about ata recruitment
ATA Recruitment is far more than just an engineering recruitment agency. As part of the RTC Group, we have resources and capabilities above-and-beyond many of our competitors. Working as a recruitment partner to several of the largest businesses in the UK, ATA has a proven track record of placements across engineering and manufacturing. Our processes are designed to add real value to our clients, and to make the job searching experience as easy as possible for our candidates.
Our engineering recruitment services
Permanent Recruitment
ATA's permanent recruitment processes help you to find the best talent for your business and are backed up by our market-leading 2 year guarantee.
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Contract and Interim Recruitment
As well as compliant contract recruitment, we provide payroll solutions and a unique IR35 assessment service designed to protect our clients and contractors.
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Why ATA Recruitment
Choosing the right engineering recruitment agency for your business can be a tough task in a busy market, so we want to make it as easy as possible. Alongside our 50 years of experience, there are a number of reasons to use ATA as your recruitment partner. We've outlined a few of them below.
Network
Clean and compliant data is at the heart of what we do and our internal database of over 40,000 relevant and engaged engineers gives our clients access to high-quality candidates not available on job boards.
Processes
Everything we do is designed for quality over quantity and our thorough recruitment processes enable us to find out much more than what's on a CV. Once we've completed our interview and screening process, you will receive a concise shortlist of only the best talent.
Service
We pride ourselves on a truly personal service. You will have a dedicated Recruitment Consultant with a clear understanding of your business and the market you operate in, enabling you to hire engineers efficiently.
Market Knowledge
We have worked solely in the engineering market for over 50 years and maintain a consistent knowledge of the latest trends, projects and technology. Using our own data, we've produced engineering salary reports and infographics to add value to our clients during their recruitment process.
Transparency
Unlike many other recruiters, you won't need to chase us. We provide regular updates during the recruitment process and we're completely transparent about progress.
Effectiveness
We don't bombard you with candidates - the CVs you receive will have been subject to our vigorous recruitment processes beforehand. Every two submissions to our clients result in an interview.
Our engineering recruitment EXpertise
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ATA Engage
ATA Engage is the technology platform that drives our Managed Service Provision. It centralises all of your recruitment & workforce management functions into one, user-friendly system – minimi...
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Engineering
We pride ourselves on our thorough recruitment processes that allow us to source the engineers that other recruiters may fail to find. We completely understand the urgency of your hiring needs, and...
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Manufacturing
ATA is an engineering recruitment partner to the UK's largest manufacturers, working with businesses to achieve their goals including increased production to reduced downtime. We don't simply recru...
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Technical Sales
The technical sales team is vital to any business. The best candidates need excellent sales skills and the ability to understand complex products, and we know how to find them. With over 50 years e...
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Procurement
Every business wants the highest quality supply chain at the best value prices, and that requires talented procurement and buying specialists. At ATA Recruitment, we have an extensive network of pr...
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Business Support
Behind every great business is the support team. We have over 50 years experience in the recruitment of payroll, marketing and IT specialists, as well as niche business support jobs. It's importan...
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2 Year Guarantee
Nothing we do at ATA is standard, and that includes our extended recruitment guarantee. The ATA Recruitment guarantee enables you to hire engineers with confidence in the knowledge that your recruitment partner has a vested interest in your success.
Before 8 Weeks
We work hard to identify and eliminate any risks during the recruitment processes, but if the unexpected was to happen, we’ve got you covered. We provide a completely free replacement or full refund if your new employee leaves within 8 weeks.
After 8 Weeks
If your new employee leaves after the first 8 weeks, most engineering recruitment agencies would offer a half price replacement up to 12 weeks. At ATA, we do things better. We will cover you with a half price replacement up to 2 years after employment.
Eligibility
Every permanent placement made at our standard fee is eligible for our 2 year guarantee. All other permanent placements will only be eligible for the half price replacement until 12 weeks.
engineering businesses we work with
engineering Case Studies

Fast delivery of experienced contractors for FMCG manufacturer - Case Study
A large FMCG manufacturing business were planning to recruit two permanent engineers in their maintenance department but due to the Covid-19 pandemic, the vacancies were put on hold. The maintenance department was under pressure and under resourced, so ATA Recruitment offered a contract option as a viable solution and the client was able to have two engineers start within the week. Our SolutionAfter speaking with the client about their requirements, ATA Recruitment sent over a selection of suitable candidates and two were selected, all within a 48-hour timeframe. The two experienced engineers were able to start within days. One of the maintenance engineers was a vastly experienced contractor and was able to hit the ground running and the other was willing to work on a contract basis and was also interested in staying with the business permanently when the permanent roles get signed off again. Value AddedDue to our extensive database of experienced and skilled engineers who have already been pre-interviewed, we were able to provide our client with a fast turn-around while delivering the exact type of candidates that they had in mind.Client Feedback“We have typically used ATA Recruitment to resource permanent engineers for our maintenance department but have had significant success in finding maintenance engineers on a contract basis. The ability of ATA to find contract maintenance quickly and who have been available almost immediately has really helped us out.” Maintenance Manager, FMCG Manufacturing If you would like to know more about ATA Recruitment or would like more information on how we can support your business, get in touch with us by completing the form below.
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Operations Director for a UK manufacturer of process pumps Case Study
The Brief The client manufactures process pumps and systems for the oil, gas, water and chemical process sectors across the UK. In order to improve operational KPIs and grow the business, they needed to recruit an Operations Director. This was a business-critical role that required a retained search service.The SolutionATA met with the client to gain a thorough understanding of the current business challenges and the objectives for the future. Following this, we identified the competencies and behaviours of the ideal candidate and created a full job description and specification. ATA’s recruitment plan outlined the brief, expectations and timescales of the project, providing the client with complete transparency of the executive search process.Following a headhunting campaign across competing businesses, we met face-to-face with candidates, Including a technical and commercial assessment.We asked candidates to present us with their plans for the first 30, 60 and 90 days in the role, and to outline why they are the right fit for the business. All of this took place before the client conducted their interviews – ensuring they receive a concise shortlist of the best talent.The ResultSince the search assignment was completed and the successful candidate joined the business, the client have been able to increase their staff retention and improve their operational KPIs.ATA now work as a preferred recruitment supplier to the client across both permanent and contract, and we have gone on to recruit some of their key management team, including a Managing Director for their European operation.ATA Recruitment fully briefs themselves on our company and the specific vacancies which results in very strong shortlist of candidates who closely match our requirements which in turn leads to successful placements.-Human Resources Manager
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Recticel Case Study
Recticel Flexible Foams provide durable solutions for a wide variety of customer needs in areas such as silencing, sealing, filtering and comforting. Recticel needed assistance in hiring an interim Operations Manager for their site in Corby and had already interviewed several candidates to no avail through other recruiters.The position was business-critical, and it was imperative to find the right candidate for the job in a timely manner.The SolutionWe visited the Recticel site in Alfreton and met with the Operations Director to gain a real understanding of the business and its requirements in a new interim Operations Manager for their Corby site. A tight brief was identified, with the candidate requiring high-volume manufacturing experience amongst several other specific skills and attributes, something other recruitment businesses had been failing to meet.Beyond just a CV match, we work hard to identify personal attributes and alignment with company values. Using our extensive network of engineers, we identified a great match who was interviewed twice and offered the role within 2 weeks.The ResultIn hiring an interim Operations Manager, Recticel were able to ensure smooth running of their Corby site. We have since gone on to recruit their Head of UK Operations, the Head of Health & Safety as well as Operations Managers for 2 of the UK Converting plants and other members of the Operations Teams. Supporting Recticel in their recruitment of senior management helped them to run the business and operate with minimal disruption to the day-to-day.
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Knapp Case Study
38 hires with Knapp, including Maintenance Engineers, Team Leaders and Site Managers. After initially recruiting at just one site, we have since placed across multiple UK locations including Burton, Somerset and Brighton. Knapp are specialists in automation technology for logistics and production, and we began working with the business in 2018. With the absence of an internal recruitment team, Knapp needed an engineering specialist that understood the marketplace and had an established network of engineering candidates. Like many engineering businesses, Knapp were trying to recruit within a very competitive market and needed help in attracting and retaining the right talent ahead of the competition.The SolutionOur work with Knapp started with a site visit for us to develop a real understanding of their goals and challenges, as well as a first-hand account of what the candidates will be doing technically. In doing this, we were able to pass this knowledge on to candidates and find engineers that were not just capable of doing the job but were also a long-term fit for the business.Assigned a dedicated Account Manager, Knapp have one point of contact within ATA Recruitment who knows their business inside-out, building a strong rapport with Hiring Managers and streamlining the communication and recruitment processes. Our 4 offices throughout the UK has allowed us to support Knapp across many of their sites and add value through local knowledge of the area and the marketplace.The ResultWe have made 38 hires with Knapp, including Maintenance Engineers, Team Leaders and Site Managers. After initially recruiting at just one Knapp site, we have since placed across multiple throughout the UK including Burton, Somerset and Bradford. Our ability to manage and support high volume recruitment throughout several locations has resulted in preferred supplier status with Knapp, and we continue to make regular hires with the business.Through ATA Recruitment’s support, Knapp has been able to ensure that the right engineers are on hand to maintain and repair their machinery, allowing the business to run with as little disruption as possible.
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What our employers say
Having recruited technical/engineering staff for many years, and having listened to many recruiters sat in front of me promise me the earth in the way of quality potential candidates, ATA Recruitment listened and delivered on many occasions. Sometimes my potential candidate credential wish list may have seemed impossible to match, but nevertheless ATA worked with me, shortlisted, and on most occasions succeeded. They take away the hard and painful work of recruiting staff, leaving you to do your job.

Shaun Carlton-Greaves
Technical Sales Manager
Zeppelin have worked with ATA recruitment for over 10 years. The service has always been good and we have filled positions with people of the right calibre and attitude. Our key contacts at ATA are friendly, knowledgeable and efficient and a pleasure to work with.

Zeppelin Systems
Managing Director
Contact us
We understand that every engineering recruitment agency will describe itself as 'different', but we want to prove it. To discuss our effective processes, or to find out more about what we do and how we can help your business, contact us below.
Engineering News & Insights
Why you should never stop investing in the training and upskilling of your leadership team
Why you should never stop investing in the training and upskilling of your leadership teamWhen you break it down, an organisation is only as good as the people it employs.Your management team is responsible for leading your employees and guiding them towards a collective goal as well as individual targets. So, by investing in leadership development, you ensure that your managers are equipped with the skills and knowledge to lead effectively.With cost-saving is a priority for many businesses, why should investment in senior talent be seen as a non-negotiable?Effective Communication: Regardless of management style, good communication is key. Managers need strong communication skills to convey your vision, goals, and expectations to their teams. By investing in communication training and development, you can ensure that your management team can effectively convey messages and reduce misunderstandings or conflicts. Retention: High-quality managers play a vital role in retaining top talent. Employees often leave organisations due to issues with their managers. When you invest in your management team, you create a positive work environment and provide opportunities for career growth. This will help retain valuable employees and reduces turnover. Likewise, by highlighting the importance of your managers through investment in training, they will feel valued as an integral part of your leadership team and, in turn, be less likely to leave. Enhanced Decision-Making and Crisis Management: Managers make critical decisions on a daily basis, ranging from strategic planning and crisis management to day-to-day operations. When your management team is well-trained and informed, they are more likely to make sound decisions that benefit the organisation. Investing in their development can lead to better decision-making and, ultimately, improved business outcomes. Strategic Alignment: A well-trained management team is better equipped to understand and align their efforts with the company's strategic objectives. They can create actionable plans and execute strategies effectively, ensuring that the entire organisation works toward a common goal. Staying ahead of the curve: Managers often bring with them decades of experience, which undoubtedly will provide them with the knowledge and expertise needed to perform to a high standard. However, it is critical to recognise that the workplace is a constantly evolving landscape, especially since the massive shift in employee expectations following the Covid-19 pandemic. Regular management and leadership training can provide an awareness of external factors that may impact the performance of a team or individual, as well as giving your teams the skillet to navigate any opportunities and threats that may arise. Investing in your management team is not an expense, but an investment in the future of your business. Effective leaders can drive growth, improve your culture, and help your company stay competitive in a constantly changing business landscape. By prioritising the development of your management team, you're not only securing the present but also laying a solid foundation for a successful future. The key is to not see training as a cost, but as an investment, just as you would a new piece of software or machinery. Understand training needs with Team Evaluation Assessments ATA Search's Team Evaluation Assessments is a unique offering to enable you to have a full overview of your current leadership team as well as your leadership pipeline. In partnership with the world-renowned Thomas International, you can have a complete assessment of the strengths, character profile and behavioural traits of your team. Whether you are currently recruiting or not, knowing your teams and the possible skills gap within them will ensure you invest in the right training. For more information, contact our ATA Search team below.Ajay BhellaSales Manager at ATA SearchConnect on LinkedInajay.bhella@ata-search.co.uk07827 918 324
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Contractor of the quarter - Q2 2023
Building great relationships is the key with our contractors, and we like to recognise the fantastic service they provide to our clients across the UK.To gain insight into the day-to-day life of working as a contractor alongside ATA Recruitment, we interviewed our Contractor of the Quarter, Mark Hickingbotham."Mark has been acting as one of two assigned Site Construction Managers supporting a CDM project, in addition Mark has also Project Managed the repair of a fire damaged public recycling facility, which by nature was an unplanned activity. The work was completed without compromising the daily operations and thereby minimised the impact to the business. Most recently, Mark project managed a time sensitive critical asset replacement, that had several challenges along the way, Mark demonstrated an agile approach to problem solving that ensured the asset was returned to service on time and within budget."Philip Morley, Project Manager, Renewi UK Services Ltd1. How long have you been a contractor for?I have been a contractor on and off for around 20+ years2. Why did you decide to go contracting?I became a contractor originally when I finished my apprenticeship, and decided to leave the security of full time employment to try and make more money. Money has always been a motivating factor for most people regardless of age. 3. What is it you like about contracting?I suppose the major benefit is the better rates, and the flexibility that you have in the work place. If you don't like a particular contract, you can always leave at short notice.4.What don’t you like about contracting?You only get paid for hours worked and there are no other fringe benefits that you get with permanent positions i.e holiday pay and other allowances.5. What is the service that you provide?Despite the fact that I am a contractor, I put all my effort in to represent the company that is paying me to the best of my ability. At the workplace you would not be able to distinguish me from a permanent staff member based on my performance.6. What is the current project you are working on?I am currently working on the rebuild of part of a waste treatment facility that burnt down. As loss adjusters are involved, there is the obvious need to follow certain protocols whilst at the same time attempting to put the facility back into an operational mode as quickly as possible. This in itself makes your job slightly more difficult/interesting.7. Why do you think it’s a good idea for companies to use contractors? Because of the shortness of contracts, contractors will generally work longer hours, this benefits both parties. 8. How easy is it to run your own business and be a contractor? Its difficult because you have to employ professional people to look after your accounts and this is at a cost, but you do have the flexibility and ability to to create the time to ensure that your house is in order. If you don't it could be at a financial cost. 9. How long have you contracted via ATA?Nearly 2 years10. What is your feedback on the service that ATA providesI have absolutely no complaints with ATA. They have been helpful throughout the time they have been representing me.Let us match you with contract opportunities that are right for you.Whether you're experienced as a contractor, or are just wondering how to get started, find out how ATA Recruitment can support you by calling 07827 295 376 or email contract@ata-recruitment.co.uk. Alternatively, complete the form below.
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ATA Recruitment Half 1 Review
Looking back on the first half of another successful year for ATA RecruitmentOnce a quarter, we get together as a business to reflect on the previous quarter and celebrate the success of our teams and individuals who have clearly demonstrated the 'ATA Way'.Here at ATA Recruitment, we have a 3-year growth strategy in place and we’re now just 6 months away from delivering what was an extremely challenging target post pandemic/ Brexit. The first half of 2023 has been excellent with our permanent, contract and search teams all well over budget, and our headcount is now at record levels for the business. As part of this plan, we have a strategy for sales, marketing and most importantly, our people. Our attraction and retention strategy (and getting this right) has been pivotal to what we have achieved. So, what are we doing to get this right?Goal management – we have a 10-tier progression structure for people to move through. Based on hitting your targets over 6 months, you can progress to the next level. I’m pleased to say that so far this year 39% of our consultants have had a promotion, with more to come. I’m pleased to say that all of the trainees we have hired over the last 12 months have all been promoted with zero attrition. Your first step into recruitment is a steep learning curve and not for everyone, so I’m extremely pleased to see the progression and development of our rookies!On boarding – as part of the ATA Way, we invest a lot of time and effort into the development of our new hires. Through intensive training, weekly 1-2-1’s, quarterly appraisals, plus on the job support, we are proud to say that we have an 100% retention on new hires in 2022-23.Training – we love training here at ATA Recruitment and it never stops. With our rookies transitioning onto sales, there has been a massive focus on sales training. We have done lots of classroom-based theory, followed up with role plays and on the quad coaching and it’s really paid off with some great new client wins. We also like to empower our seniors to train too, and it was great to see our Sales Manager for ATA Search recently running a 2-hour session on pitching and winning retainers. In addition, our newer managers have begun their ILM Level 3 over the last 2 months as well as members of our senior sales team completing the highly valued 2-day Miller Heinman strategic selling course.Reward and Recognition - recruitment is tough and the team have excelled this year, so we don’t want to take their efforts for granted. We run quarterly incentives that have seen the winners enjoy hospitality to the races (Doncaster), Michelin Star Fine Dining (Simpsons in Birmingham) and Hospitality at the Premier League Dart (Leeds). This quarter, our team will be competing for a Luxury Spa Day at Ragdale Hall in Melton Mowbray. We also believe it's important to run weekly incentives where the guys can win choose from a selection of prizes as well as rewarding the team for hitting target. Recently both our Leeds and Leicester offices have enjoyed long lunches at nice restaurants with a few drinks. When you spend so much time working together, it’s important to have fun together too!Agile Working - we know that the 'perfect work - life balance' has a different meaning to each of our team members. It is imperative that our employees feel supported by us to enable them to achieve their full potential, both in the office and at home. As such, we are flexible when it comes to their working situation. We have numerous employees who have various childcare commitments and have worked with them to make sure they have the freedom they need to manage their work - life balance."Chris Addison, Director at ATA RecruitmentAll in all, we have had another fantastic quarter here at ATA Recruitment, and that is down the hard work and dedication of each and every team member. Business has been strong, so we’re already gearing up for the next phase of our growth in 2024. For this we are looking for like-minded individuals in both Leeds and Leicester who are eager to succeed and want to join our ever-growing teams. To find out more, please get in touch using the contact form below.
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Reasons to recruit an executive interim manager
Reasons to hire an Executive Interim ManagerAccording to the institute of interim management, 73% of interim managers have sourced one or more of their assignments via a recruitment business and the most common reason companies recruit interim managers is business change and transformation of an underperforming company.The launch of ATA Recruitment’s Interim division has improved our overall offering to all of our clients. ATA Recruitment can now provide an Interim solution from hands on engineering right up to senior management roles. An Interim Manager is a key solution for companies that are in a position where they need an individual in a business-critical role to help evade a crisis. Interim Managers are a fantastic flexible option that can be supplied quickly using ATA Recruitments Interim database. ATA Recruitment currently has well over 2,500 interim managers that have been registered, this will give you confidence that ATA Recruitment can supply high quality people in a short timeframe.In the 6 months since ATA Recruitment launched their interim division, there has been an excellent uptake from our existing and new clients to engage with us to help fill business critical roles at speed. Interim managers can be used in a variety of situations. I have detailed below five common scenarios we have encountered over the last 6 months.1. Losing a senior manager from the businessLosing a key executive can be a challenging and disruptive event for any organisation, particularly if it is unexpected. In such situations, interim managers can provide a valuable stop-gap solution by stepping in to take over the role and ensure that critical work is not put on hold while a replacement is found.Interim managers can also provide additional benefits in these situations by developing the role further. They bring a wealth of experience and skills to the organisation, which can help to identify areas for improvement and make recommendations for change. This can help to ensure that the role is not only covered in the short term but also enhanced over the long term.Additionally, an interim manager can help to alleviate any uncertainty or anxiety that may arise due to the loss of a key executive. They can provide a sense of stability and reassurance to the organisation, allowing the rest of the team to focus on their work without worrying about the impact of the executive's departure.2. Struggling to fill the vacant position with a permanent senior managerRecruiting a permanent senior manager is a crucial decision for any organisation, as the role typically involves significant responsibilities and long-term impact on the company's direction. However, if you are facing challenges in finding the right permanent candidate, bringing in an interim manager can indeed be a viable solution. Here's why:Immediate Support: An interim manager can step into the role quickly, providing immediate leadership and stability to the team. This can prevent any leadership void and ensure that important projects and initiatives continue to progress without interruption.Time to Search: Recruiting a senior manager can take time due to the need for thorough evaluation and selection. An interim manager can fill the role while you continue your search for the perfect permanent candidate, alleviating pressure and allowing you to make a well-informed decision.Proven Experience: Interim managers often have a track record of successfully managing similar roles in various organisations. This experience can be leveraged to address specific challenges or implement necessary changes effectively.Training and Transition: When the right permanent candidate is eventually found, the interim manager can assist in a smooth transition. They can share insights, knowledge, and help the new manager get up to speed more quickly. 3. Turnaround / Business Change / TransformationTurnaround management is one of the most common scenarios that interim managers are most commonly associated with. It typically involves bringing in an experienced professional to lead a struggling organisation through a period of crisis or significant change.In a turnaround situation, an interim manager needs to be able to take charge from day one and provide a clear direction for the organisation. They need to be able to quickly assess the situation, identify the root causes of the problems, and develop and implement a plan to address them. They also need to be able to communicate effectively with all stakeholders, including employees, customers, suppliers, and investors.Senior interim managers are often ideal for this type of job as they have the skills and experience necessary to lead an organisation through a crisis. They can provide a steady hand making tough decisions and implementing changes as needed. They can also achieve quick wins that boost morale and provide a sense of progress and momentum for the organisation.Overall, turnaround management is a challenging but rewarding role for an interim manager. It requires strong leadership skills, the ability to think strategically and act decisively, and the resilience to handle the pressures and uncertainties that come with leading an organization through a period of crisis or significant change.4. Crisis ManagementCrisis management requires a particular set of skills and experience to navigate successfully. An interim manager with a proven track record in crisis management can provide the necessary calmness, perspective, and expertise to help a company weather a crisis.Interim managers can also bring a fresh perspective to a crisis, which can be helpful in identifying and addressing underlying issues that may have contributed to the crisis. They can help to stabilise the situation, mitigate risks, and develop and execute a plan to resolve the crisis.Moreover, interim managers are often brought in to provide leadership during a transitional period, such as when an executive has left unexpectedly, and a new leader has not yet been appointed. In such situations, an interim manager can provide continuity of leadership and ensure that critical business operations continue to function smoothly.In summary, an experienced interim manager can be an asset to a company in crisis, providing the leadership, expertise, and perspective necessary to navigate the situation successfully.5. AcquisitionDuring an acquisition, firms often require the expertise of specialists who have experience in navigating similar situations. Interim managers can provide valuable support in such scenarios by helping the company to achieve its goals more efficiently and effectively.One of the common projects during an acquisition or integration program is shedding or recruiting staff. Interim managers can help to identify the right candidates for the organisation and provide support throughout the recruitment process.Interim managers can also play a critical role in providing reassurance and ensuring that all sides know what is going on during an acquisition. They can help to establish clear lines of communication between the various stakeholders involved and provide regular updates on progress, issues, and risks.In summary, interim managers with experience in acquisitions can provide valuable support to companies looking to navigate these complex processes. They can help to ensure that the process runs smoothly, that all employees are treated fairly and legally, and that clear lines of communication are established between all stakeholders.Being an Interim Service Provider in the engineering, manufacturing and FMCG sectors has seen ATA Recruitment able to provide a solution to all technical assignment within an organisation. This has put ATA Recruitment in an unenviable position and our clients are taking advantage of this extra capability. If you require an Interim to help you through a difficult then please get in contact with Robert Weatherhead on the details below:07827 256 611robert.weatherhead@ata-recruitment.co.ukConnect with Rob on LinkedIn
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Half Year Maintenance Salary Report 2023
ATA Recruitment's Half Year Maintenance Salary Report 2023 is available to downloadWith nearly 60 years experience in the provision of recruitment solutions for manufacturing and engineering, ATA Recruitment has established itself as a market leader. We pride ourselves on providing service with real added value and as part this we like to share our market intelligence and insights with our customers. You may have seen our previous survey detailing the average salaries for Maintenance Engineers in 2022. We have been providing these reports annually for 6 years now, however due to the current climate and the rapid rise in salaries we are now producing a half year report to give you the latest real time data. The data we have collected has come from a large cross section of the market for both SME’s and large blue chips in industries such as, Food, Automated Distribution, Construction Materials, FMCG, and General Manufacturing. We hope it gives you a benchmark for where you are in the market, please get in touch to discuss the findings of this report in more detail.Download the Half Year Maintenance Salary Report 2023By submitting the above form, you are agreeing to our Privacy Policy.Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an engineering recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a job or want to hear about future opportunities, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.By submitting the above form, you are agreeing to our Privacy Policy.
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'Designing' your recruitment strategy in 2023
'Designing' your recruitment strategy in 2023The current recruitment market for Design Engineers continues to provide ongoing challenges for companies, with demand heavily outweighing availability of talent in the market. IMechE references that at the end of 2022, there was shortage of 173,000 people across all STEM roles with 49% of engineering business expressing difficulty in recruiting.One of the cornerstones of ATA Recruitment’s white collar offering is the provision of Mechanical Design Engineers into the automation, system integration and special purpose machinery sectors.Apart from the sudden surge of candidates into the market during the initial period of the pandemic, we have seen the balance of supply and demand continue to become more challenging for companies. From 2022 to 2023 we have already seen a 20% increase in time to hire figures highlighting the increased difficulty in identifying top engineering talent.As a result of these trends, we are constantly consulting with and advising our customers about market conditions and encouraging them to think broadly and to be as open minded as possible when defining the requirements for candidates to fill their roles.As part of The ATA Way (our set of values), we strive to Add Value and provide some insight into what companies are placing the most importance on when hiring. We wanted to understand if the Specific CAD package, Product Experience or the Personal Characteristics of the individual being hired were more critical for a successful hire.From our 2023 data on Design Engineers we have placed we have found:Only 40% of the Design Engineers we placed had expertise in the CAD Package required by the hiring company70% of the candidates had experience that was very closely aligned to specific equipment or machinery required within the roleOnly 20% of the candidates being placed fulfilled both of these criteria togetherThe data suggest that companies are having to make a choice whether to offer training and development for either the specific CAD Package used within the role, or to give their new hires the time required to gain the knowledge of the technical specifics for the equipment or machinery the company designs.In all these cases, companies are then having to be confident that the long term fit of the person with the business is also a great match to ensure the time spent training and developing is coupled with someone they can retain in the businesses for the long term.Interestingly, 90% of the roles filled offered some form of hybrid or agile working structure with the popular choice being offering one to two days working from home per week to allow people to strike the right work life balance. In some cases, this has been crucial for companies filling roles with candidates being willing to travel a distance for three days per week that they would not choose to for a fully office based role.In summary, it’s clear when hiring in the design engineering space currently that companies need to have some compromise in mind and need to ask themselves it the product experience or CAD package experience is more important to them. We will re-visit these figures further down the line to see how these trends continue.Stewart JacksonAssociate Director at ATA RecruitmentConnect on LinkedInstewart.jackson@ata-recruitment.co.uk07827 295 740
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The impact of the skills shortage on the maintenance recruitment market
The impact of the skills shortage on the maintenance recruitment market"There is an estimated shortfall of over 173,000 workers in STEM sectors, the The Institution of Engineering and Technology have released in a recent report – an average of 10 unfilled roles per business in the UK, costing the economy a “shocking” £1.5bn each year. 49% of engineering businesses are experiencing difficulties recruiting workers with the skills they need." (Source: IMechE).As experts in maintenance, this comes as no surprise to us here at ATA Recruitment. We have seen more and more demand from our clients across the UK over the past 18 months to support them with the growing need for more talent within their businesses. Part of The ATA Way (our set of values) is “Adding Value”. We pride ourselves on our ability to generate market data to support our customers in their recruitment and retention (we’ve been producing Salary Survey reports for a number of years now, breaking down salaries by region, technical bias, industry and shift pattern.)To help employers navigate this turbulent market, we have explored just how this shift has had an impact on the maintenance recruitment space, including the change in the average length of service of a Maintenance Engineer during a skills shortage.Having analysed our last 50 maintenance placements, I was surprised to see the 38% of the Maintenance Engineers we’ve placed have been in the last role for less than 1 year, and a further 20% had less than 2 years’ service. So, with 58% moving roles within such a short period it poses the following questions, are Engineers making the right decisions when accepting roles?Is it the case that if the role isn’t as sold and with so many roles available, they are less willing to give the role time?Are they making their decision solely based on money?Are candidates starting roles and continuing to look just in case there might be something better out there?Is it the cost-of-living crisis that is forcing Engineers to move around to maximise their earning potential?It’s hard to know, but from the data our last candidate survey generated, 36% said that money was the key reason why they were looking to move. The fact that this has dropped to 26% suggests that although it’s still important, the need for a good work life balance and working a shift that suits is once again becoming more prominent (in fact, our survey shows that this has actually increased from 33% to 42%).In addition, 72% of those Maintenance Engineers have actually changed shifts when accepting a new role.So as an employer, what do you do?Ask yourself the question how good is your onboarding, training and development? Are the team making new starters feel welcome? Are you delivering what you promised in the interview?Are you getting the assessment right at interview stage? Is the candidate joining you for the right reasons?Are you getting the remuneration of your existing team right? If they feel valued they won’t be looking for a change.Get in touchIf you're not confident with your answers to these questions, this will be having an impact on your ability to attract, recruit, develop and retain. We at ATA Recruitment become an extension of your business, ensuring we delve deep into the pain points of your teams and support you with tailored talent solutions that will last throughout the skills shortage and beyond. Please contact me on my details below or complete the form below to start a discussion with our team.Chris AddisonDirector at ATA RecruitmentConnect on LinkedInchristian.addison@ata-recruitment.co.uk07787 289 367
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ATA Recruitment expand offering in the Northwest
ATA Recruitment announce key hire to drive further expansion in the NorthwestAs part of ATA Recruitment's ongoing commitment to supporting our customers nationally, we have made the decision to organically grow our structure and develop regional teams across the UK, specifically in the Northwest.Over the last few years, ATA Recruitment have partnered alongside a large number of multi-site national accounts, of which many have a large presence in the Northwest. With a national database of 55,000 Engineers and a specialist team of experienced consultants, we are already seeing continued success in supporting this demand. So naturally the next step in maintaining our speed of delivery and further developing these relationships, was to build a specific team around these customers. We are excited to welcome Jon Paryazani as Recruitment Consultant, who will be driving the delivery of our services in the Northwest.Since Jon joining the team, we have already seen our account portfolio expand further in the Northwest with the addition of a large food manufacturer to our existing group of client base. With two sites in the region, it is positive to see the impact the team have already made. Furthermore, we are expecting the growth of this division to be rapid alongside our growing teams in other regions of the UK.Chris Addison, Director at ATA Recruitment explains: "Bringing Jon in to spearhead that growth in the Northwest is a key part of the puzzle and will support us in our growth plans for 2023 and beyond. We were really excited to get Jon on board, he brings a wealth of experience and enthusiasm, and has already made a very positive impact. I fully expect that we’ll be adding to the team again soon."Jon Paryazani said on his move to ATA Recruitment: "As a Recruitment Consultant for Maintenance Engineers, my primary goal is to connect talented professionals with great career opportunities. With plenty of experience in the industry, I specialise in identifying and recruiting top talent across the Northwest. My approach is consultative and collaborative, as I partner with both clients and candidates to ensure a successful match. From crafting job descriptions to conducting interviews and negotiating offers, I provide end-to-end recruitment services that streamline the hiring process and deliver results."Contact Jon Paryazani Call 07810 508 532 or email jon.paryazani@ata-recruitment.co.uk
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Why I stayed at ATA Recruitment
Why I stayed at ATA RecruitmentIn the current market, it’s no secret that there’s a lot of recruitment agencies out there offering opportunities to future consultants. We spoke to Principal Recruitment Specialist, Kristi Hopwood, and our Customer Relationship Manager, Hassan Choudhry, on why they stayed at ATA Recruitment.Kristi joined us in 2018 in a 360 recruitment position and has progressed to Principal Recruitment Specialist since coming back from maternity leave. Kristi talked about the flexibility and support she felt from ATA Recruitment: “They are so supportive. The flexibility now since coming back from maternity leave has been great, the fact that it works around my life and gives me the balance, I’ve never had that before and it really does have a big effect on your work life”.Our agile working policy gives our employees a chance to a better work/life balance. And offering flexibility is what it’s all about. Hassan says, “I started in 2016 as a trainee in talent sourcing, I had no recruitment experience, and it was literally a brand-new industry to me. ATA Recruitment really developed my skills and trusted me to work on some great roles even at the beginning.” And there has been no shortage of opportunities for Hassan. He has had several promotions since joining in 2016 and is now our Customer Relationship Manager.‘Creating Opportunities’ is at the forefront of everything we do. Having no previous recruitment experience has not held Hassan back, our training programme is thorough enough and constantly improving, he said; “My progression route has developed since my time here. I was given a good idea of my options and always offered the relevant training and support, but really I had the freedom to choose my own path.”Having a likeminded team has made a huge difference to both Kristi and Hassan’s experience. Kristi says, “When I first joined in the maintenance team, they were just hilarious. I came from a female only company, so it was different, but everyone is so friendly and supportive. It’s like speaking to an old friend when you’ve not been in the office for a while!”. Hassan’s role has also shown him the importance of the team around him, he says, “The team is very supportive, and everyone is so welcoming and friendly. Because everyone is so down to earth it means that you could approach anyone and ask for help, any new starter would be welcomed!”.Their journey with us isn’t over yet. Kristi says, “I would love to stay what I’m doing, and I love that I have options. I love what I do and I’m lucky that ATA Recruitment were happy to support me. It has ended up working brilliantly for both of us!” When questioned on his future with the company, Hassan has no doubt that the prospects are only getting bigger, he says, “I know there are a few lanes that I could take in the future, maybe a business development role would be interesting! The important thing is I know that there will be support no matter which route I choose.”If, like Kristi and Hassan, you are looking for a company with staying power, get in touch with ATA to see if we have the role for you. Telephone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.ukLinkedIn: Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies
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Half Year Maintenance Salary Report 2023
ATA Recruitment's Half Year Maintenance Salary Report 2023 is available to downloadWith nearly 60 years experience in the provision of recruitment solutions for manufacturing and engineering, ATA Recruitment has established itself as a market leader. We pride ourselves on providing service with real added value and as part this we like to share our market intelligence and insights with our customers. You may have seen our previous survey detailing the average salaries for Maintenance Engineers in 2022. We have been providing these reports annually for 6 years now, however due to the current climate and the rapid rise in salaries we are now producing a half year report to give you the latest real time data. The data we have collected has come from a large cross section of the market for both SME’s and large blue chips in industries such as, Food, Automated Distribution, Construction Materials, FMCG, and General Manufacturing. We hope it gives you a benchmark for where you are in the market, please get in touch to discuss the findings of this report in more detail.Download the Half Year Maintenance Salary Report 2023By submitting the above form, you are agreeing to our Privacy Policy.Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an engineering recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a job or want to hear about future opportunities, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.By submitting the above form, you are agreeing to our Privacy Policy.
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Annual Maintenance Salary Report 2022
ATA Recruitment's Annual Regional Maintenance Salary Report 2022 is available to downloadWith over 50 years experience in the provision of recruitment solutions for manufacturing and engineering, ATA Recruitment have established themselves as market leaders. Not only do we pride ourselves and providing a quality service, but we like to share our market expertise with you too.You may have already seen our permanent salary survey report detailing the average salaries offered to our candidates in 2022. The recruitment of Maintenance Engineers across the UK is a huge proportion of what we do, so we thought we would give you a more detailed breakdown of the market. The continuing shortage of candidates caused by post Brexit Britain continued to dominate the recruitment landscape. With the number of unfilled vacancies peaking at 1.3m last spring, the “war for talent” in UK manufacturing certainly intensified, and for us as a business this was felt most keenly in the maintenance sector. The data we have collected has come from a large cross section of the market for both SME’s and large blue chips in industries such as, Food, Automated Distribution, Construction Materials, FMCG, and General Manufacturing.We hope it gives you a benchmark for where you are in the market, please get in touch to discuss the findings of this report in more detail.Download ATA Recruitment's Annual Regional Maintenance Salary Report 2022By submitting the above form, you are agreeing to our Privacy Policy.Get in touchAs always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2023. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.By submitting the above form, you are agreeing to our Privacy Policy.
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Annual Contractor Charge Rates Report 2022
The ATA Recruitment Annual Contractor Charge Rates Report 2022 is available to downloadThe number of briefs we received from clients has grown another 25% on 2021 and this shows no sign of slowing down in the near future. Covering the following disciplines, we have highlighted the average contractor charge rates across the UK as well as provided you with expert commentary from our specialist contract consultants:ManufacturingEngineeringSenior and InterimIf you are a contractor looking for a new assignment or a client looking to use a flexible skilled resource, then please get in touch.Download the reportGet in touchAs always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2023. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.
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Annual Engineering Salary Survey 2022
The 6th edition of ATA Recruitment's Annual Salary Survey Report is available to download2022 was certainly the most interesting and indeed challenging year I’ve experienced across my 23 years experience in engineering and manufacturing recruitment. The skills gaps created by Brexit and the mass return of skilled workers back into the EU (330,000 in total) widened with the number of unfilled vacancies in the UK economy peaking at 1.3m in May.Covering the following disciplines, we have answered some of the most common questions we get asked, as well as providing you with the quantitative data from salary trends:Maintenance & ServiceQuality & ManufacturingDesign & ProjectsTechnical SalesATA Search / ExecutiveThis data has been generated from the placements we made in 2022, along with various industry survey findings. We trust this will give you a real time overview of the the recruitment landscape and average salaries offered across the UK.Download the reportGet in touchAs always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2023. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.
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Half Year Maintenance Salary Report 2022
ATA Recruitment's First Half Year Maintenance Salary Report 2022 is available to downloadYou may have seen our previous survey detailing the average salaries for Maintenance Engineers in 2021. We have been providing these reports annually for 5 years now, however due to the current climate we have decided to produce a half year report for the very first time.Why? Because we have never seen such a fast moving market. There has been such a dramatic shift in salaries and candidate behaviour over the past six months that it seemed necessary to publish this data, alongside our expert commentary. Indeed, we can already see this trend heightening into the second half of the year, which will make for another interesting read in our annual report released early in 2023.The data we have collected has come from a large cross section of the market for both SME’s and large blue chips in industries such as, Food, Automated Distribution, Construction Materials, FMCG, and General Manufacturing. We hope it gives you a benchmark for where you are in the market, please get in touch to discuss the findings of this report in more detail.Download the Half Year Maintenance Salary Report 2022Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an engineering recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a job or want to hear about future opportunities, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.
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Annual Contractor Rates Report 2021
The ATA Annual Contractor Rates Report 2021 is now available to download2021 was still a year of challenges as many companies continued to deal with the impact that Covid-19 was having on business and recruitment. We saw a real upturn in the requirement for contractors and the volume of contract assignments that ATA were briefed on more than doubled in comparison to 2020. With average contractor rates and and expert commentary from our specialist consultants and managerial team, we have compiled the Annual Contractor Rates Report 2021 based on the contract placements made throughout the past 12 months. Covering the following disciplines, we have answered some of the most common questions we get asked, as well as providing you with the quantitative data from salary trends:ManufacturingEngineeringInterim & Shared ServicesDownload the ATA Annual Contractor Rates Report 2021The report will open in a secure PDF format that you can either view online (web and mobile) and save for future reference. Simply fill in the form below to download.Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an engineering recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a job or want to hear about future opportunities, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.
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Annual Executive Engineering Salary Report 2021
ATA Search’s 2021 Salary Survey is now available to download We are giving you a detailed insight into salaries across the engineering and manufacturing sectors for mid-management, Director and executive hires. With average salaries and expert commentary from our specialist consultants, we have compiled the ATA Search Executive Engineering Salary Report 2021 based on the senior level placements made throughout the past 12 months.The report will open in a secure PDF format that you can either view online (web and mobile) and save for future reference. Simply fill in the form below to download.Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an executive recruitment partner to support your business, get in touch with ATA Search.
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Annual Maintenance Salary Survey 2021
ATA Recruitment's Annual Regional Maintenance Salary Report 2021 is available to downloadWith over 45 years experience in the provision of recruitment solutions for manufacturing and engineering, ATA Recruitment have established themselves as market leaders. Not only do we pride ourselves and providing a quality service, but we are sharing our market expertise with you too.You may have already seen our permanent salary survey report detailing the average salaries offered to our candidates in 2021. The recruitment of Maintenance Engineers across the UK is a huge proportion of what we do, so we thought we would give you a more detailed breakdown of the market. Splitting down by industry, shift pattern and by region, the data we have collected has come from a large cross section of the market for both SME’s and large blue chips in industries such as:FoodRecyclingChemicalsAutomated DistributionConstruction MaterialsFMCGGeneral Manufacturing.Download the Annual Maintenance Salary Report 2021Get in touch If you would like to discuss the findings of the report in more detail or if you’re looking for a maintenance recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a new opportunity or want to hear about future positions, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.
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Annual Engineering Salary Survey 2021
The 5th edition of ATA Recruitment's Annual Salary Survey Report is available to downloadWelcome to the 5th edition of ATA Recruitment’s annual salary survey report, this data has been generated from the placements we made in 2021, with a view to giving a real time overview of the average salaries offered across the UK.This will be the second salary report we have released since the outbreak of the coronavirus pandemic back in early 2020. When comparing the two reports, it's safe to say the differences are tenfold. From the shift to a heavily candidate driven market, to the further implications of Covid-19, Brexit and IR35, 2021 has been a year unlike any other. As one would imagine, the impact of these different elements has led to a dramatic change in salaries recorded in our 2021 report. To help you keep track of these events, we have also provided you with a timeline of key moments and statistics throughout 2021 that have had an impact on average salary changes. With average salaries and expert commentary from our specialist consultants and managerial team, we have compiled the Annual Engineering Salary Report 2021 based on the thousands of placements made throughout the past 12 months.Covering the following disciplines, we have answered some of the most common questions we get asked, as well as providing you with the quantitative data from salary trends:Maintenance & ServiceQuality & ManufacturingDesign & ProjectsTechnical SalesExecutiveDownload the report todayGet in touchAs always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2022. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.
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The impact of the skills shortage on the maintenance recruitment market
The impact of the skills shortage on the maintenance recruitment market"There is an estimated shortfall of over 173,000 workers in STEM sectors, the The Institution of Engineering and Technology have released in a recent report – an average of 10 unfilled roles per business in the UK, costing the economy a “shocking” £1.5bn each year. 49% of engineering businesses are experiencing difficulties recruiting workers with the skills they need." (Source: IMechE).As experts in maintenance, this comes as no surprise to us here at ATA Recruitment. We have seen more and more demand from our clients across the UK over the past 18 months to support them with the growing need for more talent within their businesses. Part of The ATA Way (our set of values) is “Adding Value”. We pride ourselves on our ability to generate market data to support our customers in their recruitment and retention (we’ve been producing Salary Survey reports for a number of years now, breaking down salaries by region, technical bias, industry and shift pattern.)To help employers navigate this turbulent market, we have explored just how this shift has had an impact on the maintenance recruitment space, including the change in the average length of service of a Maintenance Engineer during a skills shortage.Having analysed our last 50 maintenance placements, I was surprised to see the 38% of the Maintenance Engineers we’ve placed have been in the last role for less than 1 year, and a further 20% had less than 2 years’ service. So, with 58% moving roles within such a short period it poses the following questions, are Engineers making the right decisions when accepting roles?Is it the case that if the role isn’t as sold and with so many roles available, they are less willing to give the role time?Are they making their decision solely based on money?Are candidates starting roles and continuing to look just in case there might be something better out there?Is it the cost-of-living crisis that is forcing Engineers to move around to maximise their earning potential?It’s hard to know, but from the data our last candidate survey generated, 36% said that money was the key reason why they were looking to move. The fact that this has dropped to 26% suggests that although it’s still important, the need for a good work life balance and working a shift that suits is once again becoming more prominent (in fact, our survey shows that this has actually increased from 33% to 42%).In addition, 72% of those Maintenance Engineers have actually changed shifts when accepting a new role.So as an employer, what do you do?Ask yourself the question how good is your onboarding, training and development? Are the team making new starters feel welcome? Are you delivering what you promised in the interview?Are you getting the assessment right at interview stage? Is the candidate joining you for the right reasons?Are you getting the remuneration of your existing team right? If they feel valued they won’t be looking for a change.Get in touchIf you're not confident with your answers to these questions, this will be having an impact on your ability to attract, recruit, develop and retain. We at ATA Recruitment become an extension of your business, ensuring we delve deep into the pain points of your teams and support you with tailored talent solutions that will last throughout the skills shortage and beyond. Please contact me on my details below or complete the form below to start a discussion with our team.Chris AddisonDirector at ATA RecruitmentConnect on LinkedInchristian.addison@ata-recruitment.co.uk07787 289 367
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Are gaps in your workforce holding you back?
Are gaps in your workforce holding you back?We are currently seeing record levels of vacancies being advertised across the UK. On the face of it, this sounds great. However, we are also seeing historically low levels of applications for these roles, creating a perfect storm for clients who need to add to their teams. In fact, for the first time since records began, it has recently been announced that job vacancies have outnumbered the number of those unemployed.The usual suspects, Covid-19 and Brexit are widely blamed for this. However, whatever the reason, the fact is that many companies are being held back as they simply can’t fill the vacancies in their business. It’s time to close the gapLooking at the statistics we’ve highlighted above, it appears to be an unsolvable equation. How do businesses close the gap in the worst skills shortage we’ve seen in decades?The answer? Flexible and highly skilled contractors. Here at ATA Recruitment, we are expertly placed to help you stay ahead of the competition and close the gap in your team with highly skilled contractors, who can provide a temporary solution whilst you try and find permanent staff.Gain control of your workforce in an unpredictable landscape With over 50 years trading history and a formidable reputation for quality, we are constantly looking at ways to add value to our existing clients who are considering taking advantage of the benefits of contract solutions.As the Sales Manager for the contract division, I was excited to learn that the business was investing heavily in a product which will allow us to offer even better service to all client from SME’ s to blue-chip giants – that product is called Engage.Save time, money and stress with EngageEngage is a technology platform designed to help our clients manage all activities related to their temporary workforce. Whether you need more visibility of your workforce, IR35 management, enhanced reporting and control of recruitment spend, or you are thinking about adopting an entire workforce management solution, ATA Engage offers you the flexibility to deliver what you need. Simply put, it is a “single source of truth” that can be accessed anywhere, anytime – no downloads, no complex system integrations – just login and you’ll have access to all you need to control your contingent workforce and spend in a user-friendly interface.What can it do?Manage all your temporary hiring needs in one placeAll required recruitment communications under one roofIR35 management End to end vacancy management Timesheet and invoicing Financial & performance reportsApproval and sign off management Onboarding and compliance functions Supply chain control and visibility PO approval and monitoring Why ATA Engage? Gain more control over your temporary recruitment activitiesMore visibility and easy reporting functionsA standardised processSave time, money and stressI would love to hear about your business, understand the challenges you face so we can create a bespoke solution to eradicate all your existing issues. Get in touch to start the conversation, and I can arrange a live demonstration of the platform for you at your convenience.I look forward to hearing from you. Rob Weatherhead, Sales Managerrobert.weatherhead@ata-recruitment.co.uk | 07827 256 611
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Has the Pandemic created a Perfect Storm for hiring Engineers?
If anyone had asked me two years ago what I thought the biggest threat to recruitment was within the Engineering Sector, I would have said Brexit…. how wrong I was. The Pandemic has thrown the plans of every business to the wind and left the hiring market in a position not seen before. Pre-pandemic, we were already seeing signs of limited candidate availability, with too few candidates for the number of vacancies. However, things have been worsened by the current situation, with a perfect storm of diminished candidate volumes and a sharp increase in the number vacancies.What does this mean to businesses currently trying to hire?Within the Maintenance and Service market, which is arguably the busiest within the Engineering sector currently, it has become increasingly difficult to find skilled candidates for the roles coming onto the market. At the start of the year, this certainly wasn’t the case. We saw a huge surge of candidates coming onto the market due to a combination of factors, mainly redundancies due to the pandemic. We also saw people looking to move due to feeling insecure in their current role due to the same reason. However, this influx has been short lived, with the best candidates being snapped up very quickly. To put this into context, just across the first half of 2021, we have seen a 75% reduction in the number of candidates coming onto the market. Whilst simultaneously, we've seen a 100% increase in the number of live roles since restrictions have eased and businesses feel more confident in the market. Although the struggle of finding the right candidates doesn’t end there, according to a recent study by the Open University, 51% of Vacancies remained unfilled!Every business has had to adapt when it comes to interviewing over the course of the pandemic, with the majority of businesses either choosing to wait to recruit or opting for web based interview software like Microsoft Teams. However, a big issue has been how to train and induct new recruits whilst observing social distancing. Within Maintenance, this hasn’t been as big of an issue, as new recruits are joining established teams and have the support of their new colleagues. Within Service, it is far more tricky. Most Service positions are home based currently, making the task of onboarding and training new Engineers much more challenging. This has had a knock on effect on what most Service Managers are now looking for when it comes to new recruits.Pre-pandemic, with the ability to bring new Engineers in for training, most hiring managers would look at a broad spectrum of candidates. Now, with the inability to train as effectively due to social distancing, we have seen most Hiring Managers look for candidates from their industry. This, in an already candidate short market, compounds the situation. We are already seeing roles that were fillable 18 months ago go unfilled due to restrictive recruitment policies.What is the solution?There isn’t a 'one size fits all' solution to this issue, as every business and industry sector have their own challenges on top of this. However, there are 3 key things to consider when looking to hire:Firstly, do you know how competitive your industry is and the availability of candidates with the skill sets you require? Depending on how niche your market is, you may need to consider looking at candidates from outside your industry and who have the transferable skills that can be adapted and trained to suit your requirements. What training and support can be provided? If classroom based training isn’t an option, can new recruits be buddied up with an existing team member to be shown the ropes? Can video based training be used? It's unlikely this is going to be a complete substitute for hands on training, but we have seen a number of businesses adopt this as a strategy to complete product training upon induction. Would a more junior hire, that can be trained and moulded, be a better option?Secondly, is your package competitive? The main driver of a candidate driven market is that the best candidates can pick and choose who they want to work for. Just like the current situation with the housing market, we are already seeing a number of our clients increasing salaries on roles to try and attract the best talent. However, we also know this is not an option for all. Instead, consider the package as a whole. Following our recent candidate survey on what was important to candidates when looking for a new position, work life balance was a key factor, especially for Service Engineers. This has now been magnified with the events of the last year with many of us taking stock of what we consider a priority. How many nights will the Engineers be required to stay away? Are they compensated for hours worked outside their core hours? Are their diaries managed so that travel is cut to a minimum?Finally, how are you positioning yourself in the market? Job security has always been of high importance to candidates, even more so now with so many established firms unexpectedly going to the wall. Understandably, candidates are cautious when looking to join a new business. Think about how you can reassure candidates that they are joining a stable business. What progression can be offered in the future? How did your business deal with lockdown? What is driving your current need to recruit? Any business with a full order or service book is going to be a far more attractive offer to any prospective candidate, but are you conveying that message in the market?The good news is that we are starting to see a steady increase in candidate traffic since the easing of restrictions and, with the role out of more vaccines, those candidates that were nervous about attending interviews or changing roles are starting to emerge. As long as this upward trend continues, it will make the task of attracting the best talent far easier for all. If you are a company looking for an Engineer to join your business, or a candidate looking for a new opportunity, then please get in touch with James Campbell:07827 256 652james.campbell@ata-recruitment.co.ukVisit James' profile
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Annual Regional Maintenance Salary Report 2020
ATA Recruitment's Annual Regional Maintenance Salary Report 2020 is available to downloadWith over 50 years experience in the provision of recruitment solutions for manufacturing and engineering, ATA Recruitment have established themselves as market leaders. Not only do we pride ourselves and providing a quality service, but we like to share our market expertise with you too.You may have already seen our permanent salary survey report detailing the average salaries offered to our candidates in 2020. The recruitment of Maintenance Engineers across the UK is a huge proportion of what we do, so we thought we would give you a more detailed breakdown of the market.2020 was a challenging year for everyone due to the pandemic and economic uncertainty caused by it. However, the need to attract and retain good quality Maintenance Engineers is still an ongoing challenge for our customers.We continue to see a widening skills gap in the market, and the rapid growth of markets such as automated distribution has seen companies constantly reviewing and increasing their salaries in an effort to remain competitive.The data we have collected has come from a large cross section of the market for both SME’s and large blue chips in industries such as:FoodAutomated DistributionConstruction MaterialsFMCGGeneral Manufacturing.We hope it gives you a benchmark for where you are in the market, please get in touch to discuss the findings of this report in more detail.Download ATA Recruitment's Annual Regional Maintenance Salary Report 2020Get in touch If you would like to discuss the findings of the report in more detail or if you’re looking for a maintenance recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a new opportunity or want to hear about future positions, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.
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Annual Executive Engineering Salary Report 2020
The ATA Recruitment's Annual Executive Engineering Salary Report 2020 is available to downloadWith the challenges of COVID-19, Brexit and IR35 still looming, Executive Search and Senior Leadership roles continue to play a key part in business strategies. Companies have taken the opportunity to evaluate their business, headcount, company structure, senior leadership teams and financials. As a result of this, the number of executives available has significantly increased and whilst companies have taken time to reconsider their businesses, candidates alike are also reconsidering their career paths. Candidates are considering positions outside of their core expertise and fully recognise the importance of transferrable skills, creating great opportunities for many businesses to attract new talent.Moving into 2021, leadership roles will continue to play an ever-key role in the direction of businesses and we are already starting to see the demand for expert leaders increasing.A comprehensive report based on real dataWith average salaries and and expert commentary from our specialist consultants and managerial team, we have compiled the Annual Executive Engineering Salary Report 2020 based on the executive and senior level placements made throughout the past 12 months.Download the ATA Annual Executive Engineering Salary Report 2020The report will open in a secure PDF format that you can either view online (web and mobile) and save for future reference. Simply fill in the form below to download.Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an executive recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a new opportunity or want to hear about future senior and management positions, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.
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Annual Contractor Rates Report 2020
The ATA Annual Contractor Rates Report 2020 is now available to downloadThe past 12 months have been an unpredictable time for employers and candidates alike. Many employers have reassessed their recruitment strategies, as the effects of COVID-19, mass furlough and multiple lockdowns continue to have a huge impact on day-to-day operations. Whilst those that can have been quick to adapt and implement a COVID-19 secure workplace, the knock on effects of the choppy economic waters we have seen over the past 12 months are impossible to ignore.As companies have started to return close to normal, we have seen a real upturn in the requirement for contractors and temporary engineers. Having spoken to our clients, there are several reasons for this rapid increase in the need for contractors and temporary staff: Clients have reduced their headcount and as orders have increased, they have needed to upscale quickly, contractors & temporary workers have allowed them to do thisSeveral businesses are still uncertain about the future and would prefer a flexible skilled resource at this time as they return to normalIn certain sectors like food and logistics, the demand for permanent engineers is high. When this demand can’t be met quickly enough, contractors and temporary maintenance engineers have provided an excellent short-term solutionWith average contractor rates and and expert commentary from our specialist consultants and managerial team, we have compiled the Annual Contractor Rates Report 2020 based on the thousands of placements made throughout the past 12 months. Covering the following disciplines, we have answered some of the most common questions we get asked, as well as providing you with the quantitative data from salary trends:ManufacturingEngineeringInterim & Shared ServicesDownload the ATA Annual Contractor Rates Report 2020The report will open in a secure PDF format that you can either view online (web and mobile) and save for future reference. Simply fill in the form below to download.Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an engineering recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a job or want to hear about future opportunities, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.
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Annual Engineering Salary Report 2020
Now in it's 4th year, ATA Recruitment's Annual Engineering Salary Report 2020 is available to downloadThe past 12 months have been an unpredictable time for employers and candidates alike. Many employers have reassessed their recruitment strategies, as the effects of COVID-19, mass furlough and multiple lockdowns continue to have a huge impact on day-to-day operations. Whilst those that can have been quick to adapt and implement a COVID-19 secure workplace, the knock on effects of the choppy economic waters we have seen over the past 12 months are impossible to ignore. Likewise, the attitudes of candidates have changed, with many considering new career opportunities thanks to the shift from office based to remote working, amongst various other factors. In a survey we conducted at the end of last year, we found that 64% of those who are looking for work are currently employed, showing that now is not the time for complacency from employers when it comes to staff retention. With all this uncertainty and the undeniable shift in the employment landscape, we are providing employers with a benchmark of where you sit in the market - ensuring your recruitment strategy is based on first hand research and up to date statistics from across the UK. For candidates, we are giving you the insights into the average salary of dozens of roles across various engineering disciplines, helping you make an informed decision should you be considering a career change in 2021.A comprehensive report based on real dataWith average salaries and and expert commentary from our specialist consultants and managerial team, we have compiled the Annual Engineering Salary Report 2020 based on the thousands of placements made throughout the past 12 months. Covering the following disciplines, we have answered some of the most common questions we get asked, as well as providing you with the quantitative data from salary trends:Maintenance & ServiceQuality & Manufacturing Design & ProjectsTechnical SalesExecutive Download the ATA Annual Engineering Salary Report 2020The report will open in a secure PDF format that you can either view online (web and mobile) and save for future reference. Simply fill in the form below to download.Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an engineering recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a job or want to hear about future opportunities, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.
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Combatting COVID-19 - We Can Keep You Moving
You’re likely facing a few months of uncertainty around hiring. Frustratingly, it feels like a long time to press pause on processes you've worked so hard to mature. For that reason we've taken measures to make sure you’re in a strong position, both during the pandemic and when COVID-19 passes.On average, a talent pipeline takes 2-4 months to mature. This means we run the risk of turning a 3-month problem into a 12+ month problem if we take drastic measures and press stop. But we can’t simply carry on as normal either. We must find a way to slow down your process enough to cope with the change, whilst maintaining momentum with candidates to support your hiring plans for the remainder of the year.Our new instant video technologyIn line with our commitment to deliver excellence to our clients, we have launched our innovative instant video platform, ATA Connect.The video software is designed specifically for the screening and interview process to keep your pipeline of talent moving. Offering our clients increased reach, greater flexibility and hiring efficiencies during these challenging times.We understand that every business requires different levels of support when it comes to recruitment. So, whether you need help with part of your recruitment process or all of it, our flexible solution allows you to select the parts that are most suited to your current needs.Record interviews and involve decision makersThis technology, which is the most streamlined available on the market, allows us to provide recorded live interviews between our recruiters and candidates. We can also now involve your hiring managers in the process too. These interviews can then be shared with any decision makers in your business, without the need for diary co-ordination. You will be able to give and view feedback instantly, allowing you to collaborate in a cohesive way over identical questions and responses.Increased reach and easy to useWe’ve chosen a specialist provider that allows interviews to take place on laptop, tablet and mobile devices in low bandwidth situations, giving us access to even the most remote candidates. The tech requires no downloads, registrations, or dedicated logins, ensuring candidates with any level of technical ability can take part. We simply send a link, which they click once, and they’re ready to go.Improved screening processWe have the ability to record one-way interviews of candidates. This means that you can give us written questions that display one at a time to the interviewee, allowing them to record the answers to the questions on their own and submit the video back to you.Easy to access and reviewWe can present the videos back to you in an interactive shortlist page which gives you full visibility of everyone in the process. These pages have commenting functions for each candidate shortlisted, as well as a document viewer that can hold up to five supporting attachments, such as a CV, certificates or proof of eligibility to work in the UK. All of this means you retain complete control throughout, even during this time of unforeseen disruption.Get in touchIf you would like to find out how we can keep your pipeline of talent moving or want to simply discuss your current recruitment challenges, please get in touch using the contact form below.
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Annual Engineering Salary Report 2019
Due to the outbreak of COVID-19, many companies will be reassessing their recruitment strategies and likewise, candidates will be thinking about career opportunities. ATA Recruitment has developed a salary report based on data gathered from all the candidates we have placed over the last year, providing a holistic picture of the average salaries across different disciplines within the engineering and manufacturing sectors. During these challenging times, we understand our clients will be aligning their budgets to future resource planning requirements, and we are often asked what the average salary is for roles within the engineering and manufacturing industry. We also understand our candidates may be wondering whether it's the right time to change their job or if their salary is above or below the average. Average Engineering Salary ReportUsing our data from thousands of placements made in 2019, we decided to publish this report to coincide with the end of the financial year to help our clients with their resource planning. We answer some of the most common questions, including the average salaries across the following disciplines: Maintenance, Quality and Manufacturing, Design and Projects, Technical Sales and Management. So whether you’re advertising a single job or recruiting in high volumes, it’s important to know what salary to offer.ATA Recruitment has been supporting the growth of the engineering and manufacturing sectors for over 50 years. Over this time we have developed a thorough knowledge of the marketplace through both experience and data analysis, helping our clients find the best talent suited to their business needs. As well as insights within this report, ATA Recruitment can also provide tailored expertise and regional knowledge to both our clients and candidates during these challenging times.Download the salary reportThe report will open in a secure PDF format that you can either view online (web and mobile) and save for future reference. Simply fill in the brief form below to download.Get in touch If you would like to discuss the findings of the report in more detail or if you’re looking for an engineering recruitment specialist to support your business, please get in touch with ATA Recruitment. If you're looking for a job or want to hear about future opportunities, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.
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Why I stayed at ATA Recruitment
Why I stayed at ATA RecruitmentIn the current market, it’s no secret that there’s a lot of recruitment agencies out there offering opportunities to future consultants. We spoke to Principal Recruitment Specialist, Kristi Hopwood, and our Customer Relationship Manager, Hassan Choudhry, on why they stayed at ATA Recruitment.Kristi joined us in 2018 in a 360 recruitment position and has progressed to Principal Recruitment Specialist since coming back from maternity leave. Kristi talked about the flexibility and support she felt from ATA Recruitment: “They are so supportive. The flexibility now since coming back from maternity leave has been great, the fact that it works around my life and gives me the balance, I’ve never had that before and it really does have a big effect on your work life”.Our agile working policy gives our employees a chance to a better work/life balance. And offering flexibility is what it’s all about. Hassan says, “I started in 2016 as a trainee in talent sourcing, I had no recruitment experience, and it was literally a brand-new industry to me. ATA Recruitment really developed my skills and trusted me to work on some great roles even at the beginning.” And there has been no shortage of opportunities for Hassan. He has had several promotions since joining in 2016 and is now our Customer Relationship Manager.‘Creating Opportunities’ is at the forefront of everything we do. Having no previous recruitment experience has not held Hassan back, our training programme is thorough enough and constantly improving, he said; “My progression route has developed since my time here. I was given a good idea of my options and always offered the relevant training and support, but really I had the freedom to choose my own path.”Having a likeminded team has made a huge difference to both Kristi and Hassan’s experience. Kristi says, “When I first joined in the maintenance team, they were just hilarious. I came from a female only company, so it was different, but everyone is so friendly and supportive. It’s like speaking to an old friend when you’ve not been in the office for a while!”. Hassan’s role has also shown him the importance of the team around him, he says, “The team is very supportive, and everyone is so welcoming and friendly. Because everyone is so down to earth it means that you could approach anyone and ask for help, any new starter would be welcomed!”.Their journey with us isn’t over yet. Kristi says, “I would love to stay what I’m doing, and I love that I have options. I love what I do and I’m lucky that ATA Recruitment were happy to support me. It has ended up working brilliantly for both of us!” When questioned on his future with the company, Hassan has no doubt that the prospects are only getting bigger, he says, “I know there are a few lanes that I could take in the future, maybe a business development role would be interesting! The important thing is I know that there will be support no matter which route I choose.”If, like Kristi and Hassan, you are looking for a company with staying power, get in touch with ATA to see if we have the role for you. Telephone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.ukLinkedIn: Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies
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Reasons to fall in love with recruitment
Reasons to fall in love with recruitmentWhether we like to admit it or not, one of the longest relationships most of us will have in our lives is with our career. While some people may see work as a means to an end, it is commonly assumed that if you love what you do you will never work a day in your life.Recruitment is never boringA career in recruitment is varied and busy; you will spend your time building relationships with a huge array of people. You will constantly be learning and developing; it is rare that two days or situations are ever the same, meaning that even the most experienced consultants will continue to develop their skillsets. The main traits required to be successful in recruitment are communication and resilience, as well as a true passion for the sector. Career progression Working in recruitment gives you the opportunity to progress at a fast pace, with many companies offering structured routes of progression. There are different routes of progression available, depending on what career goals you have.Big rewardsWorking in recruitment allows you to receive remuneration rewards on top of your basic salary. You are in control of your earnings with commission and bonuses paid based on your performance. There are also various other rewards to be enjoyed in a career in recruitment too. Many companies hold competitions and incentives with winners enjoying days out and holidays.Make a differenceWhile we have already discussed the perks of working in recruitment and the rewards you can expect as a successful recruiter, one of the most rewarding aspects of the job is the fact that you are a pivotal element in making a difference. Whether it is advancing someone’s career by introducing them to their perfect role within a company or supporting a client to achieve their wider goals, you are a part of something bigger.Build a career at ATA RecruitmentATA Recruitment is a growing business and as part of the RTC Group (a PLC), we offer great career progression prospects. Most of our management team is homegrown, with many of them joining as trainee’s and progressing into management and even director-level roles.In recent years, ATA Recruitment staff have enjoyed all expenses paid experiences as a reward for their hard work, including days out at the races, fine dining experiences, trips to New York and Las Vegas! All our locations have modern, open-plan offices with a flat structure, our directors and managers sit with their teams, providing on the job feedback and support.If you’re looking for a career that will provide you with all the tools for success, the opportunity to develop, and be part of a team that’s supporting the industry to improve the infrastructure and world around us, look no further. We have a range of opportunities at ATA Recruitment and if you’d like to know more, contact me using the details below. Find out more about a career with ATA Recruitment today. Send me your CV or connect with me on LinkedIn today.Telephone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.ukLinkedIn:Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies
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Sales to Recruitment: Why You Should Make the Move
4 reasons you should move from a traditional sales role to a role in recruitment If you are a successful salesperson with a strong track record, it is highly likely you have been contacted about embarking on a recruitment career. There is a very simple reason for this; salespeople generally make the best recruitment consultants. There are a lot of similarities between sales and recruitment and with the growth in the recruitment market in recent years, the sector is becoming the go-to option for salespeople keen to utilise their skills but create a viable, long term and lucrative career.However, there are still people unsure if a career in recruitment is the right sideways step for them. Here are 4 points which may make you consider that career change today: 1. Recruitment is sales tooIf you thrive in a fast paced, targeted sales environment, then a career in recruitment will offer you this. Recruitment Consultants are given sales targets and although you are technically selling a service opposed to a product, the skills you have learnt in a typical sales role will enable you to get to grips with recruitment sales a lot faster. ATA Recruitment have an extremely successful training programme, where you will receive one on one training to help you adapt your sales technique to our sector. We also offer a threshold free period while you settle in your role, meaning you will start to yield financial results quickly. 2. You have a lot of autonomyWhile we offer a huge amount of support initially, you are also given the autonomy to essentially build your own business within our business. We want people who have the confidence to go out and win their own clients, have the gravitas to engage with and maintain their own candidate base and have the know-how to manage the sales process from end to end. We train our rookies to do this, but for those that have previous experience in a sales setting, you can quickly get to the point in which you are managing your own work load and being rewarded for doing this. 3. Progression is based purely on resultsProgression in sales and recruitment is meritocratic – if you perform well, you will progress. However, in a typical sales setting, this progression can stagnate quickly – a sales team will have a Sales Manager or Director looking after a team and while opportunities for small steps up may present themselves, you will potentially find your self stuck in a mid-level position for a while, until someone else departs and you can fill their post. I mentioned in the previous point that you can essentially create your own business within our business, meaning if you are consistently performing, the opportunity for your growth is endless. Recruitment Consultancies often create new positions for top performers – this is something that we do regularly here at ATA Recruitment – and, there is also the opportunity to bring in junior Consultants to help manage your work load and grow ‘your’ business. 4. Recruitment is an extremely lucrative sectorThere is no doubt that sales can be lucrative too, but most people I speak to who are looking to move into recruitment from sales have capped or team commission schemes, essentially limiting what they can earn individually. Within most recruitment organisations, your commission is completely uncapped and generally those with a sales background start earning additional commission quickly. At ATA Recruitment, our Consultants earn at least a third of what they bill.ATA Recruitment is in an exciting period of growth and we are currently looking for experienced sales people to come and join our teams. Alongside the above, we offer our Consultants a flexible, agile working policy. We have numerous incentives and prizes outside of our generous basic salary and commission scheme and encourage healthy competition between our staff. Due to expansion, we are looking for the next Leaders of our business, with fast-tracked routes to management available for high performers that also demonstrate they can behave in the correct way and uphold our high company standards. Find out more about a career with ATA Recruitment today. Send me your CV or connect with me on LinkedIn today. Telephone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.ukLinkedIn: Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies
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Working in Recruitment in the Engineering Sector
Recruitment is one of the fastest growing professional sectors at present. While this means there is no shortage of opportunities offered, it does mean that when embarking on a career in recruitment, it can be difficult to decide on which sector in the right sector for you to move into.A career in recruitment offers you a detailed insight into your chosen sector and most Consultants end up becoming experts in their field, inevitably ending up becoming nearly – if not as – informed as their Candidates and Clients. It is the job of a Recruitment Consultant to immerse themselves into their chosen sector; the more knowledgeable you become, the more successful you will be. Most people embark on a career in recruitment for two reasons; you can progress and develop quickly, and you can earn a lot of money while you are doing it. With so much choice on offer, it is important to think commercially about which sector you choose. It is a difficult job – help yourself be as successful as possible by choosing a marketplace that is lucrative and that is growing. If you can also couple this with a genuine passion for the area you work in, you are winning!I will be totally honest; I had no real knowledge of the Engineering Sector or any real interest in it. After only a few months in role, I not only began to understand why it is a sector that interests so many people but can also see the commercial benefits from a recruitment perspective.It is one of the most buoyant markets at present, with no signs of slowing down; according to REC, Engineering & Technical and Construction are in top 3 markets in which we expect to see consistent need for permanent staff in the upcoming months Export sales are increasing; while it is frustrating when going abroad that the pound is so weak at present, it actually has a good impact on our economy. Products that are manufactured here can be exported worldwide at a cheaper cost which will cause growth in our manufacturing sector – creating more jobs There is a skills shortage; meaning Clients are struggling to find skilled engineers themselves increasing the need to use Consultancies within the sector Investment; a large number of projects are financed by the Government, with over £500 billion worth of planned private and public investment into transportation and infrastructure improvements alone. This investment is only going to increase, creating stability and more demand within the sectorIt’s exciting; the term ‘engineering’ covers such a wide spectrum and is literally relevant in every part of our lives and simple things - how a door opens, how a car runs, how your daily coffee or sandwich is packaged - were all designed by an engineer. Engineering is everywhere, which makes it instantly interesting to us all We believe that we give our Consultants everything they need to start a long-term, rewarding recruitment career. We work exclusively in one of the most lucrative sectors and our employees are all experts in their specific fields, meaning we have a wealth of knowledge we are just waiting to pass down to our new Consultants. This, coupled with an amazing commission structure (you WILL take home at least a third of what you bill) and structured routes of progression mean that for those of you wanting a new challenge have the best chance of succeeding with us.Due to growth, Ganymede and ATA Recruitment have a number of positions available in the East Midlands and London – and are keen to speak to ambitious individuals. Whether you are a recruitment novice or an experienced recruitment professional, we could have the exciting new role you have been waiting for.For a confidential conversation about what we offer, get in touch today!Find out more about a career with Ganymede and ATA Recruitment today. Send your CV to rachael.bailey-frost@ganymedesolutions.co.uk or contact me on LinkedIn today.
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How to Effectively Work from Home
The Government has recently announced that people should work from home where possible during the current Coronavirus outbreak. Working from home has become popular over the years but for many, it will be a new way of working. What if you have never worked from home, what if you don't have a home office set up? Don’t worry, we have compiled a list of 7 top tips to make sure you are working as effectively as possible from the comfort of your own home. 1. Try to replicate your morning routineOne of the most important things to do is to create the right mindset to work from home, and this should start as soon as you wake up. That’s right, you need to continue setting your morning alarm, getting showered and dressed, eating breakfast and anything else you would normally do before work. Use the time you would normally spend commuting to do something productive like walking the dogs, making breakfast or just catching up with the news.It may seem strange putting your work clothes on just to stay in but, it will help tell your brain that it is work time and not relaxation time. 2. Create a suitable workspace Now you’re up and ready for work it’s time to make sure your workspace is ready. Here are some dos and don'ts for creating a suitable office space whilst you work from home: DO Make sure you have a clean large enough surface. - Similar to your office, you need enough space for your cups of coffee, documents, mouse and anything else you normally have on your desk. Make sure you have a comfortable chair - the last thing you want to do is spend all day sat on an uncomfortable chair.Try and set up a second screen if you use one in the office - this could even be your TV if you don’t have anything smaller. Simply connect your laptop to a TV (usually with an HDMI) then you will have your second screen ready to go. DON’T Work in bed - this may seem like a great idea but it’s not, your brain has learnt to associate the bedroom with being relaxed. Trying to work whilst your brain wants to relax is never going to work well for your productivity. Work in front of the TV - again this sounds like a great idea but realistically you are not going to be as productive whilst trying to watch your favourite series - why not stick the radio on instead? Work on any free surface you can find – If you are not comfortable you will not be able to produce your best work and even worse it may lead to health issues. 3. Try to replicate your working routine as much as possible In order to keep yourself in the right frame of mind, it is important to try and replicate your working routine. That includes your working hours, your tea and coffee breaks and your lunch schedule. Make sure you plan regular breaks and make sure you follow the governments advice about working safely with display screen equipment. 4. Plan your time and exactly what you want to achieve each day One great way to keep productivity at a high is to plan your workflow. At the start of the day, you need to know what your priorities are, what you need to get done first and what you want to work on if you have extra time. Check out our blog about effectively managing your time here. If you are part of a team it may be worth holding daily catch ups to ensure you are all on task and achieving what you need to achieve. 5. Keep work time and personal time separate So, you have your schedule and you’re burning through tasks but it’s already the end of the day, you might be tempted to carry on working as you no longer have to commute and you’re in a good flow. Which is great, however, it is just as important to give yourself some time off when you’ve promised it. Try not to extend your workday too far over what you planned, as this might lead to burning yourself out and starting to see your home environment as a stressful place. By doing this and keeping work time and personal time separate should make you more productive at work and less stressed when you aren’t working. 6. Use the correct software and tools We are fortunate that we live in an innovative world where the likes of Microsoft Teams and Skype have made it easier than ever to keep in contact with work colleagues, whether that's instant messaging, video calls or conference calls. Choose the correct tool that works for you and your team to make sure you stay in touch with what’s going on. 7. Stay connectedMake sure you’re still picking up the phone or getting on skype and teams and having conversations where you can. There are number of benefits of having conversations out of email, firstly you get to bounce off one another and keep those creative juices flowing, secondly it’s important to stay social when you’re removed from those people at work, don’t be afraid to just have a general quick chat.Want to read more tips and advice like this? Make sure you sign up to our blog to receive them directly in your inbox.
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5 Tips for Utilising Social Media in Recruitment
As a recruiter, you will know the importance of using social media as part of your recruitment strategy, but do you know how to do this effectively? And how can you use social media systems like LinkedIn, Twitter, etc… to recruit without spending too much time online and not on the phone? This blog with Lisa Jones will help you to generate more inbound leads through social media, spend less time on job boards, and more time managing your pipeline.Lisa Jones, the founder of Barclay Jones, has worked in recruitment for nearly 20 years and coaches recruitment businesses and their teams to generate better leads, opportunities, and sales. An expert in all things recruitment marketing, Lisa has compiled her 5 top tips for utilising social media in recruitment. Read them below:How Recruiters can generate more leads from social mediaSpend 5 minutes a day cleaning your LinkedIn notifications and checking for leads – this will ensure that LinkedIn only shows you genuine leads, and only shows your face to genuine leads. This is a great hack for improving speed.Use LinkedIn SSI to understand where you need to improve your LinkedIn profile – You need to maximise your time, so need your profile and activity to really work, even whilst you’re sleeping.This is one of my favourites. Use Awards in your niche sector to generate warm calls – Have a calendar of the awards in your sector and be ready to congratulate/mention the awards in your messages to prospects and clients.Grow your connections with content (add a link to one of your blogs in your LinkedIn invites) or find content online which really nails any issues they may have in their jobs/sector. If you have nothing on your blog which does this, give your marketer the Paddington Bear stare.Use Calendly to give your candidates and clients the opportunity to fill your diary with calls, then get on the phone!Your time is really precious, and you have candidates to source, clients to keep happy, jobs to place – and pipelines to protect. The recruiter tips above should really speed up your day and make you more effective. What tips do you have for using social media to recruit and sell?Recruitment JobsLooking for a new job in recruitment? Want to know more about the role of a Recruitment Consultant? We’re always on the lookout for ambitious recruiters to join our teams in Leicester and Leeds. We have an unrivalled training programme that will give you all of the tools you need to be successful – not forgetting our generous basic salary and uncapped commission read more about it here! Contact our Talent Acquisition Manager, Rachael Bailey-Frost, below for an informal chat about a career with ATA Recruitment.If you’re not looking for a new role but want to keep up to date with valuable recruitment content and advice, subscribe to our recruitment Insights section of our blog.TALK TO RACHAEL ABOUT A CAREER IN RECRUITMENT
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How to Use Thought Leadership in Recruitment
You’re a Recruitment Consultant or Salesperson that wants to book more business and ultimately earn more. But how? This blog goes further than your typical sales training and techniques and outlines the importance of engaging with your LinkedIn audience and the importance of LinkedIn in B2B sales.LinkedIn and B2B sellingWhen you send an email or leave a voicemail with prospective clients, if they’re interested, they’re likely to Google you to find out more information. What is the first result when they Google your name and business? Your LinkedIn profile! (try it).A study has shown that over 70% of B2B buyers use social media as a decision-making tool. You could be a great Recruitment Consultant, but if your LinkedIn profile and activity doesn’t reflect this, it’s going to have a negative impact on your business development efforts. On the flip side, understanding your LinkedIn audience and effectively engaging with them is great for your personal brand.What is thought leadership in recruitment?A thought leader is an individual or business that prospects, clients and even competitors recognise as an authority in their chosen specialism, resulting in them being the go-to person for their expertise.Let’s put it into a recruitment context – a business has an ongoing issue with their time-to-hire, and they need to hire new staff more efficiently. You know this is a common issue, so you write a blog on how businesses can dramatically improve their time to hire which provides great advice on the topic.Whilst your competitors are only posting jobs on LinkedIn, you can be using thought leadership in recruitment to generate valuable inbound leads.How do I use thought leadership to recruit on LinkedIn?There’s a number of ways that LinkedIn helps recruiters, but thought leadership is one of the lesser known ones. Before you write anything, start with the basics. The fundamental to more effective selling on LinkedIn is to understand your audience – Which sectors are they in? What issues do they come up against? What do they like or dislike? Identifying these things will tell you which content you need to write or share that will add value.When you have figured out who your audience is, start following some of the best news sources in your sectors. Who you follow will completely depend on your sectors but do your research! Once you have this, start sharing their relevant content on LinkedIn with your thoughts.Writing content for LinkedInAs a Recruiter, you don’t necessarily have to write anything from scratch to improve your B2B selling ability on LinkedIn, sharing content and engaging with others content is a great start and will make a difference.However, if you’re a confident and fluent writer, creating original content is a guaranteed way to separate yourself from the competition and really appear as an authority in your sector. Once you’ve identified your audience and which content will get you spotted, take to the LinkedIn publisher to create an article and share it with your potential candidates and clients – see an example of what this looks like here.Starting with the basics and simply getting to know your social audience better and how to help them will make a real difference to your lead generation. Of course, it’s important to continue sourcing candidates, posting adverts and other business development techniques, but also putting the effort into thought leadership will ensure your prospects come to you ahead of the competition.Recruitment Consultant JobsLooking for a new job in recruitment? A career at ATA Recruitment guarantees a fun, fast-paced and target-driven environment, with a generous basic salary and uncapped commission. As well as the perks of the job, Even the most seasoned recruiters will benefit from our outstanding training programme, which includes more help with business development and other tools for success in your recruitment career.If you’re not looking for a new role but want to keep up to date with valuable recruitment content and advice, subscribe to our recruiter newsletter.TALK TO RACHAEL ABOUT A CAREER IN RECRUITMENT SUBSCRIBE TO THE ATA RECRUITER NEWSLETTER
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A Recruiter’s Guide to Managing Counter-Offers
As a Recruitment Consultant, this blog will equip you with the tools required to successfully manage counter-offers when they do happen and increase your chances of coming out on top.Counter-offers are part and parcel of recruitment, and don’t believe anybody that tries to tell you that they’re completely avoidable – they’re not. Having said that, there are several techniques you can adopt to significantly reduce the risk of counter-offers during the recruitment process.What is a counter offer and why do they happen?You have interviewed a fantastic candidate, you offer them the job, and everybody is happy. That’s the ideal scenario. A counter-offer is when the candidates existing employer reacts to their resignation by offering them something seemingly better. This typically comes in three forms:More money – This is the most common counter-offer as it’s very easy to forget the issues you’re having at work when you’re offered a sizeable pay rise – at least temporarily.Promotion – It’s surprising how quickly a candidate can be promoted following a resignation. It may have been the title they always wanted, and it’s good for the ego.Benefits – Ensure you complete the tasks you have set out for yourself. There is no point in planning ahead and then letting things build up. Have a daily clear down of tasks and emails.As well as the ‘you don’t know what you’ve got ‘til it’s gone’ mentality, there are many reasons as to why an employer may counter-offer. Including:The cost of recruitment and training – It’s estimated that training a new employee can cost anywhere from 20% to 40% of their yearly salary. This combined with any potential recruitment fee on top, makes a counter-offer a much more cost-effective option.Loss of income – If somebody isn’t doing the job, there’s a reduction in output which can delay projects or production. Businesses will want to retain existing employees to avoid this happening.Pride – How would you feel if one of your best employees wanted to leave your business for another, or even worse, a competitor? There can definitely be an element of ego involved in counter-offers.The downside of counter offersCounter-offers are frustrating for both the new employer and the recruiter involved, and it can often feel like an impossible task to compete with a generous pay rise or promises of promotion.If our 50 years of experience has taught us anything, it’s that the counter-offer scenario rarely has a happily ever after. We have seen a large number of candidates looking for a new job again within 6 months of accepting a counter-offer, and this is typically for the following reasons:Back to the status quo – The short-term gain doesn’t last forever, and the reason you were looking for a new job in the first place creeps back in, resulting in frustration.Promises aren't kept – Sometimes, despite the best intentions, businesses can’t follow up on the promises made during a counter-offer for a multitude of reasons.Hostility – Although less common, accepting a counter-offer can result in hostility from colleagues. No matter how much discretion is involved, they’ll often know that you received a pay raise or a promotion because you resigned.We’re not claiming that every counter-offer situation ends badly, but more often than not, candidates we talk to have experienced one or several of the above.This knowledge is valuable when it comes to managing a counter-offer with a candidate, even before it arises. Remember to ask questions in the early screening process to minimise the risk and understand the real reason they’re looking to move jobs. If a candidate’s primary motivator is money, it’s much more likely they’ll quickly accept a pay rise from their current employer. If it’s company culture, their boss, or similar frustrations, it tells you that there’s less chance of a counter-offer.We also recommend simply asking the question – how would you feel if your employer made you an offer to stay? This will help you to gauge their reaction.Managing a counter offerRecruiters get a bad rep, but we all want what’s best for our candidates. Placing our candidates into the wrong jobs is counterproductive, it means more work replacing them, a bad reputation and severed relationships with both candidates and clients.Building a good enough rapport with candidates will allow you to truly assess whether they’re making the right decision for them when accepting or refusing a counter-offer. Knowledge of your sector and the businesses within it also helps – you may start seeing a pattern of frustrations from candidates from the same business. This usually indicates that a counter-offer is a temporary fix, and the information in this blog will help to shape your conversations as to why.On the other hand, a business may learn the error of its ways after a resignation and things may markedly improve afterwards, it can happen, and every situation is unique. The important thing is understanding why counter-offers happen, what they typically are and why they may not work out so that you can deal with the situation when faced with it.Recruitment jobsLooking for a new job in recruitment? Want to know more about the role of a Recruitment Consultant, what a Recruitment Consultant does or a day in the life of a Recruiter? We’re always on the lookout for ambitious recruiters to join our teams in Derby, Leicester, London and Leeds.We have an unrivalled training programme that will give you all of the tools you need to be successful – not forgetting our generous basic salary, uncapped commission and fantastic progression opportunities! Contact our Talent Acquisition Manager, Rachael Bailey, below for an informal chat about a career with ATA Recruitment.For more information about a career in recruitment, contact Rachael on rachael.bailey-frost@ganymedesolutions.co.uk or 07920 595 229.
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5 Tips for Managing a Recruitment Sales Team
Are you an experienced recruiter considering a step up into management? Are you wondering what it takes to be a good manager in sales or recruitment? If so, this blog is perfect for you.We’ve spoken to our Divisional Manager, Mark Lamb, about his tips for upcoming and aspiring recruitment and sales leaders. Mark has worked with ATA for over 14 years and manages a team of 15 Recruitment Consultants. Read his 5 top tips below:1. Be transparent with challenging but realistic targetsI make it my mission to ensure that every team member, new or existing, always knows what is expected from them. Make sure your team knows their weekly, monthly and annual targets, and they’re challenging enough to push them, but realistic enough to be achievable. Setting unattainable targets can result in low morale within the team and ultimately a higher staff turnover rate.2. Help them to succeed and measure successThere’s no bigger kick from my job than seeing my team achieve success, whether it’s a big fee booked or simply overcoming a challenging phone call or managing a difficult client, it never gets old. Provide your recruiters with the tools that will enable them to succeed, and make sure you’re measuring their success! Recruiters, especially top performers, are driven and competitive and so measurability is essential.3. Allow them freedom to develop (and make mistakes)Mistakes happen in recruitment, and they aren’t usually catastrophic. Allow your team the freedom to develop and learn from their mistakes, as often it will make them better Recruiters. Encouraging your team to go beyond what they think is possible will ultimately result in a happier and more driven team, which is likely to also result in more sales being made in the long run.4. Be honest and consistentConsistency is so important in management. Set your expectations and stick to them. Moving the goalposts, or frequently changing your mind, will not have a positive effect on your recruitment team. Be open and honest about being unhappy with the results, or activities, but also be as vocal when things are going well. Your team will come to know what to expect, and performances should be as consistent as you are.5. Don’t take everything too seriously!Being a great results-driven Recruitment Manager doesn’t mean you need to be unapproachable or too serious all the time. I can usually be found with a smile on my face and this has a hugely positive effect on my team. I think ruling with an iron first is outdated – if the job is being done, and the results are being produced, relax a little and let your team feel comfortable with you around.Mark has over a decade of experience in successfully managing Recruiters and adapting these tips to your own recruitment management job will help you to be successful in managing salespeople.Recruitment JobsWe believe in progression and development and our completely homegrown management team is evidence of this – even our Operations Director started as a Trainee Recruitment Consultant!If you’re looking for a recruitment job that will provide you with all the tools for success and the opportunities to develop, look no further. We’re on the lookout for ambitious individuals to join our teams in Derby, London, Leeds and Leicester. If you’d like to know more about a career with ATA Recruitment, contact Rachael Bailey below.If you’re not looking for a new role but want to keep up to date with valuable recruitment content and advice, subscribe to our recruiter newsletter.TALK TO RACHAEL ABOUT A CAREER IN RECRUITMENT SUBSCRIBE TO THE ATA RECRUITER NEWSLETTER
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Why I stayed at ATA Recruitment
Why I stayed at ATA RecruitmentIn the current market, it’s no secret that there’s a lot of recruitment agencies out there offering opportunities to future consultants. We spoke to Principal Recruitment Specialist, Kristi Hopwood, and our Customer Relationship Manager, Hassan Choudhry, on why they stayed at ATA Recruitment.Kristi joined us in 2018 in a 360 recruitment position and has progressed to Principal Recruitment Specialist since coming back from maternity leave. Kristi talked about the flexibility and support she felt from ATA Recruitment: “They are so supportive. The flexibility now since coming back from maternity leave has been great, the fact that it works around my life and gives me the balance, I’ve never had that before and it really does have a big effect on your work life”.Our agile working policy gives our employees a chance to a better work/life balance. And offering flexibility is what it’s all about. Hassan says, “I started in 2016 as a trainee in talent sourcing, I had no recruitment experience, and it was literally a brand-new industry to me. ATA Recruitment really developed my skills and trusted me to work on some great roles even at the beginning.” And there has been no shortage of opportunities for Hassan. He has had several promotions since joining in 2016 and is now our Customer Relationship Manager.‘Creating Opportunities’ is at the forefront of everything we do. Having no previous recruitment experience has not held Hassan back, our training programme is thorough enough and constantly improving, he said; “My progression route has developed since my time here. I was given a good idea of my options and always offered the relevant training and support, but really I had the freedom to choose my own path.”Having a likeminded team has made a huge difference to both Kristi and Hassan’s experience. Kristi says, “When I first joined in the maintenance team, they were just hilarious. I came from a female only company, so it was different, but everyone is so friendly and supportive. It’s like speaking to an old friend when you’ve not been in the office for a while!”. Hassan’s role has also shown him the importance of the team around him, he says, “The team is very supportive, and everyone is so welcoming and friendly. Because everyone is so down to earth it means that you could approach anyone and ask for help, any new starter would be welcomed!”.Their journey with us isn’t over yet. Kristi says, “I would love to stay what I’m doing, and I love that I have options. I love what I do and I’m lucky that ATA Recruitment were happy to support me. It has ended up working brilliantly for both of us!” When questioned on his future with the company, Hassan has no doubt that the prospects are only getting bigger, he says, “I know there are a few lanes that I could take in the future, maybe a business development role would be interesting! The important thing is I know that there will be support no matter which route I choose.”If, like Kristi and Hassan, you are looking for a company with staying power, get in touch with ATA to see if we have the role for you. Telephone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.ukLinkedIn: Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies
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Trainee to Specialist - One year in Recruitment
Trainee to Specialist - One year in RecruitmentIN CONVERSATION WITH DANIEL SWAIN, RECRUITMENT SPECIALISTStarting a new job can be daunting, especially when you are joining a completely new industry. However, from our experience, being a successful Recruitment Consultant can be pinned down to skills that are transferable from almost any industry or background. We sat down with Daniel Swain, who joined us just over a year ago in our Leicester office, to get his perspective on joining ATA Recruitment with no previous recruitment experience.What did you do in your last job? "I originally come from the hospitality sector, where I was a Bar Manager for many years. I sadly lost my job due to COVID, from there I worked as an Energy Specialist. It was great and taught me some amazing skills however, it wasn’t giving the sense of achievement we all need in our jobs."How did you hear about ATA Recruitment?"I put my CV online and Rachael contacted me. I was at a point in my life where I didn’t know where I wanted my career to go. She called me and explained what a career in recruitment would be like. ATA’s culture and standards called out to me, and I thought I’d give a brand-new industry a go."What was it about this opportunity that made you want to join the team?"I wanted to find something that really matched my long-term goals. During the application process Rachael explained the day to day and what my starting months would be like. Yes, I had transferable skills however, I’d never worked in recruitment for so I was a little concerned. I came in for the interview and met the team and I was sold. The culture was exactly what I was looking for. A professional, fun working environment where everyone wants you to succeed."How did you find the interview process?"The process itself was streamline. I was given fair notice of interview dates and I was told what happens next. All my questions were picked up straight away and felt confident I knew what I was interviewing for. I had to create presentation of how I would achieve success in my first 90 days, which is something I’ve never done before. At first, I was nervous, however a quick phone call to Rachael for advice cleared up all my concerns. I felt confident."How have you found your first 12 months?"My first year with ATA has been amazing. I definitely made the right the choice. The training I received was second to none. I have received bundles of support throughout my time here, you are encouraged here to speak up here if you’re struggling and the team will make sure you have all the tools and support you need. Everyone is incredibly Motivated. we enjoy what we do, and we do it well. Everyone wants you to be successful here. My career plan has been tailored to me. I know what I’m working towards and how I will achieve it. All my targets are realistic, and I’ve been promoted already! The rewards are fair here, meaning everyone is in for a chance, I already won an award and received a lovely glass plaque for my desk."What is your favourite part of your job?"The team, it’s a great vibe here."What do you want to achieve moving forward? "We have regular 1 to 1’s here and your goals are taken seriously. I’ve been promoted to Recruitment Specialist and the next step is Recruitment Consultant. "Find out more about a career with Ganymede today. Send me your CV or connect with me on LinkedIn today.Telephone: 07920 595 229Email: rachael.bailey-frost@atarecruitment.co.ukLinkedIn: Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies
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Why you should be looking for your new job in December
December isn’t usually the highlight of the recruitment calendar and isn’t often seen as the best time to find a new job. Candidates are often found winding down for Christmas and pledging to find a new job come January.There’s a bigger decrease in applications than there is in new roles in December – this provides a significant opportunity for those seeking employment during the festive period. ATA Recruitment’s Talent Manager, Rachael Bailey-Frost, has compiled 5 reasons why you should be looking for your new job in December: Reasons to look for your new job in December Less competition: Companies are keen to hire in December so that new employees can begin in January. However, a lot of jobseekers will put their search on hold until the new year. If you’re looking for your new job in December, you’re up against less competition.Interviewing: Annual leave during the festive period is common, and is unlikely to raise any suspicion with your employer when taking a day off for an interview. Attending interviews in December may be easier than other points during the year.Salary Flexibility: Landing a new job in December could mean more flexibility on salary. Businesses are often planning their budget for the new year. If you’re the right person for the job, you may be more likely to receive your desired salary than at other points in the year.Evidence of achievements: December is an ideal time to be job seeking as you have an entire calendar of year of achievements to refer to. You can highlight projects from throughout the year and have plenty of examples for competency based questions.New year, new start: Securing your new job in December sets you up for the perfect start to the new year. Getting the hard work done in December means that you’re ahead of the competition and don’t have the stress of job seeking in January.Find out more about a career with ATA Recruitment today. Send me your CV or connect with me on LinkedIn today.Telephone: 07920 595 229Email:rachael.bailey-frost@ata-recruitment.co.ukLinkedIn:Connect on LinkedIn
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Investing in our People - A Message from our Director
ATA Recruitment have just celebrated another brilliant quarter, with multiple company records broken, internal promotions and awards given acros