dwindle after April 6.

“IR35 reforms can seem complicated and troublesome for recruiters who have new responsibilities and liabilities under the rules. However, if the legislation is understood, enacted fairly and communicated effectively, then contractors will be able to keep working in the way that they want to, and end clients can prove that they are employing them legitimately and legally outside IR35.”

The research highlighted that, while 73% of contractors felt prepared or somewhat prepared for IR35, 55% did not believe their recruitment agency was ready.

Third-party sellers ‘a compliance risk’
Crawford Temple, CEO of Professional Passport, a large independent assessor of intermediary compliance, warned recruiters to be wary of third-party sellers and sales lead generation companies, which typically offered introduction incentives of up to £400 each.

“With umbrella charges typically equating to around £20 per week, it is difficult to understand how these large financial incentives can be offered through standard compliant offerings,” he said. “Many of these organisations seek to front their offering with an accredited provider to create a perception of compliance. Once leads are received, and where the individuals are looking for higher returns, they are often introduced to a different offering.

“Many of the ‘high return’ models operate significantly higher charges whilst at the same time returning larger take home pay for workers. Where compliant tax arrangements are used, the take home pay from providers will be broadly the same, with the only difference being where the charge varies, which should only result in a few pence difference to a worker.”

Beware the ‘ghost’ system
Temple also urged recruiters to be alert to ‘ghost’ systems, where providers seemingly operate compliant offerings with many workers engaged by a standard umbrella style arrangement.

“Behind this seemingly compliant offering lies a separate offering that is only offered to workers who express a desire for higher returns,” he said. “These non-compliant offerings typically fail to provide workers with pay slips or other communications relating to the breakdown of pay so that these would have to be requested by the recruitment company directly from the provider. The examples provided do not reflect the reality of the arrangements and are designed to mislead.”

Tell-tale sign of non-compliance
A tell-tale sign for recruiters that something is wrong is a sudden increase in workers operating through a specific provider for no apparent reason.

“Ignorance is no defence, and the supply chain needs to work together to drive up standards and promote the importance of compliance,” Temple said. “The message is clear: work with compliant partners that you trust and be wary of firms that seem to be aggressively cashing in on new upcoming legislative changes.”

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Concerns that recruiters may be taken to court over unlawful deductions of employers’ national insurance contributions (NICs) have created a cloud of confusion ahead of new IR35 rules coming into effect for the private sector on Tuesday April 6.

Amid the news that group litigations are being prepared to seek compensation from employment agencies or umbrella companies that have deducted NICs from contractors’ gross pay since IR35 was introduced in the public sector in 2017, Apsco issued a statement in a bid to address recruiter concerns ahead of new off-payroll working rules being introduced to the private sector next week.

Changing from outside to inside IR35
Tania Bowers, Legal Counsel and Head of Public Policy for APSCo, said it was important that companies clearly differentiated between “outside IR35” rates and PAYE/umbrella rates.

“When a contractor changes from outside to inside IR35, our advice to members has always been that the cleanest approach is to terminate the original contract with the PSC and issue a new one on new terms,” she explained.

“This is generally required as most workers – as we saw from the 2017 reforms and are already seeing now – provide their services through an employment solution at an umbrella company rather than continue to work inside IR35 under their PSC. However the contractor works, inside IR35 or umbrella, if clients are unwilling to increase their rates then our members are left in a position where they need to offer the contractor a new contract, but on different fee rates, as employers’ NICs and apprenticeship levy contributions – where applicable – must be paid. The Key Information Document is intended to address the issue of transparency over pay, but currently it is not having the impact hoped for.”

 

“The recruitment company must pay the umbrella a sum which covers the employment costs, including holiday pay, apprenticeship levy contributions, NICs and worker gross pay. This means that the worker’s gross pay will be less than the amount paid by the recruitment agency to the umbrella. As an HMRC spokesperson explained recently, ‘it is legitimate for umbrella companies to deduct employers’ national insurance contributions from the payment they receive from the recruitment agency’.”

 

Financial burden to recruiters

David McCormack, CEO of employee benefits and outsourced payroll provider HIVE360, explained the financial burden for recruiters.

 

“Recruitment businesses running an in-house payroll of 400 workers will add over £30,000 each year in administration and resource costs. Those using an umbrella company to pay workers are forcing workers to carry the burden of processing costs on average £20 per worker per week – that’s around £1,000 a year based on an average £18,000 salary.

 

“Recruitment companies have three options – either return to in-house payroll, cut workers’ pay, or outsource payroll to a recommended PAYE-compliant specialist. If agencies offer workers a fair comparable PAYE rate, the workers are better off financially being paid via a PAYE model – to work it out, deduct the weekly fee and all costs of employment going through an umbrella company and see the real ‘take-home pay’ for workers.

 

“Obviously, if there are hidden tax schemes behind the umbrella (mini umbrella, micro umbrella or elective deduction models sometimes called Hybrid), then it’s likely that agencies won’t offer a directly comparable PAYE rate.”

New HMRC off-payroll report ‘too little, too late’
APSCo is critical of the timing of the release of a new report from HMRC and IFF Research into the impact of off-payroll reforms on employment companies, citing the research as being “too little, too late”.

“The research revealed a number of insights that were to be expected, with some recruitment firms already noting a drop in contractor numbers and client demand for PSC contractors,” Bowers said. “It is reassuring to see, though, that most staffing companies have been preparing ahead of the deadline. It is, however, disappointing that this research has come to light so late in the day…leaving little time for action from HMRC.”

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By Dawn Gibson

Major recruiters continue to report big profit slumps as permanent placement activity remains low across world markets.

The latest profit results for Hays, Kelly and RTC show that tough operating conditions relentlessly pounded profits through to the tail end of 2020, although there are signs trading activity is bouncing back in early 2021.

Hays

The Hays Group reported a 75% dive in operating profit to £25.1 million (2019: £100.1 million) on the back of a 24% decline in net fees in its half year report for the six months ended December 31.

In the UK and Ireland, the group recorded a £1 million operating loss, with temp fees down 21%, improving through the half, and perm declining by 35%.

In Australia and New Zealand, operating profit was down 42% on the back of a 34% drop in perm fees and a 18% drop in temp fees, while in Germany profit was down 76%, with perm down 34% and temp down 45%.

Trading in all major markets improved through the half, however, showing promise of a better 2021.

“With recovery in fees and our profits accelerating in Q2, this provides us with confidence to resume paying core dividends at our full-year results in August,” said Hays Chief Executive Alistair Cox. “We have also identified £150 million of surplus capital, which we also intend to return to shareholders in phases via special dividends, again commencing at our results in August.”

Kelly

Kelly Services reported an operating loss for the full year of 2020 of $93.6 million, compared to earnings of $81.8 million reported for 2019. On an adjusted basis, earnings from operations were $44.3 million compared to $90.8 million in 2019.

The group reported Q4 operating earnings of $9.5 million, or earnings of $13.9 million as adjusted, compared to earnings of $28.8 million in the corresponding quarter of 2019 as adjusted. Q4 revenue was down 7.2% year-over-year as the continuing effects of the pandemic impacted customer demand.

President and CEO Peter Quigley pointed to sequential quarter-over-quarter revenue improvement in Q4 as a sign of gradually improving economic conditions. “We’re optimistic that we’ll benefit from a recovery that gains momentum throughout 2021, with pipelines for both organic and inorganic growth strengthening,” he said.

RTC

For the year ended December 2020, RTC reported a 14% drop in group revenue to £81.4 million, down from £94.9 million for 2019, and a 45% slump in profits from operations to £1.1 million, down from £2 million in 2019.

However, net cash inflow from operating activities rose 76% to £5.1 million and net cash increased to £1.9 million, up from net debt of £2.8 million in 2019. No final dividend is proposed.

Commenting on the results, CEO Andy Pendlebury pointed to the impact of the pandemic as the story behind the numbers. “Given the seismic impact of the closure of large parts of our economy, I believe our results are extremely respectable and our cash position significantly enhanced,” he added.

Staffing 360 Solutions

Staffing 360 had some positive news with its preliminary fourth quarter results for the year ended December 2020. The company predicted unaudited Q4 revenue of $53.8 million, an increase of 11%, over Q3, citing rises in gross profit and demand.

The company has raised approximately $19.7 million (approx. $18 million net) in a public offering of 21,855,280 shares of its common stock at $0.90 per share. Since June 2020, Staffing 360 has reduced $55 million of debt to $26.8 million, a reduction of $28.3 million, or 55%.

“Completing this raise of $19.7 million gross proceeds is the latest step forward toward improving our balance sheet, setting the stage for further growth and progress in 2021,” said CEO and President Brendan Flood.

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Industry research from the REC and WEC under-estimates growth in UK recruitment. This is according to the latest Top UK Recruiters Report, published by TALiNT International, which features 825 recruitment companies that each have a UK turnover in excess of £5 million per annum.

 

Using up to date Companies House information, and data supplied by these recruitment firms, it found that total revenues from the 825 companies is £39.7 billion. This is higher than the £35.7 billion highlighted in the Recruitment and Employment Confederation’s (REC) Recruitment Industry Trends report for 2017/18. The Top UK Recruiters Report also estimates that 148,000 people are working in the sector, compared to 115,000 claimed by the REC.

 

While 39,232 businesses are registered under the recruitment related SIC codes at Companies House, with 8,448 newly formed companies in 2018, the Report’s author, David Head, observes that many of these are sole traders.

 

“If pushed, TALiNT International would say that there is a maximum of 20,000 fully functioning businesses operating in the sector,” he said. “What is not a matter of conjecture is that the sector remains on a growth curve and shows little sign of a slowdown.

 

Based on its estimate of 20,000 trading recruitment companies, the Report claims that turnover for the entire UK recruitment industry is in the region of £48 billion, or €55 billion – much higher than the €31.8 billion recorded by the WEC.

 

“The recruitment industry has remained one of the most resilient sectors in UK business, continuing to grow and prosper despite Brexit uncertainty, skills shortages, record employment and just about everything else that the new technology disrupters can throw at it,” adds David Head. “There are, quite simply, some outstanding businesses with truly exceptional leaders operating in the sector and they are continually pushing up standards, both in levels of expertise and service, as well as in actual raw financial performance.

 

“This is why there should always be robust data and information that charts and records the growth of the recruitment industry. There has to be a source that can be viewed as the ‘go to’ reference point for the sector and that remains the purpose of the Top UK Recruiters Report.”

 

The Report lists 825 recruitment businesses in turnover order and drills into key metrics including turnover, NFI and PBT per employee, perm and temp turnover, region and over 30 sector disciplines. “If you use any form of contingent worker, engage with staffing and recruitment companies, RPOs, MSP or executive search firms, this is the definitive guide to the sector,” Head concluded.

 

To order your copy of TALiNT International’s 2019 Top UK Recruiters Report head to: https://www.eventbrite.co.uk/e/top-uk-recruiters-report-2019-tickets-60523479356.

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Recruiters and associated HR services placed over 1.1m people into permanent jobs in 2017/18, and were responsible for placing more than 1m agency workers on any given day, according to new data published today by the Recruitment & Employment Confederation (REC).

The REC’s annual Recruitment Industry Trends report for 2017/18 showed that the total industry turnover from permanent and temporary/contract placements, and other HR services, reached £35.7 billion, an increase of 11% on last year. £30.85 billion was generated through temporary/contract placement activity, and approximately £4.84 billion through permanent placements.

The number of businesses operating in the UK recruitment industry grew by almost 10% in the year to March 2018, totalling 30,430, and the industry employed approximately 115,000 people.

Other figures from the 2017/18 report include:

  • Almost two thirds (64%) of temporary assignments were for 12+ weeks, while one in five (20%) were for 6+ months (compared to 61% and 20% respectively in 2016/17)
  • 85% of contract placements were for 12+ weeks, and 45% of contract workers were on assignment for 6+ months (compared to 80% and 44% respectively in 2016/17)
  • The average value of permanent placements from the wider recruitment industry was £4,238 (up by 6.4% on the average in 2016/17)
  • The average annualised turnover of each temporary/contract worker on assignment was £34,976 (up 20% on the average in 2016/17)

Recruitment Industry Trends 2017/18 also includes the REC’s forecast for the next three years, which remains positive despite the unknowns in the political landscape. The REC forecasts that the UK’s recruitment industry will grow by 4 per cent in 2018/19, 4.5% in 2019/20 and 5 per cent in 2020/21.

REC chief executive, Neil Carberry, said, “It has been an extraordinary year for recruitment and recruiters. Tight labour markets and quickly shifting skills needs have driven the growth of the industry – but only because recruiters have adapted swiftly to changing times. We see this increased value for clients reflected in our monthly survey feedback – recruitment is a key part of the UK’s world-leading professional services sector. We should celebrate an industry which boosts the economy and transforms candidates’ lives every single day.

“The path ahead is uncertain – Brexit, immigration reform, tax changes, technology. But this report shows that recruiters can look at that uncertainty and see the opportunities. Whatever the coming months and years bring, recruiters will continue to use their skills and knowledge to boost the UK’s labour market and find people their perfect job.”

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New figures have revealed that the total number of newly registered recruitment agencies in the UK was higher in April than at any time over the last six years.

Figures obtained from Companies House found that a total of 1,199 agencies were registered as newly trading agencies between 1st – 30th April, compared to 981 in March. This puts the start-up rate for recruitment agencies higher last month than at any time since 2012. Since the start of 2018, over 3,900 (3,957) have been registered.

There are currently 39,232 recruitment agencies registered as trading in the UK. With the latest figures from the Office for National Statistics showing there are 2.67 million limited companies as of end of March, this equates to around 67 businesses per recruitment agency.

The continued rise in the number of recruitment start-ups is reflective of the confidence of the sector compared to other areas of the economy. While several industries have seen a downturn, as a consequence of the government’s failure to provide clarity over Britain’s trading relationship with Europe once Brexit comes into effect, the recruitment industry remains buoyant.

Paul MacKenzie-Cummins, managing director at Clearly PR, said, “The skills shortage continues to trouble many employers. Companies are increasingly concerned about their ability to find and attract the right talent to fill their vacancies – it is getting harder for them.

“For a growing number of employers, seeking external support in the form of a recruitment agency has moved from being a nice-to-have to an essential element of their hiring strategy. This is fuelling the recruitment start-up economy which is enjoying its fastest growing period in years.”

Last week it was reported that 1,600 IT and engineering workers who had been offered jobs in the UK were denied visa between December and March. But this is only the tip of the proverbial skills crisis iceberg.

The same report stated that 1,876 medical practitioners and healthcare workers and 197 teachers were also refused permission to take up their job offers in the UK over the same period.

It’s a similar picture when it comes to STEM recruitment, which has recently been put at costing £1.5 billion a year.

While 2017 was the strongest year for the sector since 2012 in terms of the start-up rate, the number of new players entering the market this year suggests that 2018 could see an equally impressive period of growth.

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Phaidon International has been acquired by Quilvest Private Equity, the private equity arm of the Quilvest group. Financial terms of the transaction have not been disclosed.

Phaidon International operates globally across offices in 10 locations including London, Zurich, New York, San Francisco, Hong Kong and Singapore. Founded in 2004 and headquartered in London, Phaidon has grown organically since its inception to over 500 employees and through its portfolio brands, DSJ Global, EPM Scientific, Glocomms, LVI Associates and Selby Jennings, identifies talent to place in the science, technology, engineering and mathematics (STEM) sectors.

Quilvest’s investment will continue the development of Phaidon International. Under its new ownership, Phaidon will remain focused on expanding its five brands into existing office locations, while maintaining its high standards of delivering hard-to-find talent and building long-term partnerships.

Harry Youtan, CEO of Phaidon International, said, “I’m very excited to be partnering with Quilvest for the next chapter of the Phaidon business. Quilvest stood out because of its international relationships and reach, as well as the quality of its team. I have no doubt that they will help us to fulfil our vision of becoming the go-to partner of choice for STEM partners worldwide. I would also like to pay tribute to our founder, Adam Buck, who will be stepping back from Phaidon following the transaction. Adam has been instrumental in building Phaidon into the successful business it is today.”

Jay Takefman, partner at Quilvest Private Equity, commented, “We are delighted to announce our investment in Phaidon International. We see Phaidon as a unique player in a highly attractive, fast-growing sector. We are excited to partner with CEO Harry Youtan and his impressive management team to continue building on the progress that they have made to date. Over the coming years, we intend to further support the company’s growth, both in existing and new markets internationally and across its portfolio of renowned brands whilst staying true to its values-based, meritocratic culture.”

Adam Buck, founder of Phaidon International, added, “I am proud of what we have achieved with Phaidon over the last 14 years. I wish Harry and team all the very best in the future, and look forward to hearing about their successes moving forward with Quilvest Private Equity as their partner.”

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Tiger Recruitment has appointed Roxie Hanlon as head of its temporary division in the City office.

Hanlon is covering maternity leave for Kat Martyn, director and head of the City office. She heads up the team which matches candidates with business support roles; her clients include FTSE 100, global blue-chip and finance companies.

Emily Jacobs is the latest addition to the firm’s marketing team. As content editor, she creates digital and print content aimed at Tiger’s employees, clients and candidates.

This recruitment drive comes alongside Tiger’s recent announcement about the appointment of Amy Butler as Head of Middle East and North Africa (MENA), who is developing the agency’s business in Dubai and across the region.

David Morel, CEO and founder, commented, “At the end of 2017, Tiger reported a 68% rise in company revenue. As a result of our swift growth, we are delighted to welcome our fantastic new team members on board, who are building on Tiger’s existing success in placing the best support candidates with clients across London, regional UK and abroad.

“Each recruitment consultant brings a fresh approach to the business, while our administrative staff ensure that our day-to-day operations run smoothly and efficiently.”

Pictured: Additions to the Tiger Recruitment team

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