Recruitment Resourcer

Garry Howling Recruitment is a specialist recruitment business operating across the UK accountancy profession. We have ambitious plans to build a high-growth, market-leading recruitment company, and we are looking for an exceptional Recruitment Resourcer to play a central role in that growth.

This is not an administrative resourcing position, and it is not a role for someone who waits to be given a daily list of tasks. We need an exceptionally proactive, intelligent and commercially aware individual who naturally takes ownership, spots opportunities and makes things happen.

The successful person must take complete responsibility for every task and agreed action, progressing it promptly and following it through to its proper conclusion without needing to be chased. Sending an initial message, beginning a piece of research or simply reporting an opportunity will not, by itself, be regarded as completing the task. We need somebody who remains responsible until the intended outcome has been achieved, properly recorded and clearly communicated.

You will work closely with the business owner, supporting him by generating high-quality candidate conversations, identifying recruitment opportunities and progressing those opportunities as far as possible. You will undertake sourcing, research, initial engagement, qualification and follow-up, allowing the business owner to become the senior touchpoint with candidates and clients at the most commercially important stages.

The right person will be able to take a small piece of market information and turn it into a structured commercial plan. For example, if you discover that an accountancy firm is recruiting, you will not simply report that information. You will research the firm, identify the relevant decision-makers, understand its likely recruitment requirements, recommend an appropriate engagement strategy and take proactive steps to create a conversation, meeting or commercial opportunity.

You must be resourceful, progressive and comfortable working with significant independence. Success will be measured through conversations, meetings, candidates, opportunities and commercial outcomes—not simply by the number of tasks started or messages sent.

Key responsibilities

Candidate sourcing and engagement

• Proactively identify high-quality accountancy professionals who may be suitable for current or future opportunities.
• Build detailed talent pools across specific locations, disciplines and levels of seniority.
• Create persuasive, highly personalised approaches that generate genuine candidate interest.
• Engage professionally with potential candidates through appropriate online platforms, email, telephone and other suitable channels.
• Follow up intelligently and persistently without requiring reminders or continual direction.
• Conduct initial candidate qualification conversations to establish experience, qualifications, location, salary, notice period, career aspirations and reasons for considering a move.
• Obtain current CVs and relevant background information before booking candidates to speak with the business owner.
• Schedule qualified candidate meetings directly into the business owner’s diary.
• Maintain relationships with candidates who may not be ready to move immediately.
• Ask candidates for referrals and use market intelligence to identify further opportunities.
• Ensure candidate records, communications and activity notes are accurately maintained within the CRM.
• Continue progressing candidate relationships until an appropriate outcome or agreed follow-up position has been reached.

Market intelligence and opportunity creation

• Monitor the UK accountancy recruitment market and identify firms that are recruiting, growing, acquiring other businesses or likely to require recruitment support.
• Turn small pieces of information into practical, commercially focused action plans.
• Research prospective clients, including their structure, locations, vacancies, decision-makers and potential recruitment challenges.
• Develop tailored engagement approaches for individual firms rather than relying on generic messages.
• Initiate contact and work towards generating introductory meetings for the business owner.
• Recognise commercial opportunities arising from candidate conversations and market research.
• Progress every credible lead promptly rather than merely recording or reporting it.
• Follow commercial opportunities through until the intended action has been completed or a clear outcome has been achieved.
• Recommend new searches, campaigns, talent pools and market opportunities based on the information you uncover.
• Work collaboratively with the Marketing Manager to convert campaigns, responses and market visibility into candidate and client conversations.
• Identify obstacles affecting results, recommend solutions and adjust the approach when necessary.

Supporting the business owner

• Become a highly dependable extension of the business owner.
• Anticipate what needs to happen next and take appropriate action without waiting to be instructed.
• Protect the business owner’s time by completing research, initial engagement, qualification and follow-up before involving him.
• Provide concise, useful information that enables fast commercial decisions.
• Prepare the business owner thoroughly for candidate and client meetings.
• Follow up agreed actions immediately after meetings and ensure opportunities continue moving forward.
• Bring forward ideas, solutions and recommended actions—not simply questions or problems.
• Take responsibility for filling the business owner’s diary with worthwhile candidate and prospective-client conversations.
• Take complete ownership of assigned tasks and agreed actions, ensuring they are progressed promptly and followed through to full completion without requiring reminders.
• Remain responsible for each piece of work from the initial instruction through to the intended outcome.
• Proactively resolve obstacles and communicate promptly if additional information, authority or support is genuinely required.
• Never regard a task as complete simply because the first action has been taken; ensure the required outcome has been achieved, accurately recorded and clearly communicated.
• Maintain a reliable system for monitoring every commitment, deadline and follow-up so that nothing is overlooked or allowed to lose ---------- ntum.

The person we are looking for

The successful applicant must be:

• Extremely proactive: You naturally take action, follow through and continually look for the next opportunity.
• Accountable and completion-focused: You take personal ownership of every task and agreed action, follow it through to its proper conclusion and can be trusted to deliver without being chased.
• Commercially minded: You understand that the purpose of your work is to generate conversations, relationships, vacancies and placements.
• Resourceful: You can take limited information, research it properly and turn it into something commercially valuable.
• Highly independent: You can manage your workload and generate productive activity without constant supervision.
• Persistent: You follow up appropriately and do not allow worthwhile opportunities to disappear through lack of action.
• Intelligent and analytical: You can interpret information, identify connections and d ---------- on the most effective next step.
• An exceptional communicator: Your spoken and written English must be of an outstanding professional standard.
• Confident: You must be comfortable communicating with experienced UK professionals and senior business decision-makers.
• Organised: You can manage multiple searches, follow-ups, candidate relationships and commercial leads without losing ---------- ntum.
• Dependable: If you commit to completing something, the business owner can trust that it will be completed properly, on time and to the required standard.
• Adaptable: You respond positively to changing priorities and a fast-moving entrepreneurial environment.
• Outcome-focused: You measure your success through tangible results rather than general activity.

Essential requirements

• Educated to degree level.
• Exceptional written and spoken English.
• Previous experience in recruitment sourcing, executive search, candidate generation, lead generation, business development or another relevant commercially focused role.
• Demonstrable experience of working independently and creating opportunities without waiting for detailed instructions.
• Evidence of taking ownership of work and following tasks through to full completion.
• Strong online research and market-mapping ability.
• Confidence in initiating professional conversations by telephone, email and other communication channels.
• Ability to write persuasive and highly personalised outreach.
• Experience using a CRM or similar database system.
• Excellent attention to detail and record-keeping.
• A reliable, high-speed internet connection and professional home-working environment.
• Availability to work approximately 8:00 a.m. to 5:00 p.m. UK time, Monday to Friday. Local working hours will change when the UK moves between British Summer Time and Greenwich Mean Time.

Performance measures

Success in this role will be assessed through measurable commercial outcomes, including:

• Qualified candidate conversations generated.
• Candidate meetings booked and attended.
• High-quality candidates introduced against live and prospective vacancies.
• Updated CVs and candidate information obtained.
• Candidate relationships developed and reactivated.
• Recruitment leads and prospective clients identified.
• Introductory client meetings created.
• Quality and personalisation of outreach.
• Speed and consistency of follow-up.
• Completion of tasks and agreed actions without reminders.
• Accuracy and completeness of CRM records.
• Evidence of independent ideas, initiative and commercial ownership.
• Ability to turn li