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The Government’s latest announcement that the scourge of late payments owed to SME businesses will be legally addressed comes as welcome news!

38 businesses a day close because of late payments. Thats in excess of 266 business closures a week. Over One thousand companies closing down with all the attendant job losses every single month!

A huge amount of time is spent by well-run companies chasing overdue payments for services and good they have already supplied or manufactured having spent their money providing these.

This new Bill alters the way companies pay each other, which should end the pain of excess delays and unscrupulous practices which always hit the smallest businesses hardest!

Key takeaways of the Small Business Protections Bill (formally known as the Commercial Payments Bill) include: –

Introduction of a 60-day cap on payment terms on all big companies paying smaller suppliers, mandatory interest on late payments, set at 8% above the Bank of England base rate
A complete ban on the practice of withholding retention payments under construction contracts.

Regardless of your political persuasion, Sir Keir Starmer’s comments on this new payment legislation and it’s impacts for SME businesses and saving jobs is hard to disagree with!

The Prime Minister had this to say; “Small businesses are the backbone of our economy – run by people who take risks, create jobs and keep communities going. This government is firmly on their side.

“Too many small business owners are spending hours chasing money they are owed and when payments don’t come through, the cost is personal. It’s about whether you can pay your staff, keep the lights on, or invest in your future.

“Today we’re changing that with the toughest action on late payments in a generation, so small businesses get paid on time and get the backing they need to grow, create jobs and serve their communities.”

There will also be new powers for the Small Business Commissioner enabling them to investigate poor payment activities, judge disputes and importantly, fine the worst offenders – awarding the offenders fines that could be worth many tens of thousands of pounds for those with the worst persistent late payment records.

This news is of critical importance to all small businesses and particularly welcome news for the SME business community!

As the Business Secretary Peter Kyle commented: “Costing the UK economy £11 billion every single year, late payments choke growth, cost jobs, and force too many good businesses to close. That ends today.

“Through this landmark bill we are delivering the toughest payment reforms in over a generation, to give the UK the strongest legal framework in the G7, and back small businesses with the certainty they need to grow and thrive.”

You can view the article in Business Insider by clicking HERE

The Small Business Commissioner is also getting new powers to investigate poor payment practices, adjudicate disputes, and fine the worst offenders – with potential fines that could be worth tens of millions for persistently late payers.

Business Secretary Peter Kyle said: “Costing the UK economy £11 billion every single year, late payments choke growth, cost jobs, and force too many good businesses to close. That ends today.

The Bill builds upon and strengthens legislation first laid out in the 1998 Late Payment of Commercial Debt Act.

After working with the Federation of Small Businesses, these Bill powers will also ensure boards or audit committees of persistently late‑paying large companies publish clear explanations of poor payment performance and the steps they are taking to improve it.

FSB Policy Chair Tina McKenzie said: “Tackling late payment is one of the biggest things the government can do to help small businesses grow. FSB is proud to have worked with ministers on these reforms and it’s encouraging to see the voice of small firms reflected in legislation. Giving audit committees a clear role in payment practices is a vital step in changing late payment culture.”

Mental Health Awareness Week 2026: Moving from Awareness to Action

The 11th to 15th of May marks Mental Health Awareness Week. After years of “starting the conversation,” the 2026 theme is “Action.” It’s a call to move beyond posters and slogans and toward meaningful changes in how we work and live.

In a climate shaped by the ongoing cost-of-living crisis and a volatile job market, mental health isn’t just a “HR topic”, having good mental health is the foundation of our economic and social resilience.

The Employer’s Perspective – Building an “Action-First” Culture

For companies, “Action” means moving past one-off yoga sessions and focusing on the systemic causes of workplace stress. High interest rates and market uncertainty have put pressure on bottom lines, but the cost of burnout is far higher.

Moving to Action:

Audit the Workload: The most effective “action” for mental health is often simply ensuring people have the time to do their jobs. Review team capacities to prevent chronic overwork.
Financial Wellbeing Support: Acknowledge the cost-of-living crisis. Action can include providing access to financial planning tools, transparent salary benchmarking, or hardship grants. Equally action could include temporary support with fuel costs for staff travelling into the office.
Manager Training: Upskill leaders to spot signs of struggle early. Action is a manager feeling confident enough to say, “I’ve noticed you’ve been quiet lately. How can I help?”

Useful Resources for Employers:

MHFA England Action Toolkit: Guidance on implementing Mental Health First Aiders.
Mind’s Wellness Action Plans (WAPs): A practical tool for managers and employees to co-create support structures.
A great online social media toolkit is available on MIND https://www.mind.org.uk/media/q1qpvn2u/mhaw-2026-sport-physical-activity-pack.pdf

Stage 2: The Candidate’s Perspective – Navigating the Search

Looking for work in 2026 is a marathon, not a sprint. The “Action” theme for candidates is about self-preservation and reclaiming agency in an often impersonal process.

The Reality of the “Fruitless” Search:
Job seeking in a tight market is mentally exhausting. Frequent rejections, or worse, “ghosting” can lead to:-

Imposter Syndrome: Feeling unqualified despite years of experience.
Financial Anxiety: The weight of the cost-of-living crisis making every “no” feel like a personal rejection and increasing desperation to find any job.
Erosion of Routine: Losing the structure of a workday can lead to lethargy and isolation.

Moving to Action:

Set “Working Hours” for the Search: Don’t let job hunting bleed into your entire evening. Decide that “Action” for today ends at 4 PM. Set a designated hour / time of day to focus on your job search but then have a strict ‘finish time’ and stick to that!
Control the Controllables: Focus on the quality of connections rather than the quantity of clicks. One coffee chat or a tailored job application is a more positive “action” than 50 “Easy Apply” hits.
Protect Your Identity: Remind yourself that you are more than your job title. Engage in hobbies or volunteering to maintain a sense of purpose that isn’t tied to an employer’s response. In other words – do something for YOU!

Useful Resources for Candidates:

National Careers Service: For free advice on managing career transitions.
Mental Health UK – Managing Money Anxiety: Practical tips for when financial stress impacts your mind.
Mental Health Foundation: Check out their excellent website on this link: https://www.mentalhealth.org.uk/our-work/public-engagement/mental-health-awareness-week

The Bottom Line:

Whether you are hiring or applying, the ‘action’ for 2026 is to replace “I hope things get better” with “What is one small thing I can change today?”

The latest annual survey by organisational design and planning software platform Orgvue, based on feedback from 1,000 C-suite executives and senior decision makers at medium and large organisations, shows that 39 percent of leaders made redundancies after introducing AI. Of these, 55 percent acknowledged mistakes in their redundancy choices and are now admitting those redundancy decisions were wrong.

Consequences of the AI-induced redundancies include widespread internal confusion, leading to employees quitting and a drop in productivity – the exact opposite of what businesses had initially hoped for with the deployment of artificial intelligence.

Having seen how it’s played out, businesses are now less likely to believe that AI will replace human workers after all.

The report uncovers huge amounts of uncertainty over AI’s impacts on the workforce, with 38% of leaders still don’t understand AI’s impact on the businesses, with 25% unsure which roles are most at risk from AI.

Despite only 48% of managers expecting AI will replace some workers compared with 54% last year, leaders reportedly feel less responsible in protecting their workforce from redundancies.

Oliver Shaw, CEO of Orgvue, said that businesses are “learning the hard way” that replacing people with AI can go “badly wrong”.

“We’re facing the worst global skills shortage in a generation and dismissing employees without a clear plan for workforce transformation is reckless,” he said. “Some leaders are waking up to the fact that partnership between people and machines requires an intentional upskilling program if they’re to see the productivity gains that AI promises.”

Despite challenges, AI continues to be a major driver of workforce transformation. Seventy-two percent of business leaders believe AI will remain the dominant force shaping their organisations over the next three years, a slight increase from 2024. Investment in AI remains strong, with four in five businesses that invested in AI last year planning to increase their investment in 2025.

In today’s rapidly changing work environment, connecting the right people to the right roles has never been more crucial. The COVID-19 pandemic fundamentally changed the way we work, catalysing the widespread adoption of remote and hybrid work models. Fast-forward to 2025, and hybrid work is no longer a trend, it’s the standard across many industries. Yet, with its rise comes a new set of expectations, challenges, and innovations in the recruitment space. Companies and candidates alike must now navigate a landscape where flexibility is balanced with performance, culture, and long-term value.

Hybrid work, where employees split time between remote and in-office settings, has become the preferred model for many companies. According to a 2024 report by Gartner, 71% of knowledge workers globally now work in a hybrid model, which is expected to rise.

Recruiting for hybrid roles involves a blend of strategies to ensure that candidates can thrive in both remote and in-person environments. This means evaluating more than just technical skills. It includes digital communication ability, self-motivation, and adaptability.

Role Clarity Is Essential

Clear job descriptions have become even more important with Candidates wanting to know:

What days (if any) are expected in-office?
Are there flexible working hours, does it follow traditional 9 – 5 hours or is there an expectation to be available at specific times?

Transparency at this stage sets the tone and reduces conflicting expectations down the line.

For businesses, hybrid models can boost employee satisfaction and retention. Employees who are granted flexibility often report higher job satisfaction and engagement levels, which in turn leads to improved productivity. When companies recognize that flexibility can enhance the employee experience, they are better positioned to attract and retain top talent, especially in competitive industries.

Hybrid working also reduces overhead costs for businesses. Companies can downsize their physical office spaces, saving on rent, utilities, and maintenance, while still maintaining a dynamic work environment that supports both collaboration and flexibility.

Perhaps one of the most significant benefits of the shift to remote work is the ability to recruit from a much wider geographic area. From a recruitment perspective, location is no longer a limiting factor. Businesses are no longer confined to sourcing talent within commuting distance of their offices. This means that roles traditionally based in Nottingham, Derby, or Leicester can now attract candidates from across the UK or even globally.

While the benefits of hybrid and remote work are clear, these models also come with challenges that employers must navigate. Managing a distributed workforce requires thoughtful planning and strong communication. Employers need to ensure that remote workers feel connected and engaged, even if they are not physically present in the office.

Building a cohesive team culture in a hybrid or remote setting can be challenging. Regular communication, virtual meetings, and team-building activities are essential to maintain a sense of belonging and ensure that employees feel supported. It’s also critical to equip managers with the skills to lead remote teams effectively, fostering trust, accountability, and clear expectations.

Additionally, businesses must invest in the right technology and infrastructure to support hybrid and remote work models. From cloud-based collaboration tools to secure networks, ensuring that employees have the resources they need to work productively from anywhere is key to long-term success.

Another consideration is the potential impact on career development and progression for remote workers. Employers need to ensure that remote employees have access to the same opportunities for advancement, professional development, and mentorship as their in-office counterparts. Transparency and fairness in promotions and career growth are crucial for maintaining morale and retention across a distributed workforce.

The Future is Flexible
The truth is, there’s no one-size-fits-all solution. What works for one company or individual may not work for another. However, the hybrid model offers a promising path forward, which balances the need for collaboration and connection with the desire for flexibility and autonomy.

As we navigate this new era of work, it’s clear that the companies that succeed will be those that listen to their employees, adapt to their needs, and embrace the possibilities of hybrid and remote work.

Short-Term Solution, Long Term Impact: The Power of Interim Professionals

In a world where change is the only constant, businesses must continuously adapt to stay competitive. The increasing complexity and pace of today’s business environment have led many organisations to seek agile solutions. Among these solutions, the use of interim professionals has gained significant traction.

These skilled experts’ step in to address specific challenges or lead key projects temporarily. While their roles are transient, the impact they leave can be profound and lasting. We delve into the reasons behind the rising prominence of interim professionals and how they contribute.

Why is Demand for Interims on the Rise?

Historically, interim roles were limited to short-term fixes, such as covering for absent employees or filling gaps during recruitment processes. However, the role of interim professionals has expanded far beyond these traditional functions. Today, they are often called upon for their deep expertise in specialised fields, acting as catalysts for change and transformation within organisations.

Contributing factors to the growing demand for interim talent:

1. Technological Advancements

The rapid evolution of technology requires businesses to quickly adopt new tools and systems. Interim professionals with specialised technical knowledge can lead these initiatives, ensuring a smooth transition and helping organisations stay ahead.

2. Economic Volatility

In uncertain economic times, companies may be reluctant to make long-term hiring commitments. Interims offer a flexible, cost-effective solution, allowing businesses to adjust their workforce as needed without the burden of permanent employment.

3. Strategic Initiatives

Whether launching a new product, entering a new market, or undergoing a major restructuring, organisations often require specialised skills for specific projects. Interims bring the necessary experience and focus to execute these initiatives effectively.

Interim professionals provide unique benefits that extend beyond their temporary tenure. Their contributions often set the stage for lasting positive changes within organisations.

The Distinct Advantages of Interim Professionals

1. Unbiased Perspective and Fresh Insights

Interims enter an organisation without preconceived notions or biases. This external viewpoint allows them to objectively assess the current state of affairs and identify areas for improvement. They are often able to spot inefficiencies, outdated practices, or untapped opportunities that insiders may overlook. This fresh perspective can lead to innovative solutions and a clearer strategic direction.

2. Rapid Deployment and Expertise

Interim professionals are typically seasoned experts with extensive experience in their respective fields. The temporary nature of interim roles often means they are brought in for urgent needs, this combination means quick integration and action compared to a permanent equivalent that may need the expertise developed. Whether it’s manufacturing process improvements, engineering design revisions, or production system implementations, interims bring a wealth of knowledge that can significantly benefit an organisation.

3. Knowledge Sharing and Capacity Building

Interim professionals frequently work closely with the existing team, sharing their knowledge and best practices. This collaboration not only helps in accomplishing immediate objectives but also enhances the skills and capabilities of the permanent staff. The transfer of knowledge and expertise from interims to full-time employees can lead to sustained improvements in the organisation’s operations and culture.

4. Cost and Flexibility

The experts although experienced, can offer significant cost savings and flexibility by working on a part-time or project-specific basis. Businesses can scale their involvement up or down as needed, avoiding the long-term financial commitment of full-time hires. They often deliver results faster due to their expertise and focused roles, providing cost-effective solutions. This approach allows companies to manage budgets efficiently, paying only for necessary expertise while maintaining agility in response to changing business needs.

Conclusion

The growing utilisation of interim professionals reflects a broader trend toward greater flexibility and responsiveness in the modern business landscape. While the roles of these experts are temporary, their impact is often permanent. By providing specialised expertise, fresh insights, and a capacity for rapid implementation, interims play a crucial role in helping organisations navigate change and achieve long-term success. As businesses continue to face an ever-evolving set of challenges, the power and potential of interim talent will remain an invaluable asset

The importance of flexibility and expertise in the workforce has never been more pronounced than in today’s dynamic business landscape. Interim talent, with its unique flexibility, specialised skills, and experience, is a critical resource for companies looking to navigate these challenges. In this blog, we delve into the crucial role of interim professionals in meeting business objectives and how they have become a vital component of workforce strategies for HR professionals and company directors.

Understanding Interim Talent

Interim talent means experienced professionals hired temporarily to fulfil specific business needs. Identifying the right interim professional for your company involves understanding your requirements, conducting a thorough search, and assessing candidates based on their skills, experience, and cultural fit. Companies often bring in interim professionals to spearhead projects, fill leadership gaps, or provide specialised expertise that is unavailable internally. Because of their extensive experience and skill sets, interim professionals hit the ground running with minimal need for training.

Filling the Void Swiftly

One of the standout advantages of interim talent is their ability to fill gaps left by departing staff members swiftly. When unexpected vacancies arise in critical roles, interim talent offers a seamless transition. It provides relief until a permanent solution is found.

Access to Specialised Skillsets

Today’s business environment demands diverse skills, and not every company has the broad range needed in-house. Interim talent offers access to these unique skill sets on an as-needed basis. Interim professionals provide businesses with the necessary expertise and inspiration to drive growth without the need for long-term commitments
or hiring full-time employees.

Project-Specific Achievements

Interim professionals excel in driving project-specific objectives to completion. They focus on short-term goals, helping organisations achieve milestones efficiently. They can devote their time and energy solely to the project, ensuring it receives attention without distracting permanent staff from their core responsibilities. This focused approach often leads to faster project delivery, higher quality outcomes, and increased team productivity.

Adapting to Change and Uncertainty

When the economy suffers a sudden shock (remember Covid?) the agility and experience of interim professionals becomes highly valuable. Their immediate impact during such periods can be a game-changer for businesses striving to maintain stability or quickly adapt to new market conditions.

Interim professionals bring years of experience and a breadth of knowledge gained from various industries and scenarios. This diverse background enables them to assess situations quickly, identify critical issues, and implement effective solutions urgently. Faced with economic upheaval, these skills are invaluable, allowing businesses to respond proactively.

Interim managers adapt to new environments quickly, allowing them to integrate into your team rapidly and cause minimal disruption to ongoing operations. They are skilled at building relationships, understanding team dynamics, and aligning their work with the company’s goals and values. Their perspective as external contributors allow them to provide objective assessments that internal stakeholders, who might be too close to the issues, can sometimes overlook.

Their strategic input can help companies navigate sudden reductions in demand, supply chain disruptions, or shifts in consumer behaviour. By focusing on achieving specific goals and driving results, interim professionals can steer companies through crisis periods more effectively, allowing them to emerge resilient and well-positioned for recovery.

We are delighted to have opened a new office in Tampa, Florida, having recently branched out into the US specifically serving the Public Accounting & Financial Advisory market.

Based out of Tampa and operating on Central Time, our specialist team partners with myriad Public Accounting & Advisory firms of all sizes, from Big 4 to mid-tier, to regional and boutique, typically with a hub in Florida, and often with offices nationwide.

For further information contact Andy Lilliman (details below) or visit our US website USA – Astute Financial (astuterecruitment.com)

Mary Maguire, MD of Astute Recruitment talks about ‘How to make your job search more successful’ and specifically about how to best engage with your recruiter.

We are delighted to continue to support Future Forest Company in 2025, by planting one tree with them for every placement we make!

This means that as a business we’re reducing our carbon footprint, doing our bit for the planet & helping to reduce global warming.

Future Forest Company plant trees on their own land, guaranteeing that the tree will never be removed. All trees are looked after & cared for for 5 years after being planted to ensure they mature. The sites also include water areas and other natural habitats to encourage natural fauna and flora to thrive.

Our Astute trees are planted on the beautiful Glenaros Estate on the Isle of Mull in Scotland, which Future Forest Company acquired in 2020. The hill ground on the estate provides the perfect setting for creating a beautiful, healthy forest with the 2000 acre estate having the capacity to plant up to 1 million trees.

Glenaros Estate on the Isle of Mull in Scotland

While festivities and holiday cheers often steal the spotlight early in the new year, it is worth thinking about the unique opportunities for career growth that January and February offer. Although the UK’s fiscal year begins in a few months, many companies align their recruitment drive with the calendar year and concentrate on new hiring plans in January.

Some people believe this season hiring activities slows down, but employment data confirms a significant rise in companies seeking new talents at the beginning of the year. This alignment often leads to a surge in job postings from organisations seeking to fill positions. By concentrating on your job search now, you can take advantage of this increased hiring activity.

1. Recruiters Peak Activity & Ready to Hire!

Recruiters and hiring managers are more attentive and are engaged in responding to job applicants after recharging during the Christmas break.

Recruitment agencies experience a significant increase in activity during January, with a surge in both job postings and applications. Engaging with a reputable recruitment partner like Asute, can provide access to a broader range of opportunities and valuable insights into the job market.

2. Companies Have Revised Strategies & Budgets

At the beginning of the year, businesses tend to revise their strategies and set new objectives which is why January traditionally sees a rise in job applications, with levels higher than in any month in the previous year. This can create demand for skilled professionals to help achieve these goals, however this also means heightened competition, making it essential to have a well-prepared CV and application strategy.

Applying for positions during the early months of the year puts candidates in an opportune situation where companies and teams are more receptive to new members and are willing to offer more competitive salary packages and benefits.

3. The Beginning Of The Year Is All About Goal-Setting

Just as individuals set personal goals during the new year, companies also actively establish and pursue strategic objectives to foster growth and success.

The new year brings a mindset of change and improvement. Job seekers often feel more focused and driven during this time, which can enhance the quality of applications and performance in interviews. If you’ve been contemplating a career move, now is an opportune moment to channel that “new year, new career” energy.

4. No Holidays Coming Up

Humans are simply more productive when they are well-rested. Research shows there is an 80% increase in performance following a break (like the recently concluded Christmas and New Year holidays).

As recruiters and hiring managers return to work in January when there are no major holidays, they tend to be on a continuous hunt for talent and are also more readily available to review applications, conduct interviews, and make hiring decisions without holiday-related disruptions.

5. People Are More Motivated

The fresh start offered by the new year brings a collective sense of renewal, goal-setting, and increased motivation which positively impacts the hiring landscape. As companies seek to expand and enhance their teams to achieve business objectives, employers also approach the new year with a proactive mindset.

By making the most of this early hiring season, job seekers maximize their chances of securing meaningful employment, position themselves at the forefront of opportunities, and approach the new year with a strategic decision that lays the foundation for a successful and fulfilling professional path.

So if you’re wanting a new job, contact Astute and don’t miss out on this opportunity window!

In today’s fast-paced work environment, the wellbeing of employees is paramount for maintaining productivity and fostering a positive workplace culture. With this week marking National Grief Awareness Week 2024, it’s an opportune moment for employers to reflect on how they support employees experiencing grief. Running from December 2nd to 8th, this week aims to highlight the impact of grief and the importance of support systems and now’s the perfect time for employers to do more than just acknowledge grief – they can take meaningful steps to support grieving team members year-round.

Unaddressed grief doesn’t just affect individuals; it ripples through the workplace, impacting productivity, increasing absences and leading to higher turnover. Research from Hospice UK shows that 77% of employees aged 18-34 would consider leaving their job if they felt unsupported after a loss.

Despite the universal nature of grief, many employees feel pressured to return to work before they’re ready, often without adequate support, and with only 17% of managers feeling confident in supporting grieving colleagues, there’s a clear gap in our approach.

Understanding National Grief Awareness Week

National Grief Awareness Week was first observed in 2014 by the Good Grief Trust charity in the UK. It seeks to raise awareness of the challenges faced by those grieving and to educate people on the profound impact grief can have on mental health.

‘Shine a Light’ is this year’s theme for National Grief Awareness Week 2024, with the objective to shine a light on people, places and projects in the UK.

Why Supporting Grieving Employees Matters

Grief is a universal emotion that touches all of us, triggered by various life events such as the loss of a loved one, a job, or a significant life change. It manifests in various emotional states, from sadness and isolation to anger and guilt.

Physical symptoms like fatigue and appetite loss are also common. For employers, understanding and acknowledging the impact of grief is crucial not only for the individual’s healing but also for maintaining a supportive work culture.

Supporting employees through their grief can lead to:

Enhanced Employee Wellbeing: Acknowledging an employee’s grief promotes emotional healing and mental health.

Increased Loyalty and Engagement: Employees who feel supported are more likely to stay committed and motivated.

Positive Workplace Culture: Reducing stigma around grief fosters openness and empathy among colleagues.

Ways to Support Grieving Employees:

Create a Safe Space for Expression

Encourage open communication within your team. Regular one-on-one check-ins or group discussions provide employees with opportunities to express their feelings in a safe, non-judgmental setting. Listening with empathy is key to helping them feel understood and supported.

Offer Flexible Working Arrangements

Recognise that grieving employees may need adjustments to their schedules. Allowing time off or flexible hours can help them balance their personal and professional responsibilities. This shows that you prioritise their wellbeing during challenging times.

Provide Access to Mental Health Resources

Grief can heavily impact mental health, making access to resources vital. Employers can offer counseling services or direct employees to external support networks, such as grief support groups or hotlines. These resources can be invaluable in helping employees cope with their emotions.

Be Understanding and Accommodating

Every individual experiences grief differently. It’s important to be adaptable and considerate of each employee’s unique situation. This might mean adjusting workloads or providing additional support. Demonstrating compassion can significantly ease an employee’s grieving process.

Building a Supportive Workplace Culture

National Grief Awareness Week serves as a reminder to integrate empathy and support into our daily interactions, not just during designated awareness weeks. By building a workplace culture where employees feel safe to express vulnerability, businesses can promote mental health and wellbeing.

Employers should use this week as a platform to engage in conversations around grief and to offer tangible support and resources. By doing so, they can help foster trust and openness, paving the way for a more compassionate workplace.

Let’s shine a light on the importance of supporting employees through their grief—creating a more understanding and supportive workplace for everyone.

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Mike

3 years ago

Highly recommended! Josh and Sarah have been fantastic at Astute. They've found and placed me in 2 jobs now between them, both really responsive and excellent at keeping you up to speed with things. Very knowledgable about the roles and happy to talk to companies with any queries you have.

C R.

Great agency one of the best ones I've worked with! Liz has been a great help and support in helping me towards a new direction in my career life. She is very attentive and keeps me in the loop at all times! She makes the extra effort to work with my preferred requirements for work and even if it isn't completely attainable she meets me in the middle and does as much as she can to help! Also Liz is very funny might I add 😂 and I'm happy that I can now put a face to the name after all these years! Thank you again Liz for all your help and support! 😊

Christine

Josh and the Astute team was very swift to help me to find roles that matched my profile. They are really reliable and will help through every step of the recruitment process going out of their way to assist and follow up when needed. Could not find a better recruitment agency!

Helen Pinegar

Fantastic recruitment agency.. Josh was extremely enthusiastic, encouraging and clearly knowledgeable about what was needed from both the employee and the employers point of view. Extremely supportive especially in regards to interview preparation and endeavoured to procure feedback promptly. Wouldn’t hesitate to recommend Astute in the future to both candidates and recruiting businesses particularly for the right fit for the role!!!

Lisa Leigh

4 years ago

I have worked as a candidate for Astute and they have been excellent. Super friendly service and professional agents keen to fit the right person to the right job. It has been a pleasure dealing with them and I would happily work for them again in the future. Highly recommend this agency.