Rachel Zaoui (née Bowman)

What are some of the challenges UK agency recruiters face when moving into US market? 1. Broad approach and not a true specialist. Must be ultra niche, focus on growth areas and build pools of specialist talent. Get your GTM right. 2. Avoiding IR: Most US companies have an established internal rec team so need to partner with IR rather than going around them - agencies can help fill the 2-10% of roles prospects may be struggling with 3. Undervaluing your service: Based on above the perceived value is higher leading to Perm fees of around 25% and contract margin over 35%. Often increased appetite for retainers and projects. 4. Treating the US like it is one location: America is actually 50 states and compares more to Europe in size. Have an area of focus. 5. Underestimating the importance of compliance: US can be a legal minefield so clients want to be sure you are 100% compliant - prove it. There are so many more so what have you experienced?

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As a UK recruitment group, we naturally focus on domestic trends - Brexit impacts, skills shortages, regional variations. But LinkedIn's State of the Labor Market report regularly offers a global lens that puts our challenges into deeper context. What can we see on the July 2025 report? The UK stands out - and not in a good way. While most European markets saw their hiring slowdowns moderate in H1 2025, we bucked the trend. Our hiring decline actually accelerated to -5% (Jan-Jun) vs just -1% in H2 2024. France, Germany, and the Netherlands all saw their pace of decline ease significantly. What strikes me most when reading the latest report is how interconnected global labour markets have become. Mexico's struggles reflect US trade policy changes. Germany continues wrestling with skilled labour shortages and energy shock aftereffects. Even emerging markets like India show 19% more applicants per role. Three key takeaways for UK recruitment according to this report include: ➡️ The global "stabilisation" everyone's talking about? We're missing it. While markets worldwide are finding their footing, UK hiring momentum continues deteriorating. ➡️ Competition dynamics vary wildly by geography. Where we're seeing candidate shortages in certain sectors, other markets are drowning in applications. ➡️ Industry divergence is stark everywhere - not just here. Utilities are down sharply globally (renewable energy particularly hit), while hospitality shows pockets of growth. In terms of the bigger picture, growth projections remain sluggish across major economies, resembling late-cycle patterns rather than expansion phases. With interest rates staying restrictive in the US through 2025 and ongoing trade uncertainties, workforce confidence remains subdued globally. For UK recruiters, this reinforces the need to think beyond our borders - understanding these global macro forces is crucial for advising clients and anticipating how international trends will impact domestic hiring patterns. What are you seeing in your markets? Are we experiencing this differently regionally? #ukrecruitment #globaltalent #workforceinsights #linkedin #recuitmentleaders #businessleaders #labourmarket #jobmarket

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An update on UK hiring trends. We're seeing some significant changes in the UK job market. The latest figures tell an interesting story, job postings across the UK are sitting 13% below pre-pandemic levels, with a 23% drop compared to last year. But despite these numbers, our unemployment rate is holding steady at 4.3%, and we're actually seeing wage growth for new hires at 6.7%, which is higher than many other countries. The impact isn't uniform across all sectors. While tech and professional services have seen the biggest changes, we're also noticing significant shifts in hospitality and retail. It's creating a really unique situation in our job market. I'm sharing this because whether you're hiring or job hunting, understanding these trends is crucial for making informed decisions. What changes are you seeing in your industry? #UKJobs #Recruitment #EmploymentTrends #Economy

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𝐇𝐨𝐰 𝐝𝐨 𝐲𝐨𝐮 𝐬𝐭𝐚𝐧𝐝 𝐨𝐮𝐭 𝐨𝐧 𝐋𝐢𝐧𝐤𝐞𝐝𝐈𝐧 𝐰𝐡𝐞𝐧 𝐬𝐞𝐚𝐫𝐜𝐡𝐢𝐧𝐠 𝐟𝐨𝐫 𝐚 𝐧𝐞𝐰 𝐣𝐨𝐛? I spoke with an executive yesterday, who is on the job hunt for the first time in many years and they’re keen to “polish up” their LinkedIn. Relying on job applications is no longer enough, and your LinkedIn profile could be a reason you are missing out on opportunities. With LinkedIn, you want to appear in as many searches as possible when companies/recruiters are searching for talent. To make your profile more visible, I’d recommend adding as many industry “skills” to your profile, not just those you need for your role, but also the sub-industries you have experience in (such as: Dental, Endodontics, DSO, Aligners, Burs, CBCT and so on). A few tips on how to make sure you are making the most when people do see your profile are: · Have a clear headline to your profile, detailing exactly what it is you do. · Make sure you have an up to date picture and strong “About you” section. · List your achievements in the description of each job you’ve had. If you are actively looking for a new role, creating a post on LinkedIn about it can be a great idea too, the Dental industry seems to really rally around and help in any way possible! But make sure to include what region you are in, what job/responsibilities you are looking for and what niche experience you have that can be transferrable. If anyone wants help with their LinkedIn profile, I’m always happy to do so!

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I’m currently supporting an organisation on a contingent basis, and their internal team mentioned that another agency is sending 10-15 CVs a week across just 3 roles. For transparency - DanOps has sent 7 CVs total across those same roles. At first glance, it looked like the other agency was “working harder”… but when you break it down, this is where being a true market specialist pays off. Principal Cloud Engineer - DanOps → 2 CVs → 100% 1st stage, 1 straight to final (no 2nd needed), 1 offer, 1 placement - Other agency → Sent 28 CVs (they had the role 5 weeks earlier), only 3 first stages, 1 second, 0 finals Head of SRE - DanOps → 2 CVs within 12 hours of receiving the brief → 100% requested for interview - Other agency → 16 CVs over 6 weeks, just 2 first stage requests Senior SRE - DanOps → 3 CVs → 100% 1st stage success - Other agency → 42 CVs in 5 weeks, 15 interviews booked… all dropped after failing to back up their CVs in interview On the surface, it looked like they were “smashing it” with volume. But volume isn’t value, it’s just noise. Worse still, they even sent CVs without speaking to the candidate about the role… which should honestly be outlawed in recruitment. When you live and breathe your market, quality isn’t a target - it's a standard. ✅ Quality of introduction ✅ Time saved on irrelevant interviews ✅ ££ saved in wasted process and feedback cycles That's why DanOps doesn’t do busy work. Don’t be fooled by fake busy.

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The most useful advice I could give a candidate looking for a new job… Here’s what really matters - and what too many people forget in the panic of a job search: 🔹 Don’t rush it. It’s tempting to jump at the first offer, especially if you’re out of work or unhappy where you are. But the wrong job will just have you looking again in six months. Be prepared to wait for the right role - the one that aligns with your skills, goals, and values. 🔹 Tailor your CV. One size does not fit all. Highlight the parts of your experience that matter to that specific employer. A few thoughtful edits can make a big difference. 🔹 Prep properly. Know the company. Understand the role. Be ready to show how you add value. You don’t need to memorise buzzwords - you need to connect the dots between what they need and what you bring. 🔹 Use your network. Whether it’s a recruiter, ex-colleague, or someone you trust - talk to people. They might point you toward the right opportunity or offer insight you hadn’t considered. 🔹 Join a relevant agency. A good recruiter who knows your industry can open doors you didn’t even know existed. They’ll also help sense-check roles and advocate for you properly. 🔹 Back yourself. You don’t need to tick every box to apply. If you’ve got around 80% of what they’re looking for and the right mindset - go for it. Looking? Thinking about a move? Happy to chat, even if you’re just figuring things out. #JobSearchTips #MarketingCareers #RecruitmentAdvice #Hiring #CareerMoves

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🔍 Hiring for Culture Fit: Where’s the Line? A recent employment tribunal ruling has sparked debate around the role of “team vibe” in recruitment decisions. The case involved a candidate who was rejected for two roles, with the hiring manager citing a better cultural fit with another applicant. The tribunal ultimately dismissed the discrimination claims, but the judge used a striking analogy: choosing an Arsenal fan over a Tottenham supporter to preserve office harmony. ⚖️ While the example was extreme, it raises a critical question for leaders and hiring managers: How do we balance team cohesion with fair, objective hiring practices? ✅ The ruling clarified that cultural fit can be a lawful consideration — but only when it’s not linked to protected characteristics like race, sex, or disability. It’s a reminder that subjective criteria like “vibe” must be handled with care, transparency, and accountability. 💬 As someone who leads regional teams, I see firsthand how important chemistry and collaboration are. But we must also ensure our hiring processes are inclusive, evidence-based, and legally sound. 📣 What’s your take? Should “vibe” ever be a deciding factor in recruitment — or is it too risky? #Leadership #Hiring #CultureFit #HRInsights #Inclusion #EmploymentLaw #TeamDynamics

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"We use a PSL" 🥱 Many companies rely on a Preferred Supplier List (PSL) for hiring, this can seriously hurt your chances of securing top talent in niche areas! Here’s why: 🔍 Niche roles require specialist knowledge. Generalist recruiters on your PSL may not have access to the right network—or even fully understand the role. 💡 Speed matters. The best candidates in specialised markets don’t stay on the market long. By the time your PSL catches up, top talent is gone. 📉 You limit innovation. New, agile, and highly-specialised agencies aren’t on your PSL—but they often have the most relevant connections. 🤝 True partnerships > compliance. Hiring managers need flexibility to engage with recruiters who truly get the market, not just the ones on an approved list. Bottom line: If you're hiring for niche or hard-to-fill roles, it might be time to rethink the PSL-first approach. The cost of missing the right hire can far outweigh the comfort of sticking to the list. #Hiring #Recruitment #TalentAcquisition #NicheRoles #PSL #HiringStrategy #FutureOfWork

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HERE IS A BIG BIG ISSUE agency recruiters run into with searches: - Client NEED isn't a true NEED This is the fundamental reason why so many contingent searches go awry. Listen here: The biggest issue with contingency searches is that too many agency recruiters are not fully on the same page with the true URGENCY of the need. This is why you should ALWAYS sell retained down. ALWAYS. The point of this isn't to win retainers. The point of this is to actually VET HOW URGENT THE HIRING NEED IS. Hear me out: 3 possibilities will arise (in order of least likely to most likely) Client says --> "Sure" in which case, woah that was easily agreed upon. Continue the process to vet and see if they'll ultimately pay up AND VET the retained parameters closely to make sure it is truly fillable. Client says "NO" or "I'll get back to you" --> this means they REALLY want to but likely they don't control the purse strings so need to run it up the chain. This is high buying behavior which is a very good thing, means there's a serious need. Client says "NO, I really don't think it's a serious search enough to pay a retainer. I just want you to keep an eye out." Now, you have your answer. This is why you need to close the miscommunication gap. On any topic, close the gap. Make sure you're on the exact same page before wasting your precious time. TLDR: It's not contingent that's the problem. It's the fact that the client isn't really serious about the search. This is where the pain starts bc the expectations are so vastly misaligned. Does this make sense? #r2r #rec2rec #recruitmenttraining #headhunter #headhunters #sales #recruiters #recruiting

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