5 reviews
16:04 13 Mar 23
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.C R.
10:45 27 Jan 23
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! 😊
10:32 20 Dec 22
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 PinegarHelen Pinegar
16:19 18 Dec 22
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 LeighLisa Leigh
11:56 30 Nov 22
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.
Contact us
Suite 1, Ground Floor West,Cardinal Square,10 Nottingham Road,Derby. DE1 3QT
Stanford House,19 Castle Gate, Nottingham, NG1 7AQ

How to manage a successful relationship with your recruitment consultant Our 'astute' tips!Even though the jobs market is at it’s busiest for years, and job boards abound with opportunities, it can be hard to actually speak to a recruitment consultant. Recruiters are busy people at the moment! So we thought we would explore this and ask, “How can you manage a successful relationship with your recruitment consultant?”


How do you break through to reach a consultant’s attention? Here at Astute this is such a common problem experienced by candidates before they come to us, that we wanted to share some key advice. We take every application seriously. Personal interaction with all our candidates is key to how we work.


However, in the recruitment industry if you are looking for a job one of the hardest things is actually being able to speak to a recruitment consultant let alone meet one (online or in person!). In today’s current skills shortage, with many recruiters pressured like never before to fill more live jobs than pre-pandemic, agreeing proper bespoke lines of communication for your specific situation is key. This avoids ‘telephone tag’ or WhatsApps being ignored.


It stops either the recruiter wrongly feeling that the candidate is uninterested in the job opportunity they are trying to reach them about and it stops the candidate from feeling frustrated at the lack of communication. 


WhatsApp, Slack, email, and texts are all well and good, but to really build a proper recruiter/ candidate relationship – there is no substitute for the spontaneity of a real conversation. We would argue that the art of real conversations is a key attribute in the recruitment process, particularly as many finance professionals continue to have an agile office/ home working policy.


Its all about consistent, honest, open conversation and communication.






Recruitment consultants all offer varied services for candidates; they can vary in the way they interact with their candidates, the type of clients they focus on, the geographies they cover and of course the specialisms they focus on. Look at the website, have they any accreditations? Have they won any business awards? What are their testimonials like from candidates and clients they have worked with? How string are their reviews on Google? Check them out on LinkedIn.


A really professional recruitment consultancy will have positive testimonials, great reviews on Google, and super testimonials.


We do! 😊


A bit biased, but we like to shout about what we do well.

Check out our 5* reviews from happy candidates and clients.

See What our candidates we have placed have to say about us

See What our clients have to say about us


Make sure you pick an agency that is aligned with your values, and what you are truly looking for. After all, your recruiter will be representing you and acting as your ambassador in the local employer market. You only want the best to represent you!

Remember it’s a partnership- both you and the consultant need to work together pro actively in order to reach the ultimate goal of securing you a new job. The measure of a good relationship is remembrance and re-occurrence over time; At Astute Recruitment we have had candidates contact us who we helped over a decade ago!

Here are a few words from our consultants….

‘It’s all about the partnership- It’s a two-way thing’

‘The best candidate relationships I have developed start with honesty right from the beginning with expectations clearly set from both sides at the outset’

‘Keep open and direct lines of communication in order to develop honest and collaborative partnerships with each individual candidate.’


Here we have listed some key tips to help you develop and manage a really solid relationship with your recruitment consultant.



  • About the specific job you want.
  • The areas you want to work in and contact relevant sector recruitment agencies accordingly.
  • Is career progression important to you? Tell the consultant!
  • What are the most important things you are looking for in the next job?
  • What are the best channels for quick communication with you throughout the recruitment process (texts/ emails/ WhatsApp)?
  • What minimum notice must you give?
  • Your availability for interview.
  • What areas do you need help with? (Interviews? Offer Management? CVs?).
  • How flexible can you be for meeting up/ online chat/ calls?
  • When is the best time to contact you about job opportunities?


Agreeing the above, will confer to the recruitment consultant that you are seriously looking for a new position and that you are ready to be fully active on the job market.


If you can show you are serious about looking for a job the recruitment consultant will take YOUR application seriously.


A consultant needs to know what you want. If you need advice or support be clear on this. If we know what our candidates need from us – we are only too happy to help!


Remember recruitment consultants WANT to find you a job but they are not mind readers.



  • Salary expectations:- If you are a part qualified accountant you are not going to command as much salary as a fully qualified accountant. Yes – salaries are creeping up but be realistic!
  • Have a reasonable timeline to secure a new job.
  • Time Management: Interviews and preparation for interviews take time. Make sure you have built in time for the next few weeks to attend interviews, take calls and research companies pre-interview. If you are about to enter the busiest point of the year work wise, (year end anyone?) then now is not the time to also squeeze interviews in. The quality of interview you give could be compromised. Instead allocate a month when you know attending interviews/ do an online MS Teams or Zoom recruitment call will be easier for you!
  • Hours:- Can you do overtime on a regular basis if that’s key? Or do you need to be home by 5pm/ 6pm for dependants etc. Be upfront with the consultant on this and they can work with you to flag the most relevant opportunities with the right mix of flexible benefits.



  • Keep in touch/ Regular Communication:- Return all calls/ messages /emails promptly.
  • Follow instructions!
  • Be punctual for interviews/ agreed meetings;
  • Provide feedback as agreed;


If you can be CLEAR, REALISTIC, and RELIABLE, congratulations! You will be a sought after candidate to any recruitment consultant and you can look forward to securing a new role soon!

Other blogs you may be interested in: –


Candidate Blogs 

Do you know what time it is on you’re your career clock? Hints and tips to keep your career on track!

From Abacus to AI, why a career in accountancy is a great career choice!

What does it take to be a great Financial Director?


Client Blogs

Why its OK to talk about mental health at work. We discuss a new, free initiative available to East Midlands businesses

Why recruiting the right people at the right time is key for business success

Why good recruiters are like swans / How to hire the right candidate for your business!



If you would like to discuss anything regarding this article or any of our other articles, please  email [email protected]





Why good interview feedback really matters. Interview tips from Astute Recruitment

Why good interview feedback really matters


Our team been working exclusively with a long-standing client to recruit an Assistant Management Accountant. Ideally someone with bright enquiring mind, keen to learn with an accounting and finance degree.  Some experience in a finance role would be ideal. After shortlisting down from 18 candidates to the best five, the CVs went across and our client interviewed all five this week.


The good news is that three have been selected to undertake some online testing and have a second interview in a few days.


The bad news is that two candidates are not being progressed.


The client and Astute were able to discuss detailed, constructive feedback for each candidate including some tips for the future.


We fed back to one of the candidates not being progressed and wanted to share what the feedback was including some constructive tips for them in answering unplanned questions and focussing their answers.


“…while its bad news I’ve not got a second interview – it’s great to get positive rounded feedback after the first interview. I can use this experience and feedback to help me prepare and perform better in future interviews, and hopefully get a second interview next time! Thanks for letting me know and taking the time to ring me.”


He has been impressed with the process at Astute Recruitment Ltd, and thanked us for taking the time to call him and pass on the feedback.


If someone has taken the time to attend an interview – they deserve at the very least to get some constructive post- interview feedback. That feedback may just help them secure a second interview and a job offer next time.


It’s not just learning how to prepare for an interview that counts.

It’s also learning how to perform in an interview. That takes time, practice, and crucially, feedback!”


This is why our team at Astute Recruitment encourages a collaborative relationship with our clients throughout the recruitment process. Good interview feedback from the finance manager/ line manager/ HR professional recruiting, really helps our team inform our candidates on how they can improve their performance on an interview.


From how to answer a question to coping with nerves, unless a person has interview practice and good feedback from the recruitment consultant and/ or client, it is very hard for them to learn how they can come across better in the actual interview itself.


For another useful post on more interview tips and advice, you can see another of our blogs on our website, using the following link:    https://www.astuterecruitment.com/6-interview-questions-and-answers-to-help-you-nail-the-perfect-job-in-the-pandemic/


If you would like any more advice or help around interviews, arranging interviews remotely – let us know.


An article by Mary Maguire

MD Astute Recruitment Ltd

Email: [email protected]

LinkedIn: https://uk.linkedin.com/pub/mary-maguire/18/73/553


6 'astute' Interview questions and answers to help you get a job in a pandemic
6 ‘astute’ Interview questions and answers to help you get a job in a pandemic


With interview requests and new jobs taken by our team at Astute Recruitment, it’s great to share some pointers for candidates about to enter the job market to give them an edge on interview.


Imagine, you’ve been selected for a job interview! Well done! It’s always great news, but especially so in such challenging times.  But preparing for a job interview might be trickier than usual, too.


It would be a little weird if you and your interviewer didn’t acknowledge the global pandemic going on.


You’ll probably be doing your interview remotely, online, at least the first interview, and it’s also likely that you’ll be starting work remotely.


The people and business you’re interviewing with won’t be operating as normal, plus you’ll have to navigate different ways to work together.


Apart from the obvious,  (ensuring you’re wearing smart clothes, and your Zoom background looks tidy & professional), preparing for an interview means being ready to answer some different questions. So, what can you expect to be asked?


1. How are you feeling?

It’s normal to start off an interview with an icebreaker, but in the pandemic, small talk can take on a deeper meaning.


For an interviewer, it’s a way to gauge the tone of the interview. Some candidates’ replies might reveal they are struggling, whereas others will take the question much more lightly. In either case, there is no shame in acknowledging how the Covid-19 crisis is affecting you. The worst thing would be if a candidate came across as too disconnected from the situation, which could be a hint as to empathy skills or lack of.


The pandemic is impacting people emotionally, and for an employer to ask this question, shows they care. If you are asked this question, you should show you understand the situation and are adapting to it. You shouldn’t just use the same answers that you had prepared pre-pandemic, as if you were still in a typical office setting.


2. How are you handling your work-life balance?

If you can keep a healthy work-life balance, it shows a potential employer that you’re able to manage your time independently, and be organised.


Working from home is set to continue for a lot of us for the foreseeable, meaning employers are looking for these qualities,


Companies and hiring managers need to know that even if you don’t have a team around you sitting in an office, you ARE going to be able to work by yourself, can be trusted to wfh independently and autonomously.


This doesn’t have to mean that you’re calendar-blocking each hour of your day. But this question is a prime opportunity to highlight how you can, and have been able to work productively.


In an online interview, it’s an opportunity to also build a bond as you can reflect back a question to your interviewer, e.g.”I’ve found it’s key for me to factor in a 20 minute slot to excerise /walk the dog/ play with kids. I find this improves my feelings of wellbeing and makes me more focused and productive working for the rest of the day. What works for you?”.


3. Have you learnt any new skills since March last year?


This isn’t a trick question. Recruiters

wouldn’t be put off if a candidate said they had struggled with motivation or finding time to learn at the beginning of lockdown.

Instead, they’d welcome and expect some  honesty about what they’ve learnt about themselves during the pandemic.


You don’t have to pretend you’ve been on some kind of productivity marathon if you haven’t. Of course employers will want to know if you’ve added any professional skills to your CV, but talking about hobbies you’ve picked up or personal lessons you’ve learnt helps to give interviewers a glimpse of your personality and a real glimpse of you.


For instance, what you learnt about yourself could be how you discovered a new skill or the ability to step back from something. It doesn’t need to be professional, it can be something more personal.


But, how do you answer if you can’t think of anything you’ve learnt in the past few months?


Something as simple as trying out a new recipe counts. Most of us have discovered some new culinary skills 🤣.


4. What’s your ‘work-from-home set-up like?’

Potential employers have every right to ask about a candidate’s home working environment. Especially making sure that potential employees have a computer with internet access, that they have access to a telephone or a landline, and asking about the reliability of their wifi signal


Employers need to know that you have the equipment you need to do the job you are being interviewed for. However, they are aware that few of us have the perfect WFH set-up. Don’t be afraid to mention any challenges you’ve faced working from home, and how you’ve found solutions to work around them.


This is a good question for employers to ask candidates to see how creative they can be, and how they’re dealing with and have adapted to the current situation.


5. “We’re all on Microsoft Teams/ Slack/ Google Hangouts. Have you used it before?”


Of course, if your interview is on a platform you haven’t used before, you’ll want to test it out beforehand to make sure you know how to use it.


It’s also worth getting to know the main digital communication tools that are popular with businesses. Google Hangouts, Microsoft Teams, Slack and Zoom are all free to download and experiment with.


Some great advice to all candidates, is to be organised and prepared with the tech that they could be using if they are offered a job.


Lots of companies used digital communication tools before the pandemic. They’re just using them even more now. If candidates are unfamiliar with them they should definitely look them up & try them out before interviewing for a new job.


For employees who have started looking for a job after several years, this is a really useful tip.


6. Do you have any questions for us?

Pre-pandemic and lockdown, candidates would go into the office, meet a couple of members of the team. They’d get all of the contextual information before being offered the job and deciding whether to accept it.


Now, with largely online interviews, applicants don’t have all of the sensory, physical experiences through Candidates who have managed to get an interview aren’t getting the complete view of companies they’re applying for.


To counteract this, ask a lot of questions during your interview to get a clear idea of how the company works, the office culture and how you’ll work with different teams and individuals.


For starters, ask questions about training, daily tasks and communication methods. It’s equally important to ask about potential colleagues and hierarchy. This may mean clarifying who you would report to or who you can ask for help when you need it. Alternatively, it might mean taking a more informal approach to interviewing altogether.


A great suggestion for candidates is to ask, “If possible, could I have a virtual lunch with the team that I could be working with, just so I can get to know them—maybe not so much in a professional sense, but in a more casual, informal way?“


You could ask to have one-on-one meetings with potential future team members as part of the interview process. This shows you take the future culture of your potential colleagues seriously.


Companies should be understanding about these requests.


It’s really key that candidates meet more people, especially now. Particularly so if companies add a few more steps to the recruitment process. This can give applicants the confidence to be happy if they go on to secure a job offer.


Remember, it’s not just the candidate who has to adapt to the recruiter, but the recruiter who has to understand it’s a different situation for applicants too!


If you have questions around this topic or would like more information about this or something else, feel free to contact our MD, Mary Maguire, by email on [email protected]


An article by Mary Maguire, Managing Director
Astute Recruitment Ltd

Suite One, Ground Floor West, Cardinal Square, 10 Nottingham Road, Derby, DE1 3QT

T: 01332 346100

LI:  https://uk.linkedin.com/pub/mary-maguire/18/73/553 

LI: www.linkedin.com/company/astute-recruitment/

Have you got the right PPE for your career?
Have you got the right PPE for your career?












Is the job paying the most, the best one to go for? Why PPE is the true currency when looking for staff or a new job.


The current job market is so different to any other situation. In the last economic crisis back in 2008/2009, job boards were just starting to become ‘a thing’.


People’s individual brands were mainly about their cv, with LinkedIn and other social media just a useful addition for those in the know!


Now, for the first time, we have a fully digitised job market. Of companies vying for the best talent, recruitment agencies swamped with applications using anonymous algorithms to ‘sift’ candidates. Job seekers, desperate to make their experience shine above lots of others.


The result?


An often jaded customer experience by everyone from hiring managers to recruitment professionals and of course those looking for work.


Here at Astute, there is a new way forward. It doesn’t involve anonymous emails and forgotten banks of candidates.


During the Lockdown, we heard first hand, the power of the spoken word. Talking directly to people. From CFOs to HR professionals. From credit control clerks to aspiring part qualified and experienced management professionals in accountancy and finance.


Was our team expecting to pick up jobs? No. But funnily enough, we did!


Our strategy, as always, was to simply keep in touch with as many candidates and business contacts as possible.




By a simple phone call!


That personal interaction, and conversation, was not about Recruitment. It was often just chatting about how people felt, giving reassuring advice, help, and support.


There were laughs. There were tears. But every call was an opportunity to say we are here and we are here to listen and help.


So, back to my original question. The best paying job isn’t the criteria to judge a potential new employer by or on which agency or advert to apply to.




The best jobs should be judged on the company’s social and interpersonal currency. Ask yourself, “Do you get a personal connection with that company?”


This is where good recruiters come in!


As brand ambassadors and knowledge experts, we can advise our customers on the hidden things you never see on a job description.


  • What’s the culture like?
  • Does the company treat people fairly?
  • Will they be a really supportive employer?
  • What’s the real reason for the role?
  • What’s the real working hours expected in that business?


Equally, for employers, and hiring managers, we can steer them to the right person for their team. It could be someone more experienced than they thought they needed. It could be the overlooked up and coming person. Lacking experience but with that ‘something special about them’ who will be a star.


The trust, honesty, and relationships with all our people, our team, our customers, and the brands we represent, are about going back to the future.


Using the latest technology but never forgetting we are dealing with people.


Thats the true currency of recruitment, business and life.

Proper Personal Engagement.




An article by Mary Maguire

Managing Director
Astute | Accountancy & Finance | HR | Office Support

Suite One, Ground Floor West, Cardinal Square, 10 Nottingham Road, Derby, DE1 3QT

T: 01332 346100
M: 07717 412911

E:  [email protected]

W: www.astuterecruitment.com

LI:  https://uk.linkedin.com/pub/mary-maguire/18/73/553 







Internet search firm Three Best Rated Rates Astute Recruitment as one of the 3 best recruitment companies in Derby










All of us at Astute Recruitment Ltd are delighted to have been formally included as one of Derby’s top three recruitment agencies on the prestigious search website Three Best Rated!

With over 15 business awards and successful recruitment across the Derbyshire region, its great to be in our 10th year and receive this recognition.

Astute Recruitment was set up by our two founders – Sarah Stevenson and Mary Maguire, back in 2009.

Sarah had this to say, “Mary and I are thrilled to be ranked in the top three recruitment firms in Derby by Three Best Rated. To have our business featured as one of the top 3 firms cements our status as the ‘go-to’ recruitment agency specialising in jobs across finance and back office. This is brilliant news!”

Mary went onto say, “We have grown a lot – our team is expanding and we have an exciting new office move planned to further allow our team of experienced recruiters to grow. As Sarah said, to be included by leading search website Three Best Rated is amazing news and both of us and our team are delighted!”

You can view our listing on the link below: –

Three Best Rated – Astute Recrhttps://threebestrated.co.uk/recruitment-agencies-in-derbyuitment Ltd

Do your furloughed staff know you CARE


Furlough. With over 8 million workers furloughed, we wanted to ask employers, “Do your furloughed staff know you still care about them?”


When did you last talk openly with your furloughed employees?


Just a week ago was a Bank Holiday. The next one isn’t until the end of August. Between now and then, millions of workers will have been on furlough for approaching 5 months.


While employers and those still employed face ever-increasing workloads covering their businesses, how are the furloughed feeling?


Mental health week ended just a few weeks ago, but already the news is full of new, pressing economic shocks and doom.


Now, imagine you are a single parent, a breadwinner in your home? A recent graduate. A new homeowner with mortgage bills at the end of every month.


Imagine how they might be feeling on furlough.


Whilst furloughed, staff in the UK cannot contribute to their company’s business financial success, there is nothing to say employers have to neglect these armies of suspended talent whose passion and commitment to start working for your company again remains undimmed.


So, stay connected. Take the time to speak to your furloughed team regularly. Reassure them, be present and mindful of questions they may have. Be personal. Be open to any insecurities they may have. Encourage them to refresh their skills through online courses. Above all, be honest.


The businesses that survive the current situation will be the ones who can trade out of the furlough. With most of their staff refocussed, positive, upskilled, and confident in the knowledge their employer, boss and company are, and have been, 100% behind them.


Those companies will have the essential ingredients for business success in a turbulent economy. Loyalty. Passion, drive, and commitment. Happy, engaged workers are far more productive than staff who feel isolated, forgotten, or neglected.


If you can get that collective belief in your team, they will genuinely want to help the company and help you, return to profit. A motivated team is a successful team!


So, show your furloughed workers you really care about them. They will be worth their weight in gold when the market picks up and you need to retain your trained, talented people.


If you are a furloughed employee who is feeling neglected and insecure, please contact our team at Astute Recruitment Ltd who will be delighted to talk through your concerns and help you.


Our MD – Mary Maguire, is happy to take CVs and distribute them to our team. Simply email your CV with a mobile number and any message to [email protected] and she will be glad to help, advise, and support your career queries.







Mental Health Week Can Your Business Afford to Ignore Mental Health?

Mental Health Week Can Your Business Afford to Ignore Mental Health?



We investigate the key impacts, costs, AND savings to companies of mental health at work.


Mental health has increasingly been highlighted as a key factor in business and employee performance, success and productivity.


This year’s Mental Health Week has special importance with the global fight against covid sars 2. Millions of workers, everywhere, across the world have been impacted.


Some working remotely, some furloughed. Some facing redundancy. Some already recently made redundant.


People’s work suroundings and working conditions have been turned upside down in just a few, short months, and whilst efforts to crank up the wheels of industry are in motion, the working landscape is likely to have been changed forever.


Nearly 1 in 7 people, almost 15% suffer some degree of mental health problems at work.


Men in full time employment are half as likely as women to experience mental health problems.


Nearly 13% of all staff absences in the UK can be attributed directly to mental health conditions.


According to research, improvements to mental health frameworks at work could equate to over £8bn in savings for UK businesses alone!


In today’s uncertain ecconomy, business owners, Finance Directors and senior management are more conscious than ever to seek good returns on investment and save money and more importantly improve staff engagement, morale and resilience.


What better way than to invest in staff?


But what are the cost benefits? How can this improve my balance sheet and company performance?


According to The Mental Health Foundation, workplace interventions including employee screening and care management strategies for those living with (or at risk of) depression was estimated to cost £30.90 per employee for assessment, and a further £240.00 for the use of CBT to manage the problem, way back in 2009 alone.


An economic model conducted in a company of 500 employees where two thirds are offered and accept the treatment, an investment of £20,676 will result in a net profit of approximately £83,278 over a two year period.


So, how can employers, HR teams, business leaders put in place policies to effectively improve employee wellbeing and mental health in their workforce?


Make it personal.


  • Employ personalised, tailored information for staff


  • Create bespoke advice specific to your staff, your business and working environment


  • Create risk assessment          questionaires


  • Encourage staff to watch online seminars


  • Implement online workshops using experts


  • Use experts. You don’t have to do this alone. Use businesses like Precise HR Ltd, who can give honest, tailored advice specific to your company, workforce, industry and importantly, your budget!


The cost?


Approximately £80 for every employee, for 12 months.


The saving?


According to the Mental Health Foundation, for a company with 500 employees, where all employees undergo interventions, it is estimated that an initial investment of £40,000 will yield a net return of £347,722 in savings. Mostly due to reduced presenteeism (lost productivity caused by an employee working while ill) and absenteeism (work hours missed due to ill health).


In another article by Michael Parsonage and Geena Saini, their report highlights that mental health problems in the UK workforce cost employers almost £35 billion just 3 years ago.


They broke down the overall costs as follows: –


  • £10.6 billion in sickness absence;
  • £21.2 billion in reduced productivity at work, or ‘presenteeism’
  • £3.1 billion in replacing staff who leave their jobs because of their mental health.



So, conclusively, the costs of ignoring mental health for your employees, simply can’t be ignored.


More useful links for detailed reports, information and advice on Mental Health issues: –


The Mental Health Foundation

Precise Hr Ltd

The Centre For Mental Health

The UK Government’s Latest Advice on Mental Health and Wellbeing













…………. Below 2b curated…….






Lelliott, P., Tulloch, S., Boardman, J., Harvey, S., & Henderson, H. (2008). Mental health and work. Retrieved from gov.uk/government/uploads/system/uploads/attachment_data/file/212266/hwwb-mental-health-and-work.pdf

Stansfeld, S., Clark, C., Bebbington, P., King, M., Jenkins, R., & Hinchliffe, S. (2016). Chapter 2: Common mental disorders. In S. McManus, P. Bebbington, R. Jenkins, & T.Brugha (Eds.), Mental health and wellbeing in England: Adult Psychiatric Morbidity Survey 2014. Leeds: NHS Digital.

ONS. (2014). Full Report: Sickness Absence on the Labour Market, February 2014. Retrieved from webarchive. nationalarchives.gov.uk/20160105160709/http://www.ons.gov.uk/ons/dcp171776_353899.pdf [Accessed 28/07/16].

Sainsbury Centre for Mental Health. (2009). Briefing 40: Removing Barriers. The facts about mental health and employment. Retrieved from ohrn.nhs.uk/resource/policy/TheFactsaboutMentalHealth.pdf

Knapp, M., McDaid, D., & Parsonage, M. (2011). Mental Health Promotion and Mental Illness Prevention: The Economic Case. Retrieved from gov.uk/government/uploads/system/uploads/attachment_data/file/215626/dh_126386.pdf [Accessed 02/07/16].

Knapp, M., McDaid, D., & Parsonage, M. (2011). Mental Health Promotion and Mental Illness Prevention: The Economic Case. Retrieved from gov.uk/government/uploads/system/uploads/attachment_data/file/215626/dh_126386.pdf [Accessed 02/07/16].


If we fail to believe we believe in failure
If we fail to believe we believe in failure.


Whilst Sarah Stevenson and I set up in ’09, clearly a very difficult time, we knew we were great at what we do, confident to carry this through with just Sarah’s redundancy and ultimately we believed.

In ourselves and our ability to source talented accountants for local clients.

We believed in our relationships.

We believed in our loyal clients and believed in our trusted candidates.

Here we are again. Facing a seismic shift in global wealth. But hey, ho. Confidence favours the brave!

We have not made any of our talented family of recruitment consultants redundant.

We have not shut down operations.

We have adapted to the current circumstances, found new ways of working and retained our team spirit and strength.

We continue to work with amazing people and businesses who are also finding new ways of working. New ways to ‘onboard’ new staff.

We have said we will carry on. We believe in our staff, and our clients are working with us to carry on and recruit talented people for their teams even in the current crisis.

Yes, things are different.

Yes, things are difficult.

BUT, if we accept failure is an option, failure becomes a guarantee.

Now is the time for ingenuity, bravery and spirited belief by business owners leading from the front.

If we fail to believe, we are believing in failure.

#believe #belief #BePositive #business #Strength #recruitment #accountancy #accountancyrecruitment #derby #derbyshire #nottinghamshire #eastmidlands #motivationalmondays

Have you heard about our triple-point guarantee. Article featured in AGENDA magazine's Autumn Edition 2018
Have you heard about our Triple-Point Guarantee? Article featured in AGENDA magazine’s Autumn Edition 2018

Astute Recruitment in Queen Street is re-inventing the way recruiters are seen with a unique ‘Triple Point Guarantee’, which offers clients £500 in cash should their vacancy not be filled in time.


The service is being offered to companies with a permanent role available which choose Astute as their sole recruiter for an agreed time period and is the first policy of its kind to be offered by a recruiter anywhere in the UK.


Mary Maguire, MD of Astute Recruitment said: “We really want to set ourselves apart from our competitors and demonstrate our commitment to offering value and high standards of service.”


“We work across the East Midlands with a great number of SME’s locally, so anything we can do to support our clients and make a real difference to their business, we will embrace and the Triple Point Guarantee is exactly that.”


“As well as the £500 payment, we also offer free replacements and pro-rata fee rebates if a candidate leaves the role in the first eight weeks of placement.”


“We pride ourselves on being able to place the right people in the right roles – this policy demonstrates how confident we are in this and gives clients peace of mind.”


Astute has worked to secure more than 1500 jobs for local businesses and is continuing to go from strength to strength, hiring three new consultants in the last six months and launching a highly successful commercial division.