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At Savannah Search, we uphold simple, yet powerful core values; we build relationships with both clients and candidates, add long term value, truly understand our clients and the exact detail of their roles. We treat our candidates as we would expect to be treated. These principles truly set us apart from our competitors.

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Hedge funds, private equity, private family offices, accountancy, finance. We are selective, competitive and confidential. We work to continually build our knowledge with regards to regulatory pressures, market cycles, and technological evolution.Private Equity/Hedge Fund RecruitmentOur experience in this sector stands us in a strong position to truly understand it. Private equity recruitment is niche, discreet, and relationship-driven. The industry values strong academic credentials, high performance, and relevant transaction experience, often drawn from investment banking or consulting backgrounds.We offer:•	Elite talent pool: we source from a narrow talent pipeline, often targeting only top-tier candidates •	Headhunt and source candidates through our personal networks.•	The cultural fit is key, candidates need exceptional interpersonal skills, high levels of discretion and work ethic.•	Cross-border hiring, we seek international experience and candidates who are mobile. Private Family Office RecruitmentWe work discreetly with a number of private family offices, vehicles set up to manage the wealth of high-net-worth individuals or families. Each family office is unique in structure, scale, and investment strategy, so recruitment is highly bespoke and relationship-lead.•	Confidentiality and trust: Roles demand discretion, integrity, and loyalty.•	Diverse responsibilities: Candidates may wear multiple hats – from managing direct investments to personal finance, philanthropy and property.•	Long-term alignment: Family offices look for stability and cultural alignment; roles are typically less transactional and more relationship-based.•	Educational background.

Financial Services Recruitment

Hedge funds, private equity, private family offices, accountancy, finance. We are selective, competitive and confidential. We work to continually build our knowledge with regards to regulatory pressures, market cycles, and technological evolution.Private Equity/Hedge Fund RecruitmentOur experience in this sector stands us in a strong position to truly understand it. Private equity recruitment is niche, discreet, and relationship-driven. The industry values strong academic credentials, high performance, and relevant transaction experience, often drawn from investment banking or consulting backgrounds.We offer:Elite talent pool: we source from a narrow talent pipeline, often targeting only top-tier candidates. Headhunt and source candidates through our personal networks. The cultural fit is key, candidates need exceptional interpersonal skills, high levels of discretion and work ethic. Cross-border hiring, we seek international experience and candidates who are mobile.Private Family Office RecruitmentWe work discreetly with a number of private family offices, vehicles set up to manage the wealth of high-net-worth individuals or families. Each family office is unique in structure, scale, and investment strategy, so recruitment is highly bespoke and relationship-lead.Confidentiality and trust: Roles demand discretion, integrity, and loyalty. Diverse responsibilities: Candidates may wear multiple hats &ndash; from managing direct investments to personal finance, philanthropy and property. Long-term alignment: Family offices look for stability and cultural alignment; roles are typically less transactional and more relationship-based. Educational background.

FINANCIAL SERVICES

The environmental sector covers sustainability, ecology, environmental consultancy, conservation, and environmental compliance. The environmental, energy, waste and engineering industries are experiencing transformation due to sustainability agendas, regulation and technology. This sector is growing rapidly as businesses, prioritise environmental performance and ESG compliance. Typically smaller businesses are being acquired so we structure ourselves to work with our clients to find exceptional talent. We understand the sector:Sustainability demand surge: ESG, net-zero targets and climate reporting have driven demand across the sectors.•	Skills shortages: There’s a shortfall in experienced professionals, especially those with sector experience and commercial skills.•	Cross-sector influence: Specialists are now embedded across construction, infrastructure, energy, and corporate advisory sectors.•	Policy-driven hiring: Roles often arise in response to regulatory requirements  for example biodiversity net gain, carbon reporting.The energy recruitment sector spans traditional oil and gas through to renewable energy, utilities, grid infrastructure, and energy trading. The rise of clean energy has radically shifted the landscape.•	Transition to renewables: There’s huge growth in wind, solar, hydrogen, and battery storage, often outpacing available talent.•	Global mobility: Talent is mobile and often needed across borders for large-scale projects.•	Technical expertise critical: Engineering, data, and digital skills) are in high demand.•	Safety and compliance focus: Safety certifications and training are essential.Our waste sector covers collection, recycling, treatment, landfill, and resource recovery. It’s increasingly shaped by sustainability goals and innovation in waste-to-energy technologies.•	Growth through innovation: Circular economy models and new recycling technologies are creating new roles.•	Operational and technical blend: Demand spans site-based operatives to strategic roles in compliance and planning.•	Regulatory compliance central: Roles are shaped by environmental permits, waste classification, and EA regulations.•	Rising need for leadership: As organisations scale, there’s a growing demand for skilled operational leaders and HSQE professionals.Engineering is a core pillar supporting all the above sectors. From civil and structural to electrical, mechanical, and environmental engineering, recruitment is shaped by major infrastructure, energy, and environmental projects.•	Skill shortages across disciplines: The sector faces chronic talent gaps, especially among chartered engineers and technical specialists.•	Project-led hiring: Recruitment often spikes around large infrastructure, energy, or environmental projects (e.g., HS2, wind farms).•	Digital transformation: Engineers with skills in BIM, automation, and sustainable design are in high demand.•	Cross-disciplinary integration: Increasing overlap with data science, sustainability, and smart systems.

Environmental, Energy, Waste, Engineering Recruitment

The environmental sector covers sustainability, ecology, environmental consultancy, conservation, and environmental compliance. The environmental, energy, waste and engineering industries are experiencing transformation due to sustainability agendas, regulation and technology. This sector is growing rapidly as businesses, prioritise environmental performance and ESG compliance. Typically smaller businesses are being acquired so we structure ourselves to work with our clients to find exceptional talent.We understand the sector:Sustainability demand surge: ESG, net-zero targets and climate reporting have driven demand across the sectors.Skills shortages: There&rsquo;s a shortfall in experienced professionals, especially those with sector experience and commercial skills. Cross-sector influence: Specialists are now embedded across construction, infrastructure, energy, and corporate advisory sectors. Policy-driven hiring: Roles often arise in response to regulatory requirements &nbsp;for example biodiversity net gain, carbon reporting.The energy recruitment sector spans traditional oil and gas through to renewable energy, utilities, grid infrastructure, and energy trading. The rise of clean energy has radically shifted the landscape.Transition to renewables: There&rsquo;s huge growth in wind, solar, hydrogen, and battery storage, often outpacing available talent. Global mobility: Talent is mobile and often needed across borders for large-scale projects. Technical expertise critical: Engineering, data, and digital skills) are in high demand. Safety and compliance focus: Safety certifications and training are essential.Our waste sector covers collection, recycling, treatment, landfill, and resource recovery. It&rsquo;s increasingly shaped by sustainability goals and innovation in waste-to-energy technologies.Growth through innovation: Circular economy models and new recycling technologies are creating new roles. Operational and technical blend: Demand spans site-based operatives to strategic roles in compliance and planning. Regulatory compliance central: Roles are shaped by environmental permits, waste classification, and EA regulations. Rising need for leadership: As organisations scale, there&rsquo;s a growing demand for skilled operational leaders and HSQE professionals.Engineering is a core pillar supporting all the above sectors. From civil and structural to electrical, mechanical, and environmental engineering, recruitment is shaped by major infrastructure, energy, and environmental projects.Skill shortages across disciplines: The sector faces chronic talent gaps, especially among chartered engineers and technical specialists. Project-led hiring: Recruitment often spikes around large infrastructure, energy, or environmental projects (e.g., HS2, wind farms). Digital transformation: Engineers with skills in BIM, automation, and sustainable design are in high demand. Cross-disciplinary integration: Increasing overlap with data science, sustainability, and smart systems.

ENVIRONMENTAL, ENERGY, WASTE & ENGINEERING

Our retail sector covers a wide spectrum of roles from head office to shop floor, logistics to digital. It spans high street and luxury brands, grocery and convenience, e-commerce, and omni-channel retailing. We work in the UK and overseas. Retail is highly consumer-driven, so recruitment is deeply affected by changing customer behaviours, digital transformation, seasonality, and economic fluctuations.Our key areas in Retail RecruitmentHead Office / CorporateBuying & Merchandisingo	Marketing & Brand Managemento	Category Managemento	HR, Legal, and Financeo	Product Development & Innovationo	E-commerce and Digital TransformationIn-Store / Customer-FacingStore Managers & Assistant Managerso	Sales Associates & Advisorso	Visual Merchandiserso	Customer Experience Specialistso	Loss Prevention / Securityo	Logistics, Supply Chain & OperationsWarehouse and Fulfilment Managerso	Transport & Distribution Coordinatorso	Inventory Planning & Demand Forecastingo	Last-Mile Delivery Talento	Returns & Reverse LogisticsTechnology & DataCRM, Loyalty, and Customer Insightso	Retail Systems Developers (POS, ERP, OMS)o	Data Analysts & AI Specialistso	UX/UI Designers for e-commerce platformso	Cybersecurity and IT SupportFast-Paced & Volume-BasedHigh turnover and rapid hiring cycles, especially in frontline roles like store staff or warehouse operatives.Volume recruitment is often required seasonally e.g., Christmas, January sales and Black Friday requiring strong temporary staffing networks.With e-commerce growth, there’s strong demand for talent in digital marketing, online merchandising, UX, data analytics, and logistics operations.Roles increasingly require strong interpersonal skills, brand alignment, and agility. Cultural fit and attitude are often prioritised over experience in junior hires.Global Sourcing for Senior & Tech TalentSenior roles and digital/tech positions may require international searches, especially for retailers expanding into new markets or transforming their digital presence.Current Trends in Retail Recruitment•	Hybrid Hiring Models: Combining in-store and digital recruitment practices. Video interviews, virtual onboarding, and AI screening are becoming standard.•	Employer Branding: Retailers with strong sustainability credentials, DEI policies, and flexible working arrangements are more attractive to top talent.•	Data-Driven Recruitment: Use of analytics to forecast labour needs, reduce churn, and measure candidate engagement.•	Skills Over Titles: Focus on transferable skills (e.g., customer service, adaptability, tech fluency) rather than just previous job titles or sector experience.Sustainability & Ethical Retailing: Driving new hiring areas in ESG strategy, responsible sourcing, and CSR roles. Many retailers are investing in more inclusive hiring strategies, especially for store-based teams that reflect the customer demographic.

Retail, Hospitality, Leisure Recruitment

Our retail sector covers a wide spectrum of roles from head office to shop floor, logistics to digital. It spans high street and luxury brands, grocery and convenience, e-commerce, and omni-channel retailing. We work in the UK and overseas.Retail is highly consumer-driven, so recruitment is deeply affected by changing customer behaviours, digital transformation, seasonality, and economic fluctuations.Our key areas in Retail Recruitment<ul><li>Head Office / Corporate Buying &amp; Merchandising</li><li>Marketing &amp; Brand Management Category Management HR, Legal, and Finance Product Development &amp; Innovation E-commerce and Digital Transformation</li><li>In-Store / Customer-Facing Store Managers &amp; Assistant Managers</li><li>Sales Associates &amp; Advisors Visual Merchandisers Customer Experience Specialists Loss Prevention / Security&nbsp;</li><li>Logistics, Supply Chain &amp; Operations Warehouse and Fulfilment Managers</li><li>Transport &amp; Distribution Coordinators Inventory Planning &amp; Demand Forecasting Last-Mile Delivery Talent Returns &amp; Reverse Logistics</li><li>Technology &amp; Data CRM, Loyalty, and Customer Insights</li><li>Retail Systems Developers (POS, ERP, OMS) Data Analysts &amp; AI Specialists UX/UI Designers for e-commerce platforms Cybersecurity and IT Support</li></ul>Fast-Paced &amp; Volume-Based<ul><li>High turnover and rapid hiring cycles, especially in frontline roles like store staff or warehouse operatives.</li><li>Volume recruitment is often required seasonally e.g., Christmas, January sales and Black Friday requiring strong temporary staffing networks.</li><li>With e-commerce growth, there&rsquo;s strong demand for talent in digital marketing, online merchandising, UX, data analytics, and logistics operations.</li><li>Roles increasingly require strong interpersonal skills, brand alignment, and agility. Cultural fit and attitude are often prioritised over experience in junior hires.</li></ul>Global Sourcing for Senior &amp; Tech TalentSenior roles and digital/tech positions may require international searches, especially for retailers expanding into new markets or transforming their digital presence.Current Trends in Retail Recruitment<ul><li>Hybrid Hiring Models: Combining in-store and digital recruitment practices. Video interviews, virtual onboarding, and AI screening are becoming standard.</li><li>Employer Branding: Retailers with strong sustainability credentials, DEI policies, and flexible working arrangements are more attractive to top talent.</li><li>Data-Driven Recruitment: Use of analytics to forecast labour needs, reduce churn, and measure candidate engagement.</li><li>Skills Over Titles: Focus on transferable skills (e.g., customer service, adaptability, tech fluency) rather than just previous job titles or sector experience.</li></ul>Sustainability &amp; Ethical Retailing: Driving new hiring areas in ESG strategy, responsible sourcing, and CSR roles.Many retailers are investing in more inclusive hiring strategies, especially for store-based teams that reflect the customer demographic.

RETAIL, HOSPITALITY, LEISURE

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We support the property sector and position ourselves as a trusted partner for hiring across the real estate, construction and built environment industries. We are a specialist recruitment agency dedicated to the property sector, partnering with leading developers, consultancies, housing associations, estate agencies, and investment firms. From junior placements to senior leadership roles, we provide tailored recruitment solutions across the full property lifecycle—including residential, commercial, asset management, and construction support functions.We understand the property sector, the challenges, and the talent that drives success. Whether you need a development manager, surveyor, asset analyst, or lettings negotiator—we know where to find them.We’re a recruitment partner that lives and breathes the property industry—supporting clients across development, investment, management, and sales. With a focused network and deep market insight, we place talent that fits technically and culturally.Might Be Covered?Depending on your niche, it could include:•	Development Managers & Project Managers•	Quantity & Building Surveyors•	Asset Managers & Investment Analysts•	Planners & Land Managers•	Estate/Lettings Agents•	Property Managers & Block Managers•	Commercial/Residential Valuers•	Business Support for Property Firms (e.g. marketing, HR, finance)•	Executive Assistants & Admin Support

PROPERTY

We support the property sector and position ourselves as a trusted partner for hiring across the real estate, construction and built environment industries.We are a specialist recruitment agency dedicated to the property sector, partnering with leading developers, consultancies, housing associations, estate agencies, and investment firms. From junior placements to senior leadership roles, we provide tailored recruitment solutions across the full property lifecycle&mdash;including residential, commercial, asset management, and construction support functions.We understand the property sector, the challenges, and the talent that drives success. Whether you need a development manager, surveyor, asset analyst, or lettings negotiator&mdash;we know where to find them.We&rsquo;re a recruitment partner that lives and breathes the property industry&mdash;supporting clients across development, investment, management, and sales. With a focused network and deep market insight, we place talent that fits technically and culturally.Depending on your niche, it could include:<ul><li>Development Managers &amp; Project Managers</li><li>Quantity &amp; Building Surveyors</li><li>Asset Managers &amp; Investment Analysts</li><li>Planners &amp; Land Managers</li><li>Estate/Lettings Agents</li><li>Property Managers &amp; Block Managers</li><li>Commercial/Residential Valuers</li><li>Business Support for Property Firms (e.g. marketing, HR, finance)</li><li>Executive Assistants &amp; Admin Support</li></ul>&nbsp;

Property Recruitment

Key Segments in Legal RecruitmentPrivate Practice•	We work with law firms from boutiques to large international businesses•	Roles include Solicitors, Associates, Partners, Paralegals, Legal Executives•	Focus on disciplines such as corporate, litigation, real estate, family, IP, employment, regulatory, and private clientIn-House Legal•	Recruiting General Counsel and legal teams within corporates, banks, start-ups, tech companies, NGOs•	Roles include Legal Counsel, Compliance Officers, Heads of Legal, Company Secretaries•	Often requires broader commercial or sector-specific knowledge (e.g. fintech, pharmaceuticals, energy) Interim / Contract Legal•	Growing demand for locum solicitors, contract counsel, and document reviewers•	Often used for maternity cover, project overflow, or regulatory changesKey Characteristics of Legal RecruitmentHighly Qualification-Driven•	Candidates must meet strict educational, training, and practising certificate standards (e.g. SRA, Bar Council)•	For senior roles, reputation, client following, and billings often carry as much weight as credentials Precision and Sector Knowledge Required•	Recruiters need to understand practice areas deeply—what differentiates a construction litigator from a commercial one, or a City firm from a regional one Relationship-Led Hiring•	Especially in partner and in-house roles, cultural fit and long-term trust are key•	Many placements (particularly at senior level) happen via retained search or networksTrends in Legal Recruitment•	In-House Expansion: More companies are building internal legal teams to reduce external legal spend•	Rise of Legal Tech: Demand is growing for lawyers familiar with AI, automation tools, e-discovery platforms, and contract lifecycle management software•	Flexible & Remote Working: Firms are offering hybrid models to attract talent, especially post-pandemic•	Diversity & Inclusion: Law firms are under increasing pressure to diversify their workforce and leadership, leading to more inclusive hiring practices•	Alternative Career Paths: More legal professionals are moving into compliance, risk, policy, ESG, and consulting roles

Legal Recruitment

Key Segments in Legal RecruitmentPrivate PracticeWe work with law firms from boutiques to large international businesses Roles include Solicitors, Associates, Partners, Paralegals, Legal Executives Focus on disciplines such as corporate, litigation, real estate, family, IP, employment, regulatory, and private client.In-House LegalRecruiting General Counsel and legal teams within corporates, banks, start-ups, tech companies, NGOs Roles include Legal Counsel, Compliance Officers, Heads of Legal, Company Secretaries Often requires broader commercial or sector-specific knowledge (e.g. fintech, pharmaceuticals, energy).Interim / Contract LegalGrowing demand for locum solicitors, contract counsel, and document reviewers Often used for maternity cover, project overflow, or regulatory changes.Key Characteristics of Legal RecruitmentHighly Qualification-DrivenCandidates must meet strict educational, training, and practising certificate standards (e.g. SRA, Bar Council) For senior roles, reputation, client following, and billings often carry as much weight as credentials.Precision and Sector Knowledge RequiredRecruiters need to understand practice areas deeply&mdash;what differentiates a construction litigator from a commercial one, or a City firm from a regional one.Relationship-Led HiringEspecially in partner and in-house roles, cultural fit and long-term trust are key Many placements (particularly at senior level) happen via retained search or networks.Trends in Legal RecruitmentIn-House Expansion: More companies are building internal legal teams to reduce external legal spend Rise of Legal Tech: Demand is growing for lawyers familiar with AI, automation tools, e-discovery platforms, and contract lifecycle management software Flexible &amp; Remote Working: Firms are offering hybrid models to attract talent, especially post-pandemic Diversity &amp; Inclusion: Law firms are under increasing pressure to diversify their workforce and leadership, leading to more inclusive hiring practices Alternative Career Paths: More legal professionals are moving into compliance, risk, policy, ESG, and consulting roles.&nbsp;

LEGAL

EA/PA, admin support, human resources, marketing, sales, customer service. Definition:Commercial recruitment refers to the hiring of staff for business-support and office-based roles across a range of industries, typically in functions such as administration, customer service, sales, finance, HR, marketing, and operations. This recruitment can be for permanent, temporary, or contract roles.Typical Roles Covered:•	Administrative Assistants, PAs & EAs•	Customer Service Representatives•	Call Centre Staff•	Sales & Account Managers•	Office Managers & Receptionists•	Data Entry Clerks•	Marketing Assistants•	HR Administrators•	Credit Controllers, Accounts Assistants, Payroll StaffClient Types:•	SMEs to large corporates•	Professional services firms•	Retail head offices•	Property & construction support teams•	Local authorities and public sector organisations•	Healthcare and education support functions•	Logistics & manufacturing firms (office-based staff)Key Client Needs:•	Speed and flexibility in hiring (especially for temp cover)•	High-volume hiring capabilities for peak periods•	Industry knowledge and quick access to local talent•	Cultural fit and soft skills are often as critical as qualificationsCandidate Expectations:•	Competitive hourly or annual pay•	Opportunities for progression or temp-to-perm routes•	Flexibility (especially around location and working hours)•	Modern working environments and hybrid work options (post-COVID trend) Temporary Recruitment We supply staff on short-term or fixed-length contracts to cover business needs such as sickness, maternity, seasonal peaks, project work, or ongoing contracts.We support our clients to be:•	Flexible: Scale workforce up/down quickly•	Quick: Temps can be placed in 24–48 hours•	Reduce risk: No long-term commitment•	Cost-efficient for short-term needs•	Access to skilled workers without going through full recruitment cyclesAdvantages for Candidates:•	Quick access to work•	Skill-building across sectors•	Work/life flexibility•	Foot in the door with major employers•	Potential route to permanent employmentOur model for supplying temps:•	We do not use umbrella companies. Temps are paid by Savannah directly. We pass the following costs to our clients: o	Candidate’s wageo	Employer’s NI & holiday payo	Pension contributionso	Agency margin (typically 20–40% markup depending on seniority, sector, urgency)o	Our services encompass:Digital Transformation:•	Automation of timesheets, payroll, and onboarding•	Demand for CRM/ATS-integrated temp workflows•	Remote/hybrid support roles have expanded the candidate poolPost-COVID Workforce Shifts:•	Higher demand for flexible/remote roles•	Candidate preferences have shifted toward temp-to-perm stability•	Many employers now use temps as long-term resources (especially in public sector)Cost Sensitivity and Margin Pressure:•	Clients often try to negotiate mark-ups, especially on longer-term assignments•	Fixed-term or FTC contracts are often seen as alternatives to temps in cost-saving environments Compliance Focus:•	AWR (Agency Workers Regulations), IR35 for contractors, GDPR in candidate handling•	Right to Work checks and DBS vetting, depending on sectorHigh-Volume Campaigns:•	Many commercial recruiters run campaigns for contact centres, seasonal retail support, or centralised admin functions•	Assessment centres and pre-screening tests are common•	Maintain a “ready-to-deploy” bench of pre-vetted candidates•	Focus on high-margin sectors (e.g. legal admin, finance support)•	Build long-term temp books with key clients for repeat business•	Offer temp-to-perm solutions to clients uncertain about headcount increases•	Be fast and responsive—commercial temping is highly time-sensitive Our team of high-calibre consultants have undergone a stringent vetting process. We focus on identifying individuals with robust market experience, recent graduates, professionals with a background in human resources and their specific sector.We are a distinctive organization who provide customized solutions rather than a generic recruitment service. Coupled with our extensive market experience and commitment to high-quality standards, we deliver services tailored to your specific needs. Each client is assigned a dedicated point of contact who will make it a priority to understand your organizational culture over time. Together, we will agree on a personalized service plan that includes regular virtual and face to face meetings, market information and regular service reviews.

Office Support Recruitment

EA/PA, admin support, human resources, marketing, sales, customer service.Definition:Commercial recruitment refers to the hiring of staff for business-support and office-based roles across a range of industries, typically in functions such as administration, customer service, sales, finance, HR, marketing, and operations. This recruitment can be for permanent, temporary, or contract roles.Typical Roles Covered:Administrative Assistants, PAs &amp; EAs Customer Service Representatives Call Centre Staff Sales &amp; Account Managers Office Managers &amp; Receptionists Data Entry Clerks Marketing Assistants HR Administrators Credit Controllers, Accounts Assistants, Payroll StaffClient Types:SMEs to large corporates Professional services firms Retail head offices Property &amp; construction support teams Local authorities and public sector organisations Healthcare and education support functions Logistics &amp; manufacturing firms (office-based staff)Key Client Needs:Speed and flexibility in hiring (especially for temp cover) High-volume hiring capabilities for peak periods Industry knowledge and quick access to local talent Cultural fit and soft skills are often as critical as qualificationsCandidate Expectations:Competitive hourly or annual pay Opportunities for progression or temp-to-perm routes Flexibility (especially around location and working hours) Modern working environments and hybrid work options (post-COVID trend)&nbsp;<h5>Temporary Recruitment </h5>We supply staff on short-term or fixed-length contracts to cover business needs such as sickness, maternity, seasonal peaks, project work, or ongoing contracts.We support our clients to be:Flexible: Scale workforce up/down quickly Quick: Temps can be placed in 24&ndash;48 hours Reduce risk: No long-term commitment Cost-efficient for short-term needs Access to skilled workers without going through full recruitment cyclesAdvantages for Candidates:Quick access to work Skill-building across sectors Work/life flexibility Foot in the door with major employers Potential route to permanent employmentOur model for supplying temps:We do not use umbrella companies. Temps are paid by Savannah directly. We pass the following costs to our clients: Candidate&rsquo;s wage Employer&rsquo;s NI &amp; holiday pay Pension contributions Agency margin (typically 20&ndash;40% markup depending on seniority, sector, urgency) &nbsp;Our services encompass:Digital Transformation:Automation of timesheets, payroll, and onboarding Demand for CRM/ATS-integrated temp workflows Remote/hybrid support roles have expanded the candidate poolPost-COVID Workforce Shifts:Higher demand for flexible/remote roles Candidate preferences have shifted toward temp-to-perm stability Many employers now use temps as long-term resources (especially in public sector)Cost Sensitivity and Margin Pressure:Clients often try to negotiate mark-ups, especially on longer-term assignments Fixed-term or FTC contracts are often seen as alternatives to temps in cost-saving environmentsCompliance Focus:AWR (Agency Workers Regulations), IR35 for contractors, GDPR in candidate handling Right to Work checks and DBS vetting, depending on sectorHigh-Volume Campaigns:Many commercial recruiters run campaigns for contact centres, seasonal retail support, or centralised admin functions Assessment centres and pre-screening tests are common Maintain a &ldquo;ready-to-deploy&rdquo; bench of pre-vetted candidates Focus on high-margin sectors (e.g. legal admin, finance support) Build long-term temp books with key clients for repeat business Offer temp-to-perm solutions to clients uncertain about headcount increases Be fast and responsive&mdash;commercial temping is highly time-sensitiveOur team of high-calibre consultants have undergone a stringent vetting process. We focus on identifying individuals with robust market experience, recent graduates, professionals with a background in human resources and their specific sector.We are a distinctive organization who provide customized solutions rather than a generic recruitment service. Coupled with our extensive market experience and commitment to high-quality standards, we deliver services tailored to your specific needs. Each client is assigned a dedicated point of contact who will make it a priority to understand your organizational culture over time. Together, we will agree on a personalized service plan that includes regular virtual and face to face meetings, market information and regular service reviews.

OFFICE SUPPORT

We are a generalist recruitment business who cover a wide range of sectors and do not limit ourselves to one specific sector.

WE ARE SECTOR SPECIFIC RECRUITERS

We are a generalist recruitment business who cover a wide range of sectors and do not limit ourselves to one specific sector. This is client lead, and the business is founded on relationships with clients from a wide range of sectors. Our clients prefer the &ldquo;one-stop shop&rdquo; solution and it is on that basis we have formed our success.&ldquo;We have sector specialists who understand their industry group, and function experts who understand the role so we can deliver a fast, accurate recruitment service and high-quality candidates.&rdquo;We combine both sector breadth and functional expertise so as a generalist recruitment firm offering a blended model. We are focused and dive in deep for the right candidates.We recruit across multiple sectors for example retail, finance, energy, legal and commercial. We cover multiple job functions HR, sales, finance, operations, tech, customer service and business support.&nbsp;<h5>We have:</h5>Deep industry knowledge and trusted networks. A strong reputation in our defined verticals Ability to fill different roles with the same client. Share valuable insights into sector trends, salary benchmarks and hiring challenges.Very strong expertise in candidate profiles, qualifications and technical requirements. High-quality shortlists, fast delivery. Trusted for confidential and &nbsp;senior hires.&nbsp;<h5>We are able to:</h5>Scale: Can support large clients with diverse hiring needs both permanent and temporary Flexibility: Able to pivot between sectors and respond to economic trends. Relationship Depth: Can cross-sell into different departments or business units. Client Centric: Full-service model makes it easier to become a go-to supplier.Market trends: Identify hiring cycles, and employer brand challenges.Functional expertise: allows recruiters to identify top candidates, benchmark salaries, and speak the same language as hiring managers.Consultative recruiters: clients value the wide reach, and candidates appreciate well-matched opportunities across sectors.&nbsp;<h5>OUR SECTORS </h5>Due to our background and our team&rsquo;s experience in a wide range of sectors, we work where we have strong, established relationships. Those relationships are built where we have proved ourselves and our ability to deliver. The testament to that is proven by the candidates we have placed in roles and the success they enjoy today.Our sectors are, but not limited to the following click link to learn more about each sector:👉🏻 <a href="/cm/sectors/financial-services-recruitment" title="Financial services recruitment" style="color: #e03e2d;">FINANCIAL SERVICES</a> 👉🏻&nbsp;<a href="/cm/recruitment-sectors/environmental-energy-waste-engineering-recruitment" title="Environmental, Energy, Waste and Engineering recruitment" style="color: #e03e2d;">ENVIRONMENTAL, ENERGY, WASTE &amp; ENGINEERING</a>👉🏻 <a href="/cm/recruitment-sectors/retail-hospitality-leisure-recruitment" title="Retail, Hospitality, Leisure recruitment">RETAIL, HOSPITALITY, LEISURE</a>👉🏻 <a href="/cm/recruitment-sectors/property-recruitment" title="Property recruitment" style="color: #e03e2d;">PROPERTY</a>👉🏻 <a href="/cm/recruitment-sectors/legal-recruitment" title="Legal Recruitment" style="color: #e03e2d;">LEGAL</a>👉🏻 <a href="/cm/recruitment-sectors/office-support-recruitment" title="Office support recruitment">OFFICE SUPPORT</a>

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We are candidate champions, meaning we get behind quality candidates with a proactive marketing campaign to find the roles they really want.&nbsp;The people advertised here have been through a process in which we have identified their key benefits to a future employer and their critical goals for their next role.&nbsp;Please look through their profiles, and if you see a candidate you wish to engage with, use the on-page tools to let us know.&nbsp;

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Here is a sample of our happy clients and candidates.

Testimonials

<h5>Here is a sample of our happy clients and candidates.</h5>

Here is a selection of case studies with key clients demonstrating how we go about the recruitment task. If you want to talk about how we can help you, get in touch.

Case studies

<h5>Here is a selection of case studies with key clients demonstrating how we go about the recruitment task. If you want to talk about how we can help you, get in touch.</h5>
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Case Studies

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<h5>Use our form here to alert us to the kind of candidates you want to be matched with, and when we have suitable candidates added to our Talent Search feature you will get an email to review about candidates we have that match your needs.</h5>

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Advice for Employers

Clarify the role: What problem is this role solving? Is it a replacement, or growth-based? Outline key responsibilities and what success looks like. Determine if it’s full-time, part-time, contract, or freelance.

OUR RECRUITMENT PROCESS

Define the NeedClarify the role: What problem is this role solving? Is it a replacement, or growth-based? Outline key responsibilities and what success looks like. Determine if it&rsquo;s full-time, part-time, contract, or freelance.Create the Role ProfileDraft a clear, compelling job description with tasks, expectations, required skills, soft skills, team culture). Include essential requirements and prefer to have requirements. Align it with company values and long-term goals.Attract CandidatesWe search our database which is extensive. Our research and resourcing team search across LinkedIn and all job boards using Boolean searches. &nbsp;Post on job boards LinkedIn, Indeed, Totaljobs, niche site. Leverage internal referrals, social media and professional networks.Screen ApplicationsCandidates who do not meet the minimum requirements are filtered out.For suitable candidates our team utilise structured screening questions.We look for alignment, not just credentials &mdash; especially attitude and potential.Savannah Interview ProcessWe conduct an Initial screening by teams to assess location, salary requirements, cultural fit, communication, interest level.We then dive into technical or role-specific questions, scenarios, experience and walk-through the role. We will always ask our candidates&rsquo; permission to present their CV to our Client.

Our recruitment process

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THE CANDIDATE JOURNEY

The ProcessThe process outlined below is usually for a long-term contract or permanent positions. The process for temporary placements can vary depending on the length and type of role. Our clients trust us to assess and recommend candidates on their behalf so our process is rigorous to support that. Initial registrationWhether you find us via a job advert, our website, a referral or our research team have sourced you for your expertise - &nbsp;we will start with an initial conversation. Telephone conversationWe will have a telephone conversation with you to start to get to know you and to find what your immediate career objectives are, your previous experience &nbsp;and skills. If you are interested in a particular role that is still at the candidate stage, we will discuss the requirements with you to gauge your interest. If we think you would be a good match for the role, or perhaps other similar ones, we will invite you in for a virtual interview. Virtual Interview with SavannahInitially we require the completion of a registration document and proof of your right to work in the UK. Our goal is getting to know you, to understand your reasons for looking for a new role, your aspirations, background and experience Interview with our ClientWhen our Client invites you for an interview, &nbsp;they will let your consultant know, who will give you a variety of times/dates to choose from (when possible - it depends on the urgency of the role!) Being flexible with your availability is always encouraged. Once a time is agreed, your consultant will give you a full brief on the interview including who you will be meeting and any advice on communication and presentation.Most first client interviews are conducted by teams, zoom or google. Should you not be familiar with that process, we will support you every step of the way.Depending on the type of role, you may be asked to return for a second or even third interview. You will usually meet more senior members of the team at this point, and you may be asked to prepare a task or presentation. Your consultant will brief you fully on the interview, and will as well give you feedback from your first interview to help you develop. Offer and acceptanceIf you have been successful and the employer wants to offer you a role, your consultant will inform you by telephone and give you the key details including salary and requested start date. If you want to negotiate on either of these terms, your consultant will do this on your behalf and will be honest with you about whether this is a good idea or likely to be unsuccessful and leave a negative impression. Once you are happy with the terms you can accept verbally and via email and the contracts will be drawn up. At this stage it is advisable you inform your current employer about the offer and your intention to accept. Resigning from your current roleResigning from your current job can be hard, especially if you have been there a while and have developed friendships with your colleagues. Your consultant will coach you through the process so that it is as easy as possible, and you come out of it with a positive relationship with your employer (this is important for reference checks!) Sometimes they make it even harder by offering you more money or other incentives to stay. It is important you do not make any knee-jerk reactions and stay in a role you are not comfortable in for the wrong reasons - you started looking and applying for a reason, and have invested a lot of your time in getting an offer. Make the right decision for you and do not let guilt or pressure sway you from that. Reference checksUsually, offers of employment are 'pending satisfactory references', which is why it is important to let your current employer know immediately when you have accepted an offer. They may be contacted for a reference quite quickly. In most cases, the references will be done by the new employers' HR department. You will be asked to supply them with 2-3 contacts from recent employers (within the past two years). It is always advisable that you ask permission from the person first; this means they are not caught by surprise, and of course will give you a positive reference! Most organisations now will only confirm dates and roles, however, many hiring employers do like to take up a telephone reference. The usual approach would be to your direct manager/senior rather than HR, so it is important that you liaise closely with us through that process. Your first day!Your consultant will be in touch with you leading up to your first day, to touch base and help you with any questions you might have or advice you might need. Enjoy your new adventure!&nbsp;

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71-75 Shelton Street, Covent Garden, London, WC2 9JQ.

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Privacy policy

<h2>Privacy Policy</h2>Effective date: 01/06/2025Savannah Search Ltd ("we", "our", or "us") is committed to protecting and respecting your privacy. This Privacy Policy explains how we collect, use, disclose, and safeguard your information when you visit our website [insert website URL], in accordance with the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018.<h3>1. Information We Collect</h3>We may collect and process the following data about you:<h4>a) Personal Data You Provide</h4>NameEmail addressPhone numberAddressJob application data (if applicable)Any other information you voluntarily submit via forms or correspondence<h4>b) Automatically Collected Data</h4>IP addressBrowser type and versionTime zone settingOperating systemPages visited and time spentWe use cookies to help improve your experience. Please see our [Cookie Policy] for more information.<h3>2. How We Use Your Information</h3>We may use your personal data for the following purposes:To respond to enquiries and provide customer supportTo process job applicationsTo deliver services you&rsquo;ve requestedTo improve our website and user experienceTo send marketing communications (with your consent)To comply with legal obligations<h3>3. Legal Basis for Processing</h3>We rely on the following legal bases:Consent &ndash; when you have given us clear consentContract &ndash; when processing is necessary for a contract with youLegal obligation &ndash; where we&rsquo;re legally required to process dataLegitimate interests &ndash; when necessary for our legitimate business interests<h3>4. Sharing Your Information</h3>We do not sell your data. We may share your information with:Service providers and partners who support our website and servicesLegal and regulatory authorities when requiredThird parties involved in business transfers<h3>5. Data Retention</h3>We only retain your data for as long as necessary to fulfil the purposes we collected it for, including satisfying legal, accounting, or reporting requirements.<h3>6. Your Rights</h3>Under UK GDPR, you have the right to:Access the personal data we hold about youRequest correction of inaccurate dataRequest erasure of your data (right to be forgotten)Object to processing or restrict processingRequest data portabilityWithdraw consent at any time (if processing is based on consent)Lodge a complaint with the ICO (Information Commissioner&rsquo;s Office)<h3>7. Data Security</h3>We implement appropriate technical and organisational measures to protect your personal data from loss, misuse, unauthorised access, disclosure, alteration, or destruction.<h3>8. International Transfers</h3>If we transfer your data outside the UK, we ensure appropriate safeguards are in place (e.g., Standard Contractual Clauses or adequacy decisions).<h3>9. Third-Party Links</h3>Our site may contain links to third-party websites. We are not responsible for their privacy practices.<h3>10. Changes to This Policy</h3>We may update this policy from time to time. Changes will be posted on this page and, where appropriate, notified to you by email.<h3>11. Contact Us</h3>If you have any questions or concerns about this policy or your personal data, please contact us:<a href="mail:info@savannah-search.co.uk">info@savannah-search.co.uk</a><div class="textarea ">71-75 Shelton Street, Covent Garden, London WC2 9JQ</div>

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<ul><li>Founder of a Virgin Fast-track Company.. Our prestigious blue-chip and HNWI client base is retained by the outstanding personal and bespoke service from our team of long-standing consultants. </li><li>Recruiters for C-Suite Executives, EA's, Retail, Property and IT. Our exceptional client base is secured by the experience of our recruiters, our personal and bespoke service</li><li>Debbie has represented Britain at BAWE (British Association of Women Entrepreneurs) and was also a runner-up in the Women Entrepreneurs of the World at FCEM in St. Petersburg, Russia.</li><li>Debbie has been the principal &lsquo;rainmaker&rsquo; in the business ever since and is key to maintaining major client relationships. </li><li>With a strong work ethic, she runs the business on a day-to-day basis. She continues to recruit mainly executive staff and is a mentor for the Cherie Blair Foundation.</li><li>Debbie is committed to growing the business organically and through targeted acquisitions.</li></ul>

Debbie MacBeattie

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quarry-manager-hampshire-hampshire-quarrymanagerathampshire-28233

Quarry Manager – Hampshire Job; Location: Hampshire

Quarry Manager – Hampshire Job in Hampshire

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Quarry Manager – Hampshire

Meet our recruiter

Debbie MacBeattie

About the Role

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