Call Summary:
Participants:
* Kate (Client)
* Oliver (Recruitment consultant from Verto)
1. Role Requirements and Location
* Key Responsibilities:
o Field service role with focus on engineering and electrical aspects, specifically water treatment (but open to aligned experience).
o Will train candidates without specific water treatment experience.
o Looking for candidates who have a couple of years of experience in engineering, ideally with some electrical background.
o Water treatment experience is a bonus, especially knowledge of processes like reverse osmosis or deionization.
* Location:
o Role is based in the Southwest, but the team is open to candidates from other parts of the UK due to the rarity of the skill set required.
o Field-based, so candidates may work across various sites in the region.
* Travel/Work Hours:
o Expected to travel, with a mix of local and distant client visits.
o Travel time of about an hour each way, with some short and long days.
o Some days could be paperwork days working from home.
2. Challenges in Recruiting
* Previous Candidates:
o A previous offer was declined due to salary mismatch (candidate accepted a higher offer elsewhere).
o One candidate did well initially but was dismissed after a poor in-person interview due to unprofessional appearance.
o Another candidate had a good phone call but didn’t match expectations in person.
* Vacancy Background:
o This role opened up due to a promotion of an existing team member to Service Manager.
o The recruitment process has been ongoing for several months, but no ideal candidate has yet been found.
3. Candidate Package and Expectations
* Salary:
o Candidates with relevant experience could be offered around £40K, but those without it would likely be offered £35K to £38K.
o Bonus scheme (typically 10% of salary) and overtime could add another £2,000+ annually.
* Other Benefits:
o Training and support for candidates looking to transition into the field.
o Overtime and allowances for working away from home.
* Work Environment:
o Small company, meaning they cannot compete with larger corporates on salary and benefits, but they offer growth opportunities and training.
4. Process and Next Steps
* Interview Process:
o Initial 20-minute Teams call for an introductory chat.
o If there's mutual interest, the candidate will be invited to the office in Cheddar for a more detailed in-person interview.
* Scheduling Interviews:
o Kate is hoping to get an interview scheduled next week, depending on Matt’s availability (the person managing the recruitment and performing multiple roles).
o A provisional call is planned for Wednesday afternoon to review outstanding candidates.
* Recruitment Consultant’s Role:
o Oliver will send over CVs as soon as possible and will also provide a new signable document regarding fee adjustments.
5. Fee Structure Discussion
* Fees:
o Previous agreement: 18% fee with a 3-month replacement guarantee.
o Oliver is open to negotiating the fee but prefers not to reduce it below 18%. A potential compromise could be increasing the replacement period to 4 months.
* Rebates and Adjustments:
o Fee reductions could come with the extension of the replacement period.
o Oliver suggested a 4-month replacement guarantee, and Kate agreed to look into that adjustment.
6. Next Steps and Follow-ups
* Oliver to send over candidates' CVs as soon as possible.
* Kate to confirm availability for interviews on Wednesday afternoon and finalize the fee document by the end of the week.
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