We have better access to the specialist Health and Safety talent pool than any other company. Since we started over 30% of the people working in Health and Safety in the UK have approached us at some point to help find them a new job and these people are an invaluable source for referral to locate Executive Health and Safety talent.  In addition, Shirley Parsons has been a practising Health and Safety professional for over 30 years and her personal network of senior contacts is unrivalled. If the talent exists we are certain to be able to connect.

We believe the ultimate measure of matchmaking success is a return on investment. We use this measure ourselves to track how successful our career placements have been, so we already know that we have a very high success rate at getting it right.  That said, our executive talent campaigns are all overseen personally by Shirley whose matchmaking skills are second to none, ranging from anything of  a technical nature through to the finer details of matching the personal chemistries.

Bringing good candidates to the table is just the start. There is a long chain of events after this, each populated with personal considerations for the candidate which will influence the decision to change employer.   To make sure that an offer is accepted and that a candidate starts rather than gets tempted by counter offers requires us to get really close to the candidate. When we fully understand all of his or her considerations we can then advise appropriately.

Having done sufficient research prior to making the client introduction, only rarely do we find that a move is not in a candidate's best interests.  We have many years' experience in these areas and we pride ourselves on managing these sensitive stages successfully.

Senior candidates and clients tell us that we are straightforward and easy to work with. Ease of working, coupled with first class matchmaking and positive experiences for all parties were among our founding principles.  Today they continue to remain crucial to the way every person in Shirley Parsons Associates operates.

Each senior executive appointment is run as a project.  This means that after we have gained a thorough understanding of and helped to shape the employer's requirements, we will agree how the project will be run. The degree of formality surrounding this varies tremendously from client to client.  Our relationship with some clients means that there is very little by way of formal documentation, communications are easy and flow naturally. Other clients, particularly on first assignments will need a full proposal explaining how we will source the talent, what the timescales and costs are going to be and what the respective responsibilities of the people involved will be.

Once we begin, progress is regularly reviewed. This simple management discipline ensures that all of the operational elements are kept in context and any changes are professionally managed. 

When it comes to finding the right candidates, the process we use is straightforward and involves 3 main phases - finding the talent, matchmaking and on boarding. See our success stories for further details.

Executive Talent campaigns are undertaken by Shirley Parsons Associates on an exclusive basis.  All fee and expense details will be broken down in detail every time.  Our flexible fee structure gives us a discernable edge over the generalist consultancies as we can offer real savings if our unique access to the talent pool reduces our searching efforts.

As a guide fees will range between 25% and 33% of the annual remuneration of the candidate we place.  Fees depend entirely upon the levels of research we have to undertake.

Organisations which use us on a more regular basis can benefit from further reductions, based on the volume of business and the operating framework.