Your job isn't simply to execute somebody else's search.

It's to develop the judgement to know what we should be searching for in the first place.

What you'll actually own

• You'll run searches end-to-end: understand the business problem, shape the brief, map the market, approach exceptional people, assess them, manage the process and help close them.
• You'll headhunt heavily, because many of the people capable of changing Simmer won't necessarily be applying for jobs.
• You'll learn unfamiliar markets quickly and work out where interesting talent might be hiding.
• You'll have proper conversations with candidates, not qualification calls, and learn to distinguish polish from potential.
• You'll use what you're seeing in the market to challenge our assumptions rather than simply telling us a search isn't working.
• You'll build relationships with exceptional people before we necessarily have a vacancy for them.

As you grow, your remit will too: better assessment, better data, better hiring processes, better candidate experiences and a deeper understanding of where Simmer should look for talent.

This is end-to-end recruitment, but the opportunity is to become much more than a recruiter.

Who tends to thrive here

We don't care enormously whether your current title is Resourcer, Recruiter, Consultant, Senior Consultant or Talent Partner. We're much more interested in the signals underneath it.

• You're unusually curious.
• Give you a role you've never recruited before and you don't immediately ask for keywords.
• You want to understand:
  • Why does this role exist?
  • What does exceptional actually look like?
  • What would this person change for the business?
  • Where else might those characteristics exist?
• You learn quickly, structure unfamiliar problems and get to what actually matters.
• You have a gear other people don't.
• You've probably had periods where you've worked harder than seemed entirely sensible because you cared about getting something over the line.
• A difficult search doesn't make you disengage. It tends to make you slightly obsessed.
• You care about pace, resilience, ambition and maintaining high standards when things get difficult not performative long hours.
• You don't wait particularly well.
• If a search isn't working, your instinct is to change something.
• If information is missing, you go and find it.
• If you're reasonably sure what the right thing is, you'll make a call rather than waiting for three meetings and permission.
• And if you get it wrong, you'll own it.
• You're commercially curious.
• You're starting to realise that recruitment becomes much more interesting once you understand the business behind it. You want to know which hires actually matter most.
  • What happens if we don't make one.
  • Why one role warrants £70k and another £40k.
  • Whether paying more for someone exceptional creates enough additional value to justify it.
• Great recruitment here isn't measured by how many jobs you fill.
• It's whether the people you find make Simmer better.
• You have opinions, but you're not precious about them.
• If someone gives you better information, you update your view.
• You can take direct feedback without needing it wrapped in six compliments.
• You'd rather discover you're wrong quickly than defend an average idea for three weeks.

We're probably looking for someone with around 2-4 years of recruitment experience, and strong agency foundations are particularly relevant.

But we're deliberately not trying to hire the person with the most impressive recruitment CV.

We're looking for rate of trajectory.

• Maybe you've consistently been given the harder searches.
• Maybe you've become the person your manager trusts unusually early.
• Maybe you outperform the people around you, but you've become more interested in understanding why you're successful.
• Maybe you've challenged a client because the market told you their brief was wrong.
• Maybe you've taught yourself an industry you knew nothing about and become credible in it remarkably quickly.
• Or maybe there's something outside work - sport, a side business, something you've built, an unusual responsibility you've taken on, that tells us something about how you operate when nobody is managing you.

We care about those things.

Potential doesn't always arrive with the correct job title attached. Simmer won't suit every good recruiter.

The environment is fast, direct and changes regularly.

If what you want from moving in-house is more structure, a slower pace and a mature TA machine, this probably isn't the move, this isn't a soft landing out of agency. But if you've started to feel constrained by simply being given jobs to fill, it could be a very interesting one.

Why make the move?

Because your learning curve changes when you stop recruiting for businesses and start learning how one is actually built.

• You'll work across almost every function.
• You'll see why hiring decisions get made and understand the commercial consequences when they're right and when they're wrong.
• You'll get exposure to founders, senior leaders and business decisions much earlier than you would in most companies and you'll get to help build the talent function rather than arriving once all the interesting decisions have already been made.

Simmer already has real traction.

But a huge amount of the company it could become is still unbuilt.

The people we hire now will determine what that company looks like.

And you'll help find them.