<h4>Looking to ace your performance review?<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">  </h4>
Preparation is key. Whether it&rsquo;s your first review or your fifth, understanding how to reflect, communicate, and plan your next steps can make all the difference. Here&rsquo;s how to walk into your performance review with confidence and walk out with results.
&nbsp;
<img src="https://cdn.sourceflow.co.uk/vtq2lwf8pthil1lwr2zxr7a8oola" alt="3 women talking around a table " width="600" height="400">
&nbsp;
<h3>Why Performance Reviews Matter</h3>
Performance reviews aren&rsquo;t just about ticking boxes&mdash;they&rsquo;re your chance to:
<ul type="disc">
<li>Showcase your achievements</li>
<li>Align your goals with your manager&rsquo;s expectations</li>
<li>Secure support for promotions, pay rises, or professional development</li>
<li>Get honest feedback to grow your career</li>
</ul>
&nbsp;
<img src="https://cdn.sourceflow.co.uk/kglaf5ve6l07zu3v12i4wh1w4dzj" alt="woman at a desk looking at papers " width="600" height="400">
<h3> 1. Reflect on Your Wins</h3>
Start by looking back over the review period:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">What were your key achievements?</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Which goals did you hit&mdash;and how?</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">What challenges did you overcome?</li>
</ul>
<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">Use real numbers where possible.  
Example: &ldquo;Increased customer retention by 12%&rdquo; lands better than &ldquo;Improved client relationships.&rdquo;
Pro Tip: Check past emails, project documents, or performance trackers to jog your memory.
&nbsp;
<h3>2. Own Your Challenges</h3>
A strong review isn&rsquo;t about perfection&mdash;it&rsquo;s about honesty and growth. Think about:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Where you struggled and why</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">What you learned from those situations</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;"><span style="font-size: 11.0pt; line-height: 107%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">What support could&rsquo;ve helped</li>
</ul>
Frame it positively: "While X project was delayed, I learned the importance of stakeholder alignment early on and have since improved this in future work."
&nbsp;
<h3>3. Gather Feedback</h3>
Reach out to trusted colleagues, clients, or managers you&rsquo;ve worked with:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Ask for quick feedback on your collaboration or contributions</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Use this as a supporting point in your review</li>
</ul>
Example: A client shared that my responsiveness was a major reason they renewed&mdash;this reflects how I prioritise relationship management.
&nbsp;
<h3>4. Set Goals for the Year Ahead</h3>
Show initiative by walking in with ideas:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">What skills do you want to develop?</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Are there new projects you&rsquo;d like to get involved with?</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Do you see a promotion or career step coming?</li>
</ul>
Managers love a forward-thinking mindset.
Example goal: "I&rsquo;d like to take the lead on one internal project next quarter to build my team leadership skills." 
<h3 class="MsoNormal"> 5. Prepare Questions (Yes, Really)</h3>
A review should be two-way. Show engagement by asking:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l2 level1 lfo2; tab-stops: list 36.0pt;">&ldquo;How do you see my role evolving this year?&rdquo;</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo2; tab-stops: list 36.0pt;">&ldquo;What skill gaps should I work on for future progression?&rdquo;</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo2; tab-stops: list 36.0pt;">&ldquo;How can I contribute more to team goals?&rdquo;</li>
</ul>
It shows curiosity, ambition, and accountability.
&nbsp;
<h3>6. Stay Calm &amp; Professional</h3>
Even if your review brings surprises&mdash;positive or negative&mdash;keep it professional:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l3 level1 lfo3; tab-stops: list 36.0pt;">Listen actively</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo3; tab-stops: list 36.0pt;">Ask clarifying questions if feedback is unclear</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo3; tab-stops: list 36.0pt;">Take notes so you can reflect and act afterwards</li>
</ul>
&nbsp;
<h3>7. Follow Up Afterwards</h3>
Don&rsquo;t let the review be a one-off event. After your meeting:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo4; tab-stops: list 36.0pt;">Send a quick thank-you email</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo4; tab-stops: list 36.0pt;">Recap any agreed actions or goals</li>
</ul>
<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">Set a reminder to check progress in 3&ndash;6 months
&nbsp;
<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;"><img src="https://cdn.sourceflow.co.uk/4pn7px58t6kqr6794jjs8gn5wtyy" alt="woman and man seated in chairs talking" width="600" height="400">
&nbsp;
<h3>Summary: Performance Review Prep Checklist</h3>
✔ Reflect on wins and metrics ✔ Identify challenges and growth ✔ Gather external feedback ✔ Set goals and next steps ✔ Prepare thoughtful questions ✔ Stay calm and open ✔ Follow up with clear action
&nbsp;
<h4>Ready for Your Next Career Step?</h4>
If your performance review has got you thinking about your future, our recruitment consultants can help. Whether you&rsquo;re after new opportunities, CV feedback, or a market overview, we&rsquo;re here to support your next move.
&nbsp;
<h3 class="MsoNormal">Contact us today</h3>

Ace your next performance review with our expert tips—from reflecting on your wins to setting career goals. Be confident, prepared, and ready to grow.

Top Tips to Prepare for Your Performance Review

How to Prepare for Your Performance Review Like a Pro

Sometimes, staying in your current job feels like the safe choice. But deep down, you may already know it&rsquo;s time to move on. Whether it&rsquo;s burnout, lack of growth, or simply feeling unfulfilled, there are clear warning signs that your job is no longer the right fit for you.If you&rsquo;re reading this article, chances are you&rsquo;re already questioning your situation.
Let&rsquo;s explore the key signs it might be time to "break up" with your job and what steps you can take to move forward.
&nbsp;
<h3 data-state="closed">1. You're Burnt Out: Stressed, Tired, and Running on Empty</h3>
Burnout is more than just a bad day at work&mdash;it&rsquo;s a state of chronic physical and emotional exhaustion caused by prolonged stress. If you&rsquo;re constantly feeling drained, struggling to focus, or dreading Mondays (and Tuesdays... and Wednesdays), it could be a sign that your job is taking a toll on your well-being.
<h4 data-state="closed">Why It Matters</h4>
According to a 2023 study by Deloitte,&nbsp;77% of employees report experiencing burnout at their current jobs, with 42% saying they&rsquo;ve left a job due to burnout. Prolonged stress can lead to serious health issues like anxiety, depression, and even heart problems.
<h4 data-state="closed">What You Can Do</h4>
Track Your Stress Levels:&nbsp;Keep a journal for a week to identify what&rsquo;s causing the most stress&mdash;specific tasks, long hours, or even workplace dynamics.
Set Boundaries:&nbsp;If possible, limit overtime and create a clear separation between work and personal life.
Talk to Someone:&nbsp;Speak with your manager or HR about workload concerns. Many companies now offer employee well-being programs or flexible working options.
Consider Professional Help:&nbsp;If burnout persists, consulting a therapist or career coach can help you regain clarity.
&nbsp;
<h3 data-state="closed">2. The Spark Is Gone: You No Longer Feel Excited About Your Work</h3>
Remember when you were excited about new challenges and projects? If that spark has disappeared and every task feels like a chore, it&rsquo;s worth asking why. Losing enthusiasm for your job could mean you&rsquo;ve outgrown it&mdash;or that the company culture no longer aligns with your values.
<h4 data-state="closed">Why It Matters</h4>
Research shows that employees who feel connected to their work are&nbsp;87% less likely to quit&nbsp;than disengaged workers (Gallup). A lack of passion can lead to decreased productivity and long-term dissatisfaction.
<h4 data-state="closed">What You Can Do</h4>
Reflect on Your Values:&nbsp;Are there changes in company culture or leadership that no longer align with what matters most to you?
Reignite Your Passion:&nbsp;Explore ways to make your role more engaging&mdash;volunteer for new projects or suggest innovative ideas.
Assess Your Options:&nbsp;If the disconnect feels permanent, start exploring opportunities at companies whose mission excites you.
&nbsp;
<h3 data-state="closed">3. You've Outgrown Your Role: No Growth Opportunities in Sight</h3>
If you feel like you&rsquo;ve hit a ceiling in your current role&mdash;whether it&rsquo;s due to limited promotion opportunities or lack of skill development&mdash;it might be time to move on. Staying stagnant can prevent you from reaching your full potential.
<h4 data-state="closed">Why It Matters</h4>
A LinkedIn survey found that&nbsp;94% of employees would stay longer at a company if it invested in their career development. Yet many leave because they feel stuck or undervalued.
<h4 data-state="closed">What You Can Do</h4>
Have an Honest Conversation:&nbsp;Schedule a meeting with your manager to discuss growth opportunities within the company. Be specific about what you&rsquo;re looking for&mdash;whether it&rsquo;s training programs, mentorship, or new responsibilities.
Upskill Yourself:&nbsp;Take online courses or attend workshops in areas that interest you. Platforms like Coursera and LinkedIn Learning offer affordable options.
Plan Your Next Move:&nbsp;If internal growth isn&rsquo;t possible, update your CV and LinkedIn profile with recent achievements and start networking within your industry.
&nbsp;
<h3 data-state="closed">4. You&rsquo;re Settling: Thinking &ldquo;This Is Better Than Nothing&rdquo;</h3>
Staying in a job just because it feels &ldquo;safe&rdquo; can be tempting&mdash;but settling for less than you deserve can hold you back from finding something truly fulfilling. If thoughts like &ldquo;At least I have a job&rdquo; are keeping you stuck, it&rsquo;s time for a mindset shift.
<h4 data-state="closed">Why It Matters</h4>
The "sunk cost fallacy" often traps people into staying in situations they&rsquo;ve already invested time in&mdash;even if those situations no longer serve them. However, settling can lead to resentment and regret down the road.
<h4 data-state="closed">What You Can Do</h4>
Identify What You Want:&nbsp;Write down what an ideal job looks like for you&mdash;salary, responsibilities, work environment&mdash;and compare it to your current role.
Start Exploring:&nbsp;Even if you're not ready to apply yet, browsing job boards can give you an idea of what&rsquo;s out there.
Build Confidence:&nbsp;Talk to mentors or friends who&rsquo;ve made successful career changes&mdash;they can inspire and guide you.
&nbsp;
<h3 data-state="closed">5. You Spend All Your Free Time Dreaming About Other Jobs</h3>
If scrolling through LinkedIn or job boards has become your favourite pastime, it&rsquo;s probably not just curiosity&mdash;it&rsquo;s dissatisfaction speaking loud and clear. Daydreaming about other roles is often the first step toward realizing your current one isn&rsquo;t cutting it.
<h4 data-state="closed">Why It Matters</h4>
Being proactive about career changes can lead to better opportunities before burnout sets in. Waiting too long might cause frustration that affects both your personal and professional life.
<h4 data-state="closed">What You Can Do</h4>
Update Your CV &amp; LinkedIn Profile:&nbsp;Highlight recent accomplishments and skills that align with the roles you're interested in.
Network Strategically:&nbsp;Reach out to former colleagues or attend industry events to learn about potential opportunities.
Set Goals:&nbsp;Dedicate time each week to researching companies that align with your values and career aspirations.
&nbsp;
<h3 data-state="closed">6. You Found This Article While Looking for Signs It&rsquo;s Time to Quit</h3>
The fact that you're here says a lot! Sometimes we look for external validation when we already know the answer deep down&mdash;it might be time for a change.
<h4 data-state="closed">Why It Matters</h4>
Acknowledging dissatisfaction is the first step toward finding something better. Staying too long in an unfulfilling role can impact not only your career but also your mental health and relationships.
<h4 data-state="closed">What You Can Do</h4>
Take Action Today: Start small&mdash;update your CV, research companies hiring in your field, or schedule an informational interview with someone whose career inspires you. For tips on how to write a successful CV and CV template <a class="primaryBtn" href="https://www.eligo.co.uk/career-advice-insights/how-to-write-a-successful-cv-/" target="_blank" rel="noopener">check out our blog here.</a>
Work With Experts: At Eligo Recruitment, we specialise in helping professionals find roles that match their skills, goals, and values.<a class="secondaryBtn" href="https://www.eligo.co.uk/upload-cv/"> Upload your CV </a>today for tailored advice on taking the next step in your career!
&nbsp;
<h3 data-state="closed">Final Thoughts: Don&rsquo;t Ignore the Signs</h3>
Recognising these warning signs isn&rsquo;t easy&mdash;but ignoring them could mean missing out on opportunities that truly excite and fulfil you. Whether you're burnt out, bored, or simply ready for something new, taking action now can set you on the path toward a happier career.&nbsp;
If you're ready to explore new opportunities or need guidance on making the leap, we&rsquo;re here to help! Check out our latest vacancies <a class="secondaryBtn" title="jobs" href="https://www.eligo.co.uk/jobs/" target="_blank" rel="noopener">here</a> or get in touch with one of our expert recruiters today.
&nbsp;
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Sources: 
<ol class="marker:text-textOff list-decimal pl-8">
<li><a href="https://breathingspacehr.co.uk/stress-and-burnout-doubled-for-uk-workers-in-2023/" target="_blank" rel="noopener"><span class="hover:duration-80 duration-800 cursor-pointer underline decoration-textOff/25 decoration-1 underline-offset-[4px] hover:text-super hover:decoration-super/80 hover:underline-offset-[6px] dark:decoration-textOffDark/30 dark:hover:text-superDark dark:hover:decoration-superDark/80 transition-all first:mt-3 motion-reduce:transition-none" data-state="closed">Breathing Space HR</a>: "Stress and Burnout Doubled for UK Workers in 2023" &ndash; Highlights the surge in workplace stress and burnout among UK employees, with 92% admitting to experiencing these challenges during their careers</li>
<li><a href="https://www.gallup.com/workplace/654911/employee-engagement-sinks-year-low.aspx" target="_blank" rel="noopener"><span class="hover:duration-80 duration-800 cursor-pointer underline decoration-textOff/25 decoration-1 underline-offset-[4px] hover:text-super hover:decoration-super/80 hover:underline-offset-[6px] dark:decoration-textOffDark/30 dark:hover:text-superDark dark:hover:decoration-superDark/80 transition-all first:mt-3 motion-reduce:transition-none" data-state="closed">Gallup</a>: "U.S. Employee Engagement Sinks to 10-Year Low" and related reports &ndash; Provides data on declining employee engagement, including statistics on disengagement trends and their impact on productivity and retention.</li>
<li><a href="https://www.peoplemanagement.co.uk/article/1858516/one-five-took-time-off-stress-last-year-report-reveals" target="_blank" rel="noopener"><span class="hover:duration-80 duration-800 cursor-pointer underline decoration-textOff/25 decoration-1 underline-offset-[4px] hover:text-super hover:decoration-super/80 hover:underline-offset-[6px] dark:decoration-textOffDark/30 dark:hover:text-superDark dark:hover:decoration-superDark/80 transition-all first:mt-3 motion-reduce:transition-none" data-state="closed">Mental Health UK</a>: "The Burnout Report 2024" &ndash; Discusses the prevalence of stress and burnout in the UK workforce, with one in five workers taking time off due to poor mental health</li>
<li><span class="hover:duration-80 duration-800 cursor-pointer underline decoration-textOff/25 decoration-1 underline-offset-[4px] hover:text-super hover:decoration-super/80 hover:underline-offset-[6px] dark:decoration-textOffDark/30 dark:hover:text-superDark dark:hover:decoration-superDark/80 transition-all first:mt-3 motion-reduce:transition-none" data-state="closed">LinkedIn Learning Survey: Data on employees valuing professional development opportunities and its correlation with retention (general reference for career growth statistics).</li>
</ol>
&nbsp;

Warning signs it’s time to break up with your job (and what to do about It)

Talking about mental health can be challenging, especially in the workplace. Many people fear being judged or treated differently if they open up about their struggles.
In fact, recent figures show that nearly two-thirds of people in the UK put on a brave face to avoid discussing their mental health, and 73% of employees worry that disclosing mental health issues could jeopardize their job status.
However, fostering open conversations about mental health is critical&mdash;not just for individual well-being but also for creating a supportive and productive workplace culture.
Here are some practical ways to make it easier to talk about mental health at work.
<pre class="ql-syntax" spellcheck="false"><a href="https://www.eligo.co.uk/client-advice-insights/how-to-support-employee-mental-health-/" target="_blank" rel="noopener">Employers: here&rsquo;s how you can support your staff and their mental health
</a></pre>
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<h3>Ask &amp; Listen</h3>
How many times have you answered the question &ldquo;How are you?&rdquo; with &ldquo;I&rsquo;m fine&rdquo; or &ldquo;Good, thanks&rdquo; when that wasn&rsquo;t the case? A third of people in the UK admit they avoid talking about their mental health for fear of awkwardness. Asking open-ended questions like &ldquo;How does that affect you?&rdquo; can create a safe space for someone to share their feelings. For example, if you&rsquo;ve noticed changes in someone&rsquo;s behavior, you could say: "You&rsquo;ve seemed a bit quiet recently. Is everything alright? I&rsquo;m here if you want to talk." This approach shows care and opens the door for conversation when they&rsquo;re ready.
<h4>&nbsp;</h4>
<h3>Don't treat them any differently</h3>
One reason many people hesitate to open up is the fear of being treated differently by colleagues or managers. While it&rsquo;s important to check in regularly with someone who has shared their struggles, continue interacting with them as you normally would. Patience is key&mdash;if they&rsquo;re not ready to talk now, your openness will make them more comfortable next time.
&nbsp;
<h3>Time and Place</h3>
Conversations about mental health don&rsquo;t always need to happen face-to-face. Some may find it easier to talk over the phone, via email, or during informal settings like lunch breaks or after-work drinks. Choosing the right time and place&mdash;where privacy is ensured&mdash;can make all the difference.
&nbsp;
<h3>Listen some more, and&nbsp;don&rsquo;t try to&nbsp;fix</h3>
It&rsquo;s natural to want to help someone solve their problems, but recovery from poor mental health is often a long process. Instead of offering quick fixes, focus on listening actively and validating their feelings. For instance: "That sounds really challenging; I can see why you feel that way."Active listening&mdash;without judgment&mdash;can be a powerful first step in supporting someone.
&nbsp;
<a class="secondaryBtn" href="https://www.matesinmind.org/training-and-resources/time-to-talk-day-2025" target="_blank" rel="noopener"><span class="hover:duration-80 duration-800 cursor-pointer underline decoration-textOff/25 decoration-1 underline-offset-[4px] hover:text-super hover:decoration-super/80 hover:underline-offset-[6px] dark:decoration-textOffDark/30 dark:hover:text-superDark dark:hover:decoration-superDark/80 transition-all first:mt-3 motion-reduce:transition-none" data-state="closed">Workplace Stigma: In the workplace, only 6% of men and 4% of women feel comfortable discussing their mental health with their employer.</a>
&nbsp;
<h3 class="MsoNormal">Encouraging Mental Health Conversations at Work</h3>
Here are some additional tips for fostering open discussions about mental health in the workplace
&nbsp;
<h4 class="MsoNormal">Normalise Mental Health Discussions</h4>
Nearly half of people avoid opening up because they worry about burdening others. Leadership teams can break this stigma by sharing their own experiences (if comfortable) and promoting a culture where discussing mental health is seen as normal.
<h4 class="MsoNormal"> Provide Training</h4>
Equip managers and employees with tools to recognize signs of mental distress and engage in supportive conversations. Training on active listening and avoiding judgment can make these interactions more effective.
<h4 class="MsoNormal"> Offer Flexible Support Options</h4>
Make resources like Employee Assistance Programs (EAPs), peer support groups, or mindfulness workshops easily accessible. Highlighting confidentiality can encourage employees to seek help without fear.
<h4 class="MsoNormal"> Lead by Example</h4>
Senior leaders play a vital role in setting the tone for workplace culture. By prioritizing mental well-being initiatives and modeling openness, they can inspire others to follow suit.
<h4 class="MsoNormal"> Create Safe Spaces</h4>
Establish environments where employees feel comfortable discussing concerns without fear of repercussions. Regular one-on-one check-ins or informal gatherings can serve as opportunities for open dialogue.
&nbsp;
By integrating these strategies into your workplace culture, you can help reduce stigma and create an environment where employees feel supported and valued&mdash;not just today on Time to Talk Day 2025 but every day.
<pre class="ql-syntax" spellcheck="false"><a href="https://www.eligo.co.uk/client-advice-insights/how-to-support-employee-mental-health-/" target="_blank" rel="noopener">Read about more ways you can support mental health in the workplace here
</a></pre>
&nbsp;
&nbsp;
For further advice and mental health support at work visit:
<a style="color: #e5287d; background-color: transparent;" href="https://www.mentalhealthatwork.org.uk/" target="_blank" rel="noopener noreferrer">Mental Health at Work&nbsp;</a>
<a style="color: #e5287d; background-color: transparent;" href="https://timetotalkday.co.uk/" target="_blank" rel="noopener noreferrer">Time to Talk&nbsp;</a>
<a style="color: #e5287d; background-color: transparent;" href="http://https//www.time-to-change.org.uk/personal-stories/5-ways-to-start-conversation-about-mental-health" target="_blank" rel="noopener noreferrer">Time to Change</a>
Disclaimer: the guidance in this blog is provided for general information purposes and is not in any way legal or professional advice. You should consult a professional or legal advisor regarding employee mental health where appropriate.
&nbsp;
Sources:
https://timetotalkday.co.uk/&nbsp;
https://www.time-to-change.org.uk/personal-stories/5-ways-to-start-conversation-about-mental-health
https://championhealth.co.uk/blog/how-to-talk-about-mental-health-workplace/
​

How to make it easier to talk about mental health at work

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It&rsquo;s no secret that experience and skills play a big role in landing a job, but what truly sets someone apart&mdash;or holds them back&mdash;is their attitude and how they approach their role and the company.
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Your skills and experience can make a big impression in your new role, however, it is usually down to your attitude and approach to your work which makes you stand out from the crowd. The first 3 months of any job are the most important in making a good impression on your employer, and in these first crucial months, it is a great idea to go out of your way to be positive and demonstrate drive, ambition and flexibility to the role. Demonstrating these personality traits alongside a passion and a commitment to the company as well as being a cultural fit are guaranteed to fast-track you in your role.
So it&rsquo;s now 3 months into your new job and you&rsquo;ve settled into your role nicely. You&rsquo;ve established some workplace relationships and your efforts are showing that you are a valuable asset to the company, but what more could you do to succeed and progress in your role? And how can you take charge of your career in the long run
&nbsp;
<h4>Aim high, set goals</h4>
One essential way to succeed is to set some goals to reach and strive for; set big goals such as where you want to be in the next 3/6 or 12&nbsp;months, or small goals such as organising your priorities of what you want to achieve each day at work. Your employer may already work with you to set your targets for achievement, but by creating your own goals big or small you will constantly improve yourself and demonstrate to your employer your ability for self-development.
&nbsp;
<h4>Show your hidden talents</h4>
You convinced your employer that you&rsquo;re perfect for the job with your relevant qualifications and previous experience. But now you&rsquo;ve settled into your role, it&rsquo;s the perfect opportunity to show off your talents and skills that you may have not mentioned on your CV or during the interview. These hidden talents could help you become an indispensable employee from assisting the company to win new business or solving a problem that they&rsquo;ve been struggling with, if your talent or skill can provide them with a solution then you&rsquo;ll be seen as a vital asset to the business.
&nbsp;
&nbsp;
<h4>Always own your mistakes </h4>
Hands up who&rsquo;s ever made a mistake at work? We&rsquo;ve all been there&hellip; This can be a tricky one for many, but in owning up to your mistakes immediately you will be seen as responsible and by offering a solution you also prove that you can handle tricky situations and be relied upon to take necessary risks safely.
&nbsp;
&nbsp;
<h4>Carpe Diem (Seize the day)</h4>
It&rsquo;s a struggle for non-morning people (myself included) to be as chirpy as some are first thing in the morning. But there can be benefits to getting a head start on your working day; waking up 20 mins earlier than usual and leaving for work before your usual time can give you extra time to prepare and organise for the day ahead, so that pile of work on your desk doesn&rsquo;t seem so daunting.
&nbsp;
In today&rsquo;s competitive job market, it can be hard to stay relevant and indispensable to your employer, which is why it is so important to demonstrate a positive attitude and that you care about your role and the business. Your skills and experience can easily be replaced by another equally qualified candidate, but it is much harder to replace someone who cares and is passionate about their role and the company. By keeping this in mind along with these steps to succeed at work you can become a vital employee and ultimately take charge of your career.
If you&rsquo;re still looking for your perfect role, why not take a look at our relevant job boards across <a style="color: #e5287d;" href="https://eligo.co.uk/events-recruitment/" target="_blank" rel="noopener noreferrer">Events</a>,&nbsp;<a style="color: #e5287d;" href="https://eligo.co.uk/fire-security-recruitment/" target="_blank" rel="noopener noreferrer">Fire &amp; Security</a>,&nbsp;<a style="color: #e5287d;" href="https://eligo.co.uk/medical-recruitment/" target="_blank" rel="noopener noreferrer">Medical</a>,&nbsp;ERP&nbsp;and&nbsp;<a style="color: #e5287d;" href="https://eligo.co.uk/it-recruitment/" target="_blank" rel="noopener noreferrer">Technology</a>. Also, Take a look at our blog on how to find a new job.
&nbsp;
&nbsp;

How to take charge of your career

At Eligo Medical we believe that the best healthcare professionals know other incredible professionals. That&rsquo;s why this winter, we&rsquo;re offering a special referral bonus to help grow our network of talented GPs and Nurses&mdash;and reward you for making it happen.
If you know someone exceptional in the healthcare field, now is the perfect time to refer them to us! Here&rsquo;s how our winter referral offer works: 
<h3>How It Works</h3>
<ol>
<li>Refer a GP or Nurse: Share the details of someone you know who would be a great fit for our community.</li>
<li>Work 25+ Hours Each: Once you and your referral have each completed 25+ hours of sessions, you&rsquo;ll both qualify for the bonus.</li>
<li>Enjoy Your &pound;100 Vouchers: Both of you will receive a &pound;100 referral voucher as a thank-you for your efforts.</li>
</ol>
It&rsquo;s that simple! Not only will you be helping a friend or colleague find rewarding work, but you&rsquo;ll also be building stronger connections in the healthcare community while earning a little extra for yourself. 
<h3>Why Refer to Us?</h3>
When you refer a GP or Nurse to Eligo Medical, you&rsquo;re introducing them to a trusted recruitment partner dedicated to supporting healthcare professionals. We offer:
<ul>
<li>Flexible work opportunities tailored to individual needs.</li>
<li>Competitive pay and rewarding roles.</li>
<li>A supportive team that values your expertise.</li>
</ul>
We take pride in connecting skilled professionals with opportunities that make a real difference in patient care.
<h3>Spread the Word!</h3>
Think about the talented GPs and Nurses you know&mdash;maybe it&rsquo;s a friend, a former colleague, or someone you&rsquo;ve worked alongside who would thrive in a new role. Don&rsquo;t wait! Reach out to us today with their details, and let&rsquo;s make this winter rewarding for everyone.
<h3> Ready to Refer?</h3>
Getting started is easy. Simply <a class="secondaryBtn" href="https://email-eligo.co.uk/p/4V9F-DZQ/refer-a-friend-christmas">Submit your referral here.</a> We&rsquo;ll take it from there!
Don&rsquo;t miss this chance to earn &pound;100 and help a fellow healthcare professional secure fulfilling work. Let&rsquo;s brighten this winter season together.
<hr>
Start Referring Today!
Have questions about the referral program or want to know more about opportunities for GPs and Nurses? Get in touch with our team below.

Winter Referral Offer : Refer a GP or Nurse and Share the Rewards!

Hiring has changed &mdash; and fast.
Artificial intelligence is transforming the recruitment landscape. From crafting CVs and cover letters to tailoring job applications, candidates now have AI tools at their fingertips. That means hiring managers and recruiters are seeing more applications than ever before. But with quantity comes a new challenge: volume over value.
<h3 data-start="632" data-end="674">&nbsp;</h3>
<h3 data-start="632" data-end="674">The AI Surge in Candidate Applications</h3>
AI-powered tools have made it easier for job seekers to apply for roles quickly and at scale. While this democratises the job-hunting process, it also means employers are faced with a flood of applications &mdash; not all of which meet the mark.
More applications don&rsquo;t always mean better ones. That&rsquo;s where experienced recruiters step in &mdash; not to sift through volume manually, but to bring meaningful insight to the process.
<h3 data-start="1098" data-end="1140">&nbsp;</h3>
<h3 data-start="1098" data-end="1140">The Smart Way to Use AI in Recruitment</h3>
We&rsquo;re not against AI &mdash; far from it. Used correctly, it can be a powerful asset in any recruitment strategy. Automating repetitive tasks like CV screening, interview scheduling, and answering initial queries can save hours of admin time. This efficiency allows recruiters to focus on what really matters: finding the right person for the right role.
<h3 data-start="1496" data-end="1531">&nbsp;</h3>
<h3 data-start="1496" data-end="1531">Why Human Insight Still Matters</h3>
AI can&rsquo;t assess culture fit. It can&rsquo;t build relationships. It doesn&rsquo;t understand the nuances of personality, career goals, team dynamics, or long-term potential the way a human can. That&rsquo;s where we come in.
At Eligo we combine the best of both worlds &mdash; technology for speed and scale, and human expertise for accuracy and alignment. We don&rsquo;t just fill vacancies; we build partnerships. Our consultants act as career advisors for candidates and talent advisors for clients. That means a full 360&deg; service designed to deliver better outcomes for both sides of the hiring table.
<h3 data-start="2129" data-end="2148">&nbsp;</h3>
<h3 data-start="2129" data-end="2148">The Bottom Line</h3>
AI is here to stay &mdash; and we welcome it. But when it comes to the complex, personal, and strategic world of recruitment, nothing replaces the human touch. The future of hiring isn&rsquo;t AI or people. It&rsquo;s AI with people.
Ready to experience recruitment done right? Let&rsquo;s talk.
&nbsp;
<h3 data-start="2377" data-end="2432">Submit your vacancy with us today</h3>

AI tools can speed up recruitment, but they can&rsquo;t replace human insight. Discover why the future of hiring blends technology with the personal touch.

Why AI can't replace human touch in recruitment 

AI in Hiring: Why Human Touch Still Matters

As World Wellbeing Week (24&ndash;30 June) puts workplace mental health back in the spotlight, it's clear that tick-box initiatives are no longer enough.
In fact, in 2023/24, there were 776,000 cases of work-related stress, depression, or anxiety <a class="secondaryBtn" href="https://www.hse.gov.uk/statistics/" target="_blank" rel="noopener">reported in the UK</a> &mdash; accounting for nearly half of all work-related ill health and a staggering 55% of all lost working days.
Yet despite this, many organisations still treat wellbeing as a "nice to have" &mdash; offering yoga sessions, free fruit, or an occasional wellness webinar without addressing the root causes of poor mental health at work.
So, what does good workplace wellbeing look like in 2025? And how can employers move beyond surface-level perks to create cultures where people thrive?
In this blog, we break down the real business case for investing in wellbeing, how to tell if your current approach is working, and what steps forward-thinking organisations are taking to support their teams.
&nbsp;
<h3>1. Workplace Wellbeing: The Real Business Impact</h3>
&nbsp;
Employee wellbeing isn't just a moral responsibility&mdash;it's a business-critical issue. Poor mental health can directly affect productivity, engagement, absenteeism, and even turnover.
According to the <a class="secondaryBtn" href="https://www.engineeringuk.com/research-and-insights/our-research-and-evaluation-reports/engineering-and-technology-workforce-may-2025-update/#:~:text=Key%20findings,to%2056%25%20of%20other%20occupations" target="_blank" rel="noopener">Health and Safety Executive</a>, stress, depression, or anxiety now make up 46% of all work-related ill-health cases. The top contributing factors? High demands, lack of control, poor support, unclear roles, and strained relationships.
<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">These aren't individual failings&mdash;they're structural issues. And they demand a structural response.
<h3 class="MsoNormal">&nbsp;</h3>
<h3 class="MsoNormal">2. Performative vs. Genuine Wellbeing Initiatives <img src="https://cdn.sourceflow.co.uk/tqysk478j4elnxwkqnhp407fpuuw" alt="" width="800" height="600"> </h3>
&nbsp;
When wellbeing becomes a checkbox, it loses credibility&mdash;and employees can tell the difference.
&nbsp;
&nbsp;
<h3 class="MsoNormal">3. What 'Good' Workplace Wellbeing Actually Looks Like<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;"> </h3>
&nbsp;
A genuinely supportive culture is built from the ground up. Here are some key components:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Psychological safety: Employees feel comfortable speaking up without fear of punishment.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Autonomy and flexibility: People are trusted to manage their time and output.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Clear communication: Roles, expectations, and responsibilities are well defined.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Supportive leadership: Managers are trained to recognise and respond to mental health issues.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Access to support: EAPs, peer networks, and open-door policies are visible and used.</li>
</ul>
According to the <a class="secondaryBtn" href="chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/2023-pdfs/8436-health-and-wellbeing-report-2023.pdf" target="_blank" rel="noopener">CIPD's 2023 report</a>, organisations that invest in wellbeing see real benefits: 35% reported better morale and engagement, while 31% cited a healthier and more inclusive culture.
&nbsp;
<img src="https://cdn.sourceflow.co.uk/5i9ad24rx3mwbiu3njj4xwkz7tam" alt="" width="600" height="400">
&nbsp;
<h3 class="MsoNormal">4. Why Prioritising Wellbeing Attracts (and Keeps) Top Talent<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;"> </h3>
&nbsp;
Candidates are more wellbeing-savvy than ever. They're asking: "Does this organisation actually care about its people?" And in a competitive talent market, the answer to that question can be a dealbreaker.
Employers who take a proactive, transparent, and sustained approach to wellbeing don't just attract more candidates&mdash;they retain them, too. Because when people feel safe, valued, and supported, they stay.
<h3> <img src="https://cdn.sourceflow.co.uk/116z81l1a1s0exoekdkxkjt3brqf" alt="" width="600" height="400"></h3>
<h3> 5. How to Audit Your Current Approach<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;"> </h3>
&nbsp;
Want to know if your wellbeing strategy is working? Start by asking: 
<ol>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Do employees feel safe to raise concerns or ask for help? </li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Are managers trained to support mental health and spot red flags? </li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Is flexibility offered fairly and consistently? </li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Are wellbeing initiatives being used, or just advertised? </li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Are workloads regularly reviewed to prevent burnout? </li>
</ol>
If you're unsure about any of the above, it's time to revisit the strategy.
&nbsp;
<img src="https://cdn.sourceflow.co.uk/7z8rc2ds7k8jsqfe12dawug4ailu" alt="" width="600" height="400">
&nbsp;
<h3>Final Thought: People First Isn&rsquo;t Just a Motto </h3>
Workplace wellbeing is not a one-off campaign&mdash;it's an ongoing commitment. And during World Wellbeing Week, there&rsquo;s never been a better time to start.
<h4 class="MsoNormal">Sources:</h4>
Mates in Mind works with organisations to improve the mental health of their workforce by providing the skills, clarity, and confidence to employers on how to raise awareness, implement effective interventions, improve understanding and address the stigma that surrounds mental health. Find out more&nbsp;<a class="primaryBtn" href="https://www.matesinmind.org/training-and-resources/world-wellbeing-week-24-30-june-2025" target="_blank" rel="noopener">here.</a>
<h3>&nbsp;</h3>
<h3>Submit your vacancy&nbsp;</h3>

Discover what meaningful workplace wellbeing looks like in 2025 &mdash; and why it&rsquo;s key to attracting, retaining, and engaging top talent in today&rsquo;s market.&nbsp;

What Good Workplace Wellbeing Looks Like in 2025

What Does Good Workplace Wellbeing Look Like? Why It’s More Than a Perk in 2025

Healthcare has always demanded resilience, but recent years have taken the pressure to new heights. As Practice Managers, you are at the frontline of safeguarding not only your patients' wellbeing but your team's as well.
With stress levels high and staffing shortages still a reality, it's never been more important to actively protect your GPs, ANPs, and wider practice teams from burnout.
&nbsp;
<img src="https://cdn.sourceflow.co.uk/fmcame5cqvhx1cx844n6qsiz9e8k" alt="Doctor GP with eyes closed and hand on head" width="600" height="400">
&nbsp;
April is Stress Awareness Month, making it the perfect time to put strategies in place that protect your staff and promote a healthier work environment.
&nbsp;
Here are some proactive ways you can make a difference:
<h4>&nbsp;</h4>
<h4>1. Recognise the Warning Signs Early</h4>
Long hours, emotional exhaustion, and a drop in engagement are red flags that shouldn&rsquo;t be ignored. Foster an environment where team members feel comfortable raising concerns before reaching crisis point.
&nbsp;
<h4>2. Prioritise Flexible Staffing Solutions </h4>
Having the right clinical staff in place is essential. Bringing in locum GPs, ANPs, and Practice Nurses during peak periods can prevent overstretching your core team. Flexibility isn't a luxury &mdash; it's a lifeline.
&nbsp;
<h4>3. Encourage Regular Breaks and Manageable Workloads</h4>
&nbsp; No one can pour from an empty cup. Encourage proper breaks and realistic session scheduling. It&rsquo;s vital for mental and physical recovery, even on the busiest days.
&nbsp;
<h4>4. Create a Supportive Practice Culture</h4>
&nbsp; Open communication, peer support groups, and simple gestures of appreciation can make a world of difference. Staff who feel valued are far more likely to stay resilient.
&nbsp;
<h4>5. Partner with a Recruitment Agency that Understands Your Pressures</h4>
 At Eligo Medical, we work alongside practices to provide reliable, quality clinicians exactly when you need them. We understand that covering gaps isn't just about filling a diary slot &mdash; it's about protecting your team&rsquo;s wellbeing and maintaining the highest standards of patient care.
&nbsp;
In a climate where every session and every clinician matters, investing in your team's wellbeing isn't optional &mdash; it's essential.
Stress Awareness Month is the perfect opportunity to start.
&nbsp;
If you're feeling the pressure or planning ahead for busier periods, we can help ease the load. Let's have a confidential conversation about how we can support your practice and your people.

This Stress Awareness Month, discover essential strategies for Practice Managers to prevent GP and Nurse burnout. Support your team and strengthen your practice with expert staffing solutions.
&nbsp;
&nbsp;

Preventing GP and ANP Burnout During Stress Awareness Month - Tips For Practice Managers

How Practice Managers Can Prevent GP and Nurse Burnout 

We&rsquo;re right in the thick of performance review season &mdash; a time when leadership is taking a hard look at team performance, identifying gaps, and making critical decisions about who to invest in and where changes need to happen. Across the board, we&rsquo;re seeing businesses realise that this is a golden window to level up underperforming teams, build future leaders, and close skills gaps that could otherwise hold them back.
At Eligo, we help companies turn review insights into action &mdash; supporting strategic workforce planning, targeted hiring, and team optimisation when it matters most.
&nbsp;
<h3>The Strategic Power of Performance Reviews</h3>
Performance reviews aren&rsquo;t just an HR exercise &mdash; they&rsquo;re one of the most important strategic checkpoints in your calendar. They shine a light on:
<ul data-spread="false">
<li>
Underutilised strengths that could be nurtured
</li>
<li>
Emerging leadership potential
</li>
<li>
Skill gaps that need closing
</li>
<li>
Misalignments between people, roles, and business objectives
</li>
</ul>
But spotting these issues is just the first step. Acting on them quickly can be the difference between achieving your growth goals &mdash; or stalling.
&nbsp;
&nbsp;
<h3 data-pm-slice="1 1 []">Questions Leaders Should Be Asking Right Now</h3>
To get the most value from review season, here are five critical questions to ask:
<ul data-spread="false">
<li>
How are performance reviews being handled this year across your teams?
</li>
<li>
Have you identified any areas where performance isn&rsquo;t meeting expectations?
</li>
<li>
Are there team members you&rsquo;re on the fence about?
</li>
<li>
How are you planning to address gaps you&rsquo;ve uncovered?
</li>
<li>
What&rsquo;s the impact if underperformance continues into the second half of the year?
</li>
</ul>
The answers to these questions should shape your next workforce moves &mdash; whether that means reskilling, restructuring, or recruiting fresh talent.
&nbsp;
<img src="https://cdn.sourceflow.co.uk/z8kwk1r3ex5xzm3n8ehcktsbp793" alt="group of people around a table with a woman standing and smiling at a man talking" width="600" height="338">
&nbsp;
<h3>Why This Time of Year Is Critical for Workforce Planning</h3>
Acting during performance review season means:
<ul data-spread="false">
<li>
Aligning your hiring and training plans with next year&rsquo;s strategic goals
</li>
<li>
Making proactive budget decisions before it&rsquo;s too late
</li>
<li>
Strengthening your teams while top talent is still available &mdash; not once your competitors have snapped them up
</li>
</ul>
Businesses that delay often find themselves reacting to problems, instead of planning for success.
&nbsp;
<h3 data-pm-slice="1 1 []">Common Appraisal Outcomes &mdash; And How Eligo Can Help</h3>
High Performers:
<ul data-spread="false">
<li>
Need clear career paths and growth opportunities to stay engaged.
</li>
<li>
We help with retention strategies and succession planning.
</li>
</ul>
Steady Contributors:
<ul data-spread="false">
<li>
Might benefit from role realignment or reskilling.
</li>
<li>
We assist with skills gap analysis and internal mobility strategies.
</li>
</ul>
Underperformers:
<ul data-spread="false">
<li>
Require tough decisions: coach, reposition, or replace?
</li>
<li>
We offer backfill options, interim solutions, and full recruitment support.
</li>
</ul>
No matter the outcome, Eligo can help you build a stronger, more capable team for the future.
&nbsp;
&nbsp;
<img src="https://cdn.sourceflow.co.uk/4pn7px58t6kqr6794jjs8gn5wtyy" alt="two people seated together talking and looking at a tablet" width="600" height="400">
&nbsp;
<h3>Spotting and Closing Skills Gaps</h3>
Performance reviews often uncover critical gaps that, if left unaddressed, can impact your ability to meet your business goals. Ignoring them risks:
<ul data-spread="false">
<li>
Project delays
</li>
<li>
Overburdened top performers
</li>
<li>
Missed growth opportunities
</li>
</ul>
We work alongside you to:
<ul data-spread="false">
<li>
Audit your current team skills
</li>
<li>
Identify future capability needs
</li>
<li>
Source specialists, contractors, or permanent talent to close the gaps
</li>
</ul>
<h3>&nbsp;</h3>
<h3>Make Data-Driven Hiring Decisions (with Expert Support)</h3>
Post-review hiring shouldn&rsquo;t be based on gut feel. At Eligo, we combine:
<ul data-spread="false">
<li>
Your internal appraisal insights
</li>
<li>
Industry salary benchmarking
</li>
<li>
Market hiring trends
</li>
</ul>
This ensures every hire supports your long-term business strategy &mdash; not just immediate needs.
&nbsp;
<img src="https://cdn.sourceflow.co.uk/vtq2lwf8pthil1lwr2zxr7a8oola" alt="3 people seated at a table talking " width="600" height="400">
&nbsp;
<h3>What Businesses Should Do Now</h3>
Performance review season is a short window. Smart businesses are:
<ul data-spread="false">
<li>
Reviewing appraisal results team-wide, not just individually
</li>
<li>
Mapping out succession plans and team restructuring
</li>
<li>
Building pipelines of talent before gaps become critical
</li>
</ul>
<h3>&nbsp;</h3>
<h3>How Eligo Can Help You Post-Appraisal</h3>
At Eligo Recruitment, we offer more than just hiring support. We work with you to:
<ul data-spread="false">
<li>
Review team structures and capabilities
</li>
<li>
Conduct skills gap audits
</li>
<li>
Benchmark roles and salaries
</li>
<li>
Build proactive hiring strategies
</li>
<li>
Provide interim and permanent solutions
</li>
</ul>
Whether you need to upskill, restructure, or recruit strategically &mdash; we help you turn your performance review insights into action.
&nbsp;
<h3>Ready to Turn Reviews into Results?</h3>
Book a free consultation with Eligo today to:
<ul data-spread="false">
<li>
Review your appraisal outcomes
</li>
<li>
Plan smarter hires
</li>
<li>
Build a stronger, future-ready team!
</li>
</ul>
&nbsp;

Discover how to use performance review season to identify team gaps, improve retention, and make strategic hiring decisions. Learn how Eligo can help.

Performance Review Season: How to Identify Skills Gaps and Make Smarter Hiring Decisions 

Performance Review Season: How to Turn Appraisal Insights into Strategic Hiring Decisions

In today's rapidly evolving job market, traditional hiring practices are being challenged by innovative approaches that prioritise skills over job titles. Skills-based hiring is a powerful strategy to address labour shortages, broaden the talent pool, and promote diversity within the workforce. This approach is particularly relevant as the UK seeks to boost its economy and adapt to new technological advancements.
<h2 class="MsoNormal"> Expanding the Talent Pool</h2>
Skills-based hiring has the potential to significantly expand the talent pool available to employers. According to<a class="primaryBtn" href="https://www.linkedin.com/pulse/how-skills-focused-hiring-could-change-shape-labour-market-ayytc/?trackingId=eCtC8l2rSPmN%2B25%2FSLZQQw%3D%3D" target="_blank" rel="noopener"> LinkedIn's latest data,</a> this approach could increase the talent pool in the UK by more than eight times. By focusing on the skills candidates possess rather than their previous job titles, we, as recruiters, can&nbsp;tap into a wider range of talent. This is especially important in sectors facing labour shortages, such as technology and construction.
&nbsp;
<h2 class="MsoNormal">Promoting Diversity and Inclusion</h2>
One of the most compelling benefits of skills-based hiring is its ability to promote diversity and inclusion. This approach can help increase the representation of women, younger workers, and individuals from diverse backgrounds in various industries. For instance, in the technology sector, skills-based hiring could significantly increase the number of women working in artificial intelligence (AI) by 12.6 times and men by 11 times. This diversification is crucial for fostering innovation and ensuring that different perspectives are included in the development of new technologies.
&nbsp;
<h2 class="MsoNormal">Celebrating Female Representation</h2>
In light of<a class="primaryBtn" href="https://www.eligo.co.uk/insights/accelerate-action-celebrating-international-women-s-day-2025-in-the-workforce/" target="_blank" rel="noopener"> International Women's Day on March 8th</a>, it's important to highlight the impact of skills-based hiring on female representation in the workforce. The AI field, which is currently male-dominated, could see a notable increase in women's representation through skills-focused hiring. Women currently make up around 22% of the AI workforce, but skills-based hiring could increase this representation by 8%.
Across the broader technology sector, female representation could rise to around 40%. This shift not only empowers women but also brings valuable insights and experiences to the table, which are essential for ethical and impactful AI solutions.
&nbsp;
<h2 class="MsoNormal">Building a Resilient Workforce</h2>
Skills-based hiring is not just about addressing immediate labour shortages; it's about building a resilient and adaptable workforce for the future.
By prioritising skills, employers can ensure their teams are equipped to meet evolving industry demands. This approach helps create a workforce that is versatile and capable of navigating the rapid changes in today's job market.
For example, in the technology sector, the demand for skills in areas such as AI, cybersecurity, and data analytics is constantly evolving. By focusing on the skills candidates bring, rather than their previous job titles, employers can build teams that are better prepared to adapt to new technologies and methodologies. This adaptability is crucial for staying competitive in a fast-paced industry!
Skills-based hiring also encourages continuous learning and development. Employees are more likely to engage in upskilling and reskilling opportunities when their skills are recognised and valued. This not only benefits individual career growth but also enhances the overall capability and resilience of the organisation.
As we look to the future, it's clear that skills-based hiring is a transformative approach to recruitment. By embracing this strategy, employers can address labour shortages, promote diversity, and build a resilient workforce. Let's champion skills-based hiring and unlock new opportunities for all.
&nbsp;
Links:&nbsp; <a href="https://www.linkedin.com/pulse/how-skills-focused-hiring-could-change-shape-labour-market-ayytc/?trackingId=eCtC8l2rSPmN%2B25%2FSLZQQw%3D%3D">https://www.linkedin.com/pulse/how-skills-focused-hiring-could-change-shape-labour-market-ayytc/?trackingId=eCtC8l2rSPmN%2B25%2FSLZQQw%3D%3D</a> <a href="https://www.fscs.org.uk/news/technology/women-in-ai-revolution/">https://www.fscs.org.uk/news/technology/women-in-ai-revolution/</a> <a href="https://www.mgmt.ucl.ac.uk/blog/international-womens-day-2025-angela-ai-talks-underrepresentation-women-ai">https://www.mgmt.ucl.ac.uk/blog/international-womens-day-2025-angela-ai-talks-underrepresentation-women-ai</a>&nbsp;
 Are you currently looking for talent? Submit your vacancy with us today.

Skills-based hiring is transforming recruitment by focusing on abilities over job titles. Learn how this approach expands talent pools, promotes diversity&mdash;especially for women in tech&mdash;and builds a future-ready UK workforce.

Skills-Based Hiring: Expanding Talent Pools & Driving Workforce Diversity

Skills-Based Hiring: A Game Changer for Expanding the Talent Pool and Promoting Workforce Diversity 

Each year, we carve out time to come together as a company&mdash;to reflect, re-align, and re-energise for what&rsquo;s ahead. This year&rsquo;s Annual Growth Event was no exception. With teams coming together across the UK and flying in from Italy, we gathered in person for a full day of collaboration, insight, and a few unexpected surprises. <img src="https://cdn.sourceflow.co.uk/xgut58m8go1a56ph0qgo0zwnyyv9" alt="" width="600" height="400">
<h3 class="" data-start="581" data-end="633">Reflecting on Where We Are&mdash;and Where We&rsquo;re Going</h3>
Led by our senior leadership team and anchored by our mission the next year, the day kicked off with a strategic look at the year so far. We took stock of the challenges, the wins, and the opportunities still waiting to be unlocked. Through open conversations and structured workshops, we dove deep into what&rsquo;s working, what&rsquo;s not, and how we can keep growing&mdash;together. <img src="https://cdn.sourceflow.co.uk/0o7d8wsvli5grzyjvpj3bztu4ztq" alt="" width="600" height="400">
<h3 class="" data-start="1176" data-end="1241">Cross-Team Collaboration (and a Few Ice Creams Along the Way)</h3>
One of the highlights of the day was the chance for team members who don&rsquo;t often work closely to exchange ideas. These moments sparked new thinking, uncovered hidden challenges, and inspired some exciting next steps.
Of course, it wouldn&rsquo;t be a proper event without a few light-hearted moments. An unexpected feline guest made a surprise appearance mid-session, much to everyone&rsquo;s delight. There were plenty of laughs, some ice cream to keep us cool, and a celebratory pint in the sunshine to wrap up a productive day.
<h3 class="" data-start="1764" data-end="1780"><img src="https://cdn.sourceflow.co.uk/fbem33rt5p0x8eqn0hzomjrhbi18" alt="" width="600" height="400"><img src="https://cdn.sourceflow.co.uk/h2rbnn3e9qsj4fw7c3e7h4815qec" alt="" width="600" height="400"></h3>
&nbsp;
<h3>Celebrating our Eligoids</h3>
We also took the opportunity to celebrate all of our Eligoids that have been with us for over 5 years, and some recently well-earned promotions across recruitment and central function teams.&nbsp; <img src="https://cdn.sourceflow.co.uk/0hbt1nkvf3jnqkq5r24lq1djg2bq" alt="" width="400" height="267"><img src="https://cdn.sourceflow.co.uk/e7pdicpo9vvoki8j57j5xdyxqi6u" alt="" width="400" height="267">
<h3> What&rsquo;s Next?</h3>
We walked away from the event with renewed focus and energy. With clear action plans and team alignment, we&rsquo;re heading into the next financial year with purpose, passion, and positivity.
We&rsquo;re proud of what we&rsquo;ve achieved so far&mdash;and even more excited about what&rsquo;s to come. Onward and upward! <img src="https://cdn.sourceflow.co.uk/kydxteqh3ssuebwu1cq5skmf2oxo" alt="" width="600" height="400"><img src="https://cdn.sourceflow.co.uk/l4orbz9pwo96zuezzrhie62mmrrh" alt="" width="300" height="400">
<hr class="" data-start="2084" data-end="2087">
Interested in how we work and grow as a team? Stay tuned for more stories from behind the scenes&mdash;and if you&rsquo;d like to be part of the journey, check out our<a class="primaryBtn" href="https://www.eligo.co.uk/life-at-eligo/" target="_blank" rel="noopener"> careers page.</a>

Our 2025 Annual Growth Event brought teams together to align on strategy, share insights, and build a stronger company culture&mdash;plus a few fun surprises.

Inside Our 2025 Annual Growth Event: Strategy & Team Culture

How We’re Planning for Growth in 2025: Highlights from Our Annual Company Event

We have been made aware that individuals are receiving unsolicited text messages from someone using the name "Erin" and claiming to be from Eligo Recruitment with job opportunities.
&nbsp;
🚨 These messages are NOT from us. We want to assure all candidates and clients that Eligo Recruitment does not send unexpected job offers via text.
&nbsp;
<h3>How to Stay Safe:</h3>
✔️ Do not respond to these messages or share any personal information. ✔️ Do not click on any links provided. ✔️ Verify all job offers by contacting us directly through our official website: [Insert Website Link] ✔️ Report the message to your mobile provider (e.g., by forwarding it to 7726 in the UK) and relevant authorities such as <a target="_new" rel="noopener">Action Fraud</a>.
&nbsp;
We take this matter very seriously and are actively working to prevent further unauthorised activity. If you have received a suspicious message or need to verify a job opportunity, please reach out to us directly via <a href="mailto:hello@eligo.co.uk">hello@eligo.co.uk</a>.
&nbsp;
Thank you for your vigilance and support in keeping our community safe.

Important Notice: Unauthorised Messages Claiming to Be from Eligo Recruitment

🎄✨🎊🕺💃
&nbsp;
The holiday season at Eligo Recruitment is never complete without our annual Christmas celebration, and this year was no exception. Last Friday, our team came together to bid farewell to the year in style, marking the occasion with laughter, camaraderie, and a touch of festive magic.  
&nbsp;
Creating Memories with Merry Moments
The festive spirit was contagious as we gathered to share in the joy of the season. From the first bite of delicious food to the last dance move on the floor, it was a night filled with merry moments.
Our team has worked incredibly hard this year, and it was heartwarming to see everyone kick back and enjoy a well-deserved break. Consultants from Italy and our regional offices made the trip to London for the occasion, making the celebrations all the more special.
<img src="https://cdn.sourceflow.co.uk/iyg5ofir7xg0zjgde7v2rvlel6aj" alt="" width="360" height="180"><img src="https://cdn.sourceflow.co.uk/f4vx926kq7yn3t2hl0o9n5b5b2ip" alt="" width="360" height="180">
Celebrating the Team's Dedication
Amidst the merriment, there was a heartfelt acknowledgment of the incredible dedication our team has displayed throughout the year. Each member has contributed their best, and this celebration was a token of appreciation for the collective effort that has propelled us to new heights.
&nbsp;<img src="https://cdn.sourceflow.co.uk/qyvi819zjme8kx2e9q30lnp6gomg" alt="" width="360" height="180"><img src="https://cdn.sourceflow.co.uk/4waaqfxnzxy4lgsim3q5b1oobaso" alt="" width="360" height="180">
Cheers to a Well-Deserved Break
As we indulged in the festivities, there was a collective sense of gratitude for the hard work and resilience that defines our team. With a toast in hand, we bid adieu to the challenges of the past months and welcomed a well-deserved Christmas break.
&nbsp;<img src="https://cdn.sourceflow.co.uk/u8iz26k77ouxdk1ev3n6u52znncw" alt="" width="360" height="180"><img src="https://cdn.sourceflow.co.uk/rfkkw2drbztjddjkcxtfrvd8sokv" alt="" width="360" height="180">
A Heartfelt Thank You
To our fantastic team, your dedication and spirit are the driving forces behind Eligo Recruitment's success. We couldn't be prouder of what we've achieved together, and we look forward to many more milestones in the coming year.
<img src="https://cdn.sourceflow.co.uk/uiylhnxgfxz2e36byll2wpnpfn8b" alt="" width="360" height="180"><img src="https://cdn.sourceflow.co.uk/7869bd6egcaytwjtne1setgwgqfu" alt="" width="360" height="180">
Until We Meet Again
As the year comes to a close, we reflect on the memories we've created, the challenges we've overcome, and the bonds that have grown stronger. Here's to a cosy and joyful Christmas break, and to the promise of new beginnings in the year ahead.
Eligo offices will be closed from this Friday 22nd December 2023 and will reopen on Tuesday 2nd January 2024. 📅 Our medical division will be on call for any inquiries regarding locum shifts. 📞
You can also email us at hello@eligo.co.uk and we will get in touch as soon as possible. 📧
Wishing everyone a Merry Christmas and a Happy New Year!
<img src="https://cdn.sourceflow.co.uk/nefag2xosa61m62bt31etepvq4t3" alt="" width="500" height="353">

Wrapping Up the Year with Cheer: Eligo Christmas Party

🎄✨ The festive season is upon us, and at Eligo we're embracing the spirit of giving and sharing!
As we count down to Christmas, we're thrilled to announce our Christmas Referral Program &ndash; an opportunity for you, to spread the joy and be rewarded!
&nbsp;
<h4 class="MsoNormal">'Tis the Season for Opportunities and Rewards&nbsp;🌟</h4>
We want to make this holiday season extraordinary for you and your network. That's why we're introducing our Christmas Referral Program, designed to celebrate the season of giving and receiving.
So, how about gifting a friend a new career for the new year?
 How it Works:
🤝 Refer a friend that you know would be great for one of our <a title="jobs link" href="../../../../../../jobs/" target="_blank" rel="noopener">available roles </a>across Events, Marketing, Sales, Technology and software Engineering, SAP, and Medical roles such as Locum GPs and Locum Nurses.&nbsp; Check out our roles <a title="jobs link" href="../../../../../../jobs/" target="_blank" rel="noopener">here</a>
🎁 Unlock Festive Bonuses: After your referral is successfully placed, both you and your friend will receive a special &pound;150 voucher as our way of saying thank you!
🩺For our medical contract roles: you will receive vouchers once you both have completed 25+ hours of sessions.
&nbsp;
<h4 class="MsoNormal">Spread the Joy: Refer a Friend Today! 🧚&zwj;♀️</h4>
Help us make this holiday season unforgettable by spreading the joy of opportunities. Whether it's a colleague, friend, or industry peer, we believe in the power of connections. Share the love and refer a friend today <a title="referral link" href="https://email-eligo.co.uk/p/4V9F-DZQ/refer-a-friend-christmas" target="_blank" rel="noopener">here</a>&nbsp;
&nbsp;
<img src="https://cdn.sourceflow.co.uk/iolp4xd7y96fjnii2qyhrb93dwzf" alt="Refer A Friend - Christmas Referral Scheme" width="500" height="500">
&nbsp;
<h4 class="MsoNormal">Ready to Make this Season Special?</h4>
<h5 class="MsoNormal">Don't miss out on the chance to unwrap joy and spread the festive spirit. <a title="refer a friend link 2" href="https://email-eligo.co.uk/p/4V9F-DZQ/refer-a-friend-christmas" target="_blank" rel="noopener">Refer a friend today </a>and let's make this holiday season one to remember!</h5>
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🎅🎁 Eligo wishes you a Merry Christmas and a Happy New Year filled with endless opportunities and joy! 🌟🌈

Unwrap Joy: Eligo's Christmas Referral Program

We're thrilled to unveil the next chapter in our journey - the launch of our brand-new Italian website, marking a significant milestone for Eligo Recruitment Italia.
As a premier Italian specialist IT recruitment company with international offices, our new online presence reflects our commitment to delivering unparalleled services to the vibrant tech community in Italy.
Whether you're a skilled tech professional searching for SAP Jobs, Software Jobs, Microsoft Jobs, Sales or Consultant roles, or you&rsquo;re a visionary company ready to access top-tier talent in these fields, Eligo Recruitment Italia is your dedicated portal to extraordinary possibilities.
&nbsp;
<h4 class="MsoNormal">Balancing Global Reach and Local Expertise</h4>
At Eligo Recruitment, we pride ourselves on striking the perfect balance between international reach and local precision. With over 20 years of expertise in technology recruitment, our expansion into Italy solidifies our dedication to connecting exceptional technology talent with forward-thinking companies in the Italian market, covering SAP jobs, Developer Jobs and Consultant positions within their businesses.
&nbsp;
<h4 class="MsoNormal">ANPAL Membership - Elevating Our Commitment</h4>
We are thrilled to announce our membership with ANPAL, the Italian National Agency for Active Labour Policies. This accreditation is a testament to our commitment to providing comprehensive recruitment services to Italian businesses. ANPAL membership allows us to deliver a full-spectrum recruitment service in Italy, distinguishing us from other international recruiters and strengthening our position as a trusted partner in the Italian tech market.
&nbsp;
<blockquote>
"Having worked for Eligo for over 7 years successfully in the Italian Technology and ERP market based in London, I&rsquo;m proud to say we now also have a base in Italy, and 12 months ago we managed to secure our ANPAL registration, which has meant a great deal to our ongoing success in matching technology talent to successful businesses in the Italian market."
</blockquote>
<pre>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp;- <span style="font-size: 11.0pt; line-height: 107%; font-family: 'Calibri',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">Mattia Brancaccio, Associate Director, Eligo Recruitment Italia Technology Division.</pre>
&nbsp;
<h4 class="MsoNormal">Our New Website - Your Gateway to Tech Excellence</h4>
Our website redesign encapsulates the essence of Eligo Recruitment Italia - innovation, expertise, and a commitment to fostering lasting connections in the tech industry. Here's what you can expect from our new online home:
Tailored Technology Job Listings: Explore opportunities in SAP, Microsoft, ServiceNow, Salesforce, Data &amp; Business Intelligence, and Software Engineering.
Expert Advice and Insights: Stay ahead in the tech world with our expert advice and insights, whether you're a tech professional or a forward-thinking company.
Specialised Sectors: Our website is designed to cater to the unique needs of both candidates and clients, ensuring a seamless and personalized experience across SAP, Microsoft, ServiceNow, Salesforce, Data &amp; Business Intelligence, and Software Engineering industries.
ANPAL-Approved Services: Benefit from our ANPAL membership, a mark of our commitment to delivering exceptional recruitment services in the Italian market.
&nbsp;
Join us on this exciting journey as we continue to bridge the gap between top-tier talent and thriving businesses in the Italian tech landscape. Explore Eligo Recruitment Italia's new website and be a part of our vision for a dynamic and connected future!

Eligo Recruitment Italia Launches New Website - Blending Global Expertise with Local Precision

In honour of Women in Engineering Day (June 23rd), we take a moment to celebrate the trailblazing women who have made groundbreaking contributions to the engineering and technology industries. From Ada Lovelace, the first computer programmer, to Hedy Lamarr, whose work laid the foundation for Wi-Fi and GPS, women have always been at the forefront of innovation and progress in engineering.
However, despite the pivotal role women have played in engineering, they remain significantly underrepresented in the industry. <a class="secondaryBtn" href="https://www.engineeringuk.com/research-and-insights/our-research-and-evaluation-reports/engineering-and-technology-workforce-may-2025-update/#:~:text=Key%20findings,to%2056%25%20of%20other%20occupations" target="_blank" rel="noopener">Only 16.9% of the engineering and technology workforce are women</a>, compared to 56% in other sectors. This gender imbalance not only limits the diversity of thought but also restricts the potential for innovation and progress within the industry.
&nbsp;
<h3 class="MsoNormal">The Challenge of Diversity in Engineering and Technology</h3>
Beyond gender, other groups are also underrepresented in engineering and technology. Minority ethnic groups make up<a class="secondaryBtn" href="https://www.engineeringuk.com/research-and-insights/our-research-and-evaluation-reports/engineering-and-technology-workforce-may-2025-update/#:~:text=Key%20findings,to%2056%25%20of%20other%20occupations" target="_blank" rel="noopener"> just 14% of the UK engineering workforce</a>, compared to 18% in other occupations. Similarly, disabled people represent only 14% of the engineering and technology workforce, whereas they account for 19% of the total workforce across other industries.
This underrepresentation poses both a challenge and an opportunity. Diverse teams bring new perspectives, ideas, and solutions that drive innovation. A lack of diversity means the industry is missing out on creative breakthroughs and valuable contributions from groups that have been historically marginalised.
&nbsp;
<h3 class="MsoNormal">Why Inclusivity in Engineering Matters</h3>
Inclusivity is more than just having a mix of people; it&rsquo;s about creating workplaces where individuals, regardless of their gender, ethnicity, or disability status, feel empowered and valued. In the engineering sector, fostering an inclusive culture isn&rsquo;t just the right thing to do; it&rsquo;s essential for long-term growth and success.
Diversity and inclusivity in the engineering workforce lead to better problem-solving, more creativity, and ultimately more groundbreaking innovation. Embracing inclusivity strengthens the entire industry, making it more adaptable and resilient to future challenges.
<h3 class="MsoNormal"> Recruitment&rsquo;s Role in Driving Diversity and Inclusivity</h3>
As a recruitment agency dedicated to connecting top-tier talent with engineering, security, and technology employers, we understand the importance of closing the diversity gap in these industries. It&rsquo;s our mission to ensure recruitment processes are inclusive, talent-focused, and designed to attract skilled professionals from diverse backgrounds.
&nbsp;
<h3 class="MsoNormal">Here&rsquo;s how we can improve diversity and inclusivity in engineering recruitment:</h3>
Bias-Free Recruitment Processes: By removing unconscious bias in recruitment, we ensure that highly qualified candidates from all backgrounds are considered equally, leading to a more diverse workforce.
Fostering Inclusive Workplaces: Employers must prioritise the creation of environments where all employees, regardless of gender, ethnicity, or ability&mdash;feel welcome and supported. This includes offering mentorship, promoting leadership opportunities for underrepresented groups, and ensuring accessible workspaces for disabled employees.
Mentorship and Development Programs: Offering mentorship programs for women, minority ethnic groups, and disabled professionals in engineering can help cultivate leadership skills and provide career progression opportunities, ensuring long-term success and equality. 
<h3 class="MsoNormal">Building a Diverse Future in Engineering and Technology</h3>
Encouraging more young people, particularly women and those from underrepresented groups, to pursue engineering and STEM careers is key to building a diverse and inclusive workforce for the future. This starts with education, providing mentorship, and ensuring equal access to resources for all aspiring engineers. By investing in diverse talent, we ensure a stronger and more innovative future for engineering.
As we celebrate Women in Engineering Day, let&rsquo;s not just honour the achievements of women in engineering but also commit to creating a more inclusive, diverse, and innovative workforce. The future of engineering and technology depends on everyone having the opportunity to contribute, regardless of gender, background, or ability.
________________________________________
<h4 class="MsoNormal">Join the Diversity Movement:</h4>
<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">At Eligo we are committed to promoting diversity in engineering and inclusive recruitment. If you&rsquo;re looking to join a diverse, inclusive workplace or if your organisation is ready to embrace inclusivity in engineering, <a class="secondaryBtn" href="https://www.eligo.co.uk/contact-us/" target="_blank" rel="noopener">contact us</a> today. Together, we can create a future where talent from all backgrounds thrives.

Honour Women in Engineering Day by recognising the underrepresentation of women, minority ethnic groups, and disabled people in engineering. Learn how inclusive recruitment practices can drive innovation and diversity in the workforce.

Celebrating Women in Engineering Day: Diversity & Inclusivity in Engineering

Celebrating Women in Engineering: A Call for Diversity and Inclusivity in Engineering and Technology

May 12th marks<a class="customLink" href="https://www.rcn.org.uk/Get-Involved/Campaign-with-us/Nurses-Day#s=5&amp;c=1&amp;q=&amp;r=UK%20wide&amp;t=563b6525-9e8e-47d9-a62e-49d4fb62ba26&amp;p=&amp;a=tabNational&amp;sr=0" target="_blank" rel="noopener"> Nurses' Day</a> &ndash; a time to recognise and celebrate the vital role that nurses play in healthcare systems around the world.
For those of us at<a class="customLink" href="https://www.eligo.co.uk/sectors/medical/" target="_blank" rel="noopener"> Eligo Medical</a>, it&rsquo;s a significant day. As a recruitment partner for GP surgeries and clinics, we have the privilege of working closely with nurses every single day. We witness their dedication firsthand &ndash; the early mornings, the quick thinking, the patient comfort, the teamwork, and the endless resilience.
Nurses in primary care settings are often the first point of contact for patients. They manage chronic conditions, support public health initiatives, and provide critical continuity of care. Their ability to multitask, empathise, and lead makes them not just vital &ndash; but irreplaceable.
This International Nurses Day, we want to say a heartfelt thank you to every nurse we&rsquo;ve placed, partnered with, or spoken to. Your work makes a difference &ndash; to your patients, to your teams, and to the wider healthcare system.
&nbsp;
If you're a nurse looking for your next role, or a clinic seeking exceptional nursing staff, we&rsquo;re here to help.&nbsp; <a class="primaryBtn" href="https://www.eligo.co.uk/jobs/#/medical" target="_blank" rel="noopener">Check out our latest Nursing roles here&nbsp;</a>
Let's continue building a healthcare workforce where nurses are valued, supported, and empowered.
&nbsp;
&nbsp;

Join us in celebrating International Nurses' Day 2025 and the vital role of nurses in GP surgeries and clinics across the UK. Thank you for all you do!

Celebrating Nurses in Primary Care | Nurses' Day 2025

Celebrating the Nurses Who Power Primary Care: Nurses' Day 2025

Meg Easterbrook shares insights from her trip to The Retail Tech Show 2025. Discover how leading retailers are aligning digital transformation with people-first strategies &ndash; and what this means for the future of hiring in retail.
&nbsp;
Well, my feet are still recovering, but my mind is buzzing after two incredible days immersed in the vibrant chaos and cutting-edge insights of the Retail Technology Show last week!
Forget your usual corporate conferences; this felt more like a tech-infused carnival, complete with jugglers precariously balanced on unicycles and even a carousel and bumper cars.
The energy was infectious, and honestly, even the queues for the talks became unexpected networking goldmines &ndash; I even managed to borrow a phone charger from a lovely graduate eager to break into the industry (proof that kindness still reigns!).
Beyond the dazzling distractions, the real magic happened within the talks themselves. As a recruiter deeply invested in the future of retail talent, I was particularly keen to hear how leading brands are navigating the ever-evolving technological landscape and, crucially, how this impacts their people.
Here are a few nuggets of wisdom that really resonated: 
<h4 id="ember2868" class="ember-view reader-text-block__paragraph">Clarks: More Than Just Tech &ndash; A True Organisational Transformation</h4>
The talk from Clarks was a masterclass in holistic implementation. The key takeaway? This wasn't just about plugging in new software; it was a full-blown organisational project. This is music to my ears! Successful tech adoption hinges on buy-in and collaboration across all departments, not just the IT team.
I was also blown away by the sheer speed of their Commercetools implementation &ndash; a launch within 30 days of CIO Simon Clark joining the SLT! That speaks volumes about their agility and the seamless integration they achieved.
And let's not forget the tangible results. As a consumer who often sighs at slow-loading websites, the reported one-third increase in site speed and faster content delivery is genuinely exciting. It proves that investing in the right tech directly translates to a better customer experience.
&nbsp;
<h4 id="ember2872" class="ember-view reader-text-block__paragraph">Dune: Putting the Customer at the Heart of Everything</h4>
Dune echoed a similar sentiment to Clarks, emphasising that transformations of this scale are fundamentally business projects, not just IT initiatives. This reinforces the crucial understanding that technology serves the overarching business goals.
The impact this project has had on both their store and online operations was clearly significant. It&rsquo;s inspiring to see how strategic tech implementation can create a unified and enhanced experience across all touchpoints.
But perhaps the most compelling aspect of the Dune talk was their unwavering focus on becoming a truly customer-first organisation. This is the holy grail for any retailer, and it&rsquo;s fantastic to see technology being leveraged to achieve this core objective. Attracting and retaining talent who are equally customer-centric becomes paramount in this environment.
&nbsp;
<h4 id="ember2876" class="ember-view reader-text-block__paragraph">Sainsbury's Prerana Issar: People Powering Progress </h4>
While technology is the engine of retail evolution, the human element remains the driving force. Prerana Issar's conversation about building diverse teams and fostering a people-first culture across Sainsbury's was genuinely captivating.
Her passion was infectious, and it was evident that this ethos isn't just lip service; it's deeply ingrained within the Sainsbury's DNA. I particularly admired hearing about her personal experience of working on the shop floor to truly understand the daily realities of store colleagues. This level of empathy and commitment from leadership is what truly fosters a positive and productive work environment.
Hearing Prerana's insights resonated deeply with me, especially considering the stories my sister, who also works in retail, often shares. The need for a shift towards valuing and supporting retail workers across the board is undeniable, and I sincerely hope that Sainsbury's example will inspire wider change within the industry.
&nbsp;
<h4 id="ember2880" class="ember-view reader-text-block__paragraph">Looking Ahead: Talent in a Tech-Driven Retail World</h4>
My two days at the Retail Technology Show left me feeling optimistic and energised. The innovation happening in this sector is incredible, and it&rsquo;s clear that technology is no longer just a support function; it&rsquo;s a core driver of success.
For us recruiters, this means understanding not just the technical skills required but also the collaborative spirit, the customer-centric mindset, and the adaptability needed to thrive in this evolving landscape. Attracting talent who can bridge the gap between technology and the human experience will be crucial. The carnival atmosphere was a fun bonus, but the real value lay in the insightful conversations and the glimpse into the future of retail.
I left&nbsp;feeling inspired and ready to help connect the right talent with the exciting opportunities that lie ahead. What were your key takeaways from the Retail Technology Show? I'd love to hear your thoughts, connect with me on LinkedIn, or pop me an email at <a href="mailto:mege@eligo.co.uk">mege@eligo.co.uk</a>.&nbsp;

Explore key retail tech trends and talent insights from the Retail Technology Show 2024. Learn how leading brands are driving people-first digital transformation.

Retail Tech & Talent Trends: Insights from RTS 2024

How Retail Tech Is Transforming Talent Strategy: Insights from the 2024 Retail Technology Show

On 26 March 2025, Chancellor Rachel Reeves delivered the Spring Statement, outlining key changes for UK businesses, employees, and the recruitment landscape. Here's a summary of the major announcements&mdash;and what they mean for employers, HR professionals, and job seekers. 
<h2 data-start="632" data-end="684">1. UK Economic Growth &amp; Infrastructure Investment</h2>
What&rsquo;s changing?
<ul data-start="707" data-end="1002">
<li data-start="707" data-end="804">
2025 GDP growth downgraded to 1%, but longer-term outlook improved due to planning reforms.
</li>
<li data-start="805" data-end="931">
&pound;13 billion infrastructure investment planned over five years&mdash;expected to generate new jobs, especially in construction.
</li>
<li data-start="932" data-end="1002">
60,000 workers to be trained through new upskilling initiatives.
</li>
</ul>
Business impact:
<ul data-start="1025" data-end="1207">
<li data-start="1025" data-end="1114">
The CBI warns of cost pressures but supports moves to improve public sector efficiency.
</li>
<li data-start="1115" data-end="1207">
Opportunities may arise in the construction, civil engineering, and transport sectors.
</li>
</ul>
&nbsp;
<hr data-start="1317" data-end="1320">
<h2 data-start="1322" data-end="1379">2. Welfare and Workforce Reform: Impact on HR &amp; Hiring</h2>
Key updates:
<ul data-start="1398" data-end="1616">
<li data-start="1398" data-end="1506">
&pound;4.8 billion welfare cuts, including changes to Universal Credit and civil service redundancy schemes.
</li>
<li data-start="1507" data-end="1616">
Apprenticeships for over-50s introduced to combat skills shortages and promote age diversity in hiring.
</li>
</ul>
HR and recruitment implications:
<ul data-start="1655" data-end="1875">
<li data-start="1655" data-end="1766">
Rising National Insurance (NI) and minimum wage costs will pressure SMEs to focus on cost-efficiency.
</li>
<li data-start="1767" data-end="1875">
The Skills Levy rollout remains slow&mdash;HR leaders call for faster support for upskilling and compliance.
</li>
</ul>
&nbsp;
<hr data-start="1969" data-end="1972">
<h2 data-start="1974" data-end="2039">3. Tax Enforcement and Compliance: What Employers Need to Know</h2>
No new taxes, but tougher enforcement measures include:
<ul data-start="2101" data-end="2283">
<li data-start="2101" data-end="2139">
500 new HMRC compliance officers
</li>
<li data-start="2140" data-end="2226">
Higher penalties for VAT/self-assessment late payments (up to 10% after 31 days)
</li>
<li data-start="2227" data-end="2283">
Crackdown on tax evasion tactics like &ldquo;phoenixism&rdquo;
</li>
</ul>
Business reaction:
<ul data-start="2308" data-end="2477">
<li data-start="2308" data-end="2375">
The FSB urges pro-small business reliefs to counter NI increases.
</li>
<li data-start="2376" data-end="2477">
BCC reports 82% of firms face price hikes or delayed investment due to rising employment costs.
</li>
</ul>
&nbsp;
<hr data-start="2574" data-end="2577">
<h2 data-start="2579" data-end="2639">4. Regional Growth, Housing &amp; Transport: Mobility Impacts</h2>
Announcements:
<ul data-start="2660" data-end="2843">
<li data-start="2660" data-end="2753">
Planning reforms target 170,000 new homes by 2030, helping ease labour market mobility.
</li>
<li data-start="2754" data-end="2843">
Funding allocated for major regional projects, such as West Yorkshire Mass Transit.
</li>
</ul>
Implications for recruitment:
<ul data-start="2879" data-end="3049">
<li data-start="2879" data-end="2980">
Better connectivity may broaden candidate pools and reduce talent shortages in underserved regions.
</li>
<li data-start="2981" data-end="3049">
Housing access could improve workforce relocation flexibility.
</li>
</ul>
&nbsp;
<hr data-start="3145" data-end="3148">
<h2 data-start="3150" data-end="3216">Recruitment Agency Insights: What This Means for Hiring in 2025</h2>
Top takeaways for employers and recruitment professionals:
✅ Hiring budgets will tighten due to NI and wage increases&mdash;expect more flexible contracts and apprenticeships.
✅ Construction and public sector hiring will rise, especially with infrastructure projects and civil service streamlining.
✅ Older workers may re-enter the workforce through incentivised apprenticeship schemes.
✅ Compliance complexity is rising&mdash;employers will need strong payroll, HR, and legal processes to avoid penalties. 
<hr>
<h3 data-start="3738" data-end="3838"> Top FAQ's </h3>
What is the Spring Statement 2025? The Spring Statement is a fiscal update delivered by the UK Chancellor to outline government plans on the economy, taxation, and workforce reform.
How does the Spring Statement 2025 affect UK employers? It introduces tighter compliance rules, higher NI costs, and apprenticeship initiatives&mdash;impacting budgets, hiring practices, and workforce planning.
What support is there for SMEs in 2025? While no new tax reliefs were announced, infrastructure spending and skills training offer indirect opportunities. SME groups are calling for more targeted aid. Please note: Future economic conditions and government policies are subject to change, and this article should not be taken as financial or legal advice. Readers should consult official government sources and professional advisors for the most accurate and up-to-date information.
<hr>
 <span style="font-size: 11.0pt; line-height: 107%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">Sources: <span style="font-size: 11.0pt; line-height: 107%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;"> Parliament Research: <a href="https://commonslibrary.parliament.uk/research-briefings/cbp-10222/">https://commonslibrary.parliament.uk/research-briefings/cbp-10222/</a> UK Gov: <a href="https://www.gov.uk/government/publications/spring-statement-2025-document/spring-statement-2025-html">https://www.gov.uk/government/publications/spring-statement-2025-document/spring-statement-2025-html</a> Payroll Plus : <a href="https://www.payrollplus.ltd.uk/news/business-news/archive/article/2025/March/2025-spring-statement-the-business-reaction">https://www.payrollplus.ltd.uk/news/business-news/archive/article/2025/March/2025-spring-statement-the-business-reaction</a> HR Magazine: <a href="https://www.hrmagazine.co.uk/content/news/spring-statement-2025-hr-and-employers-react">https://www.hrmagazine.co.uk/content/news/spring-statement-2025-hr-and-employers-react</a> Sky News: <a href="https://news.sky.com/story/spring-statement-2025-key-takeaways-13336004">https://news.sky.com/story/spring-statement-2025-key-takeaways-13336004</a> Osborne Clarke: <a href="https://www.osborneclarke.com/insights/uk-spring-statement-2025-what-business-tax-measures-were-announced">https://www.osborneclarke.com/insights/uk-spring-statement-2025-what-business-tax-measures-were-announced</a> Bishop Fleming: <a href="https://www.bishopfleming.co.uk/insights/spring-statement-2025-glance">https://www.bishopfleming.co.uk/insights/spring-statement-2025-glance</a> 
<hr>
In today&rsquo;s competitive job market, finding and retaining the right talent is more challenging&mdash;and more important&mdash;than ever. By staying ahead of recruitment trends, leveraging innovative strategies, and creating a candidate-centric hiring process, you can position your organization for long-term success. Remember, recruitment isn&rsquo;t just about filling roles; it&rsquo;s about building a team that drives your business forward.
If you&rsquo;re looking for expert guidance to refine your hiring strategy or need support navigating the complexities of recruitment, we&rsquo;re here to help. Get in touch with us today to explore tailored solutions that meet your unique needs. Whether it&rsquo;s optimizing your hiring process, identifying top talent, or providing strategic advice, we&rsquo;re committed to helping you achieve your recruitment goals.
Let&rsquo;s build the team that will shape your future&mdash;together. Contact us now to get started!

Spring Statement 2025: What UK Employers and Workers Need to Know

Equal Pay Day falls on March 25th 2025 &mdash; a stark reminder that, on average, women in the UK work over three months longer than men to earn the same annual salary.
For employers and recruitment agencies alike, it&rsquo;s a crucial opportunity to reflect on how we influence pay equity and what we can do to accelerate progress. Because closing the gender pay gap isn&rsquo;t just a matter of compliance &mdash; it&rsquo;s a matter of fairness, trust, and long-term business success.
<hr data-start="838" data-end="841">
<h2 data-start="843" data-end="898">What Is Equal Pay Day and What Does It Represent?</h2>
Equal Pay Day marks the symbolic date when women&rsquo;s average earnings catch up to what men earned in the previous year.
This year, &ldquo;Women&rsquo;s Pay Day&rdquo; in the UK fell on 16 February 2025, meaning women effectively worked for free for the first 48 days of the year compared to their male counterparts.
Despite the UK&rsquo;s progress since mandatory gender pay gap reporting began in 2017, the median pay gap still stands at 13.1%. If current trends continue, it could take over three decades to close the gap entirely.
<hr data-start="1431" data-end="1434">
<h2 data-start="1436" data-end="1489">Gender Pay Gaps: UK Snapshot and Global Context</h2>
The gender pay gap is not distributed evenly:
<ul data-start="1538" data-end="1989">
<li data-start="1538" data-end="1598">
England reports a higher-than-average gap at 14.1%
</li>
<li data-start="1599" data-end="1656">
The North East fares better with a gap of 11.1%
</li>
<li data-start="1657" data-end="1807">
The finance and insurance sector shows the largest disparity at 29.8% &mdash; meaning women in these industries work unpaid until 18 April
</li>
<li data-start="1808" data-end="1888">
Even in female-dominated sectors like caring and leisure, pay gaps persist
</li>
<li data-start="1889" data-end="1989">
Scotland leads the UK in progress, reducing its gap from 11.8% in 2022 to 8.3% in 2023
</li>
</ul>
On a global scale, the UK&rsquo;s gap aligns with the OECD average of 13.1%. While countries like Luxembourg have reversed the gap (-0.7%), others, like Germany, report gaps exceeding 17%.
<hr data-start="2175" data-end="2178">
<h2 data-start="2180" data-end="2229">Why the Gender Pay Gap Still Exists in 2025</h2>
While there&rsquo;s no single cause, the gap is rooted in systemic issues:
<ul data-start="2300" data-end="2589">
<li data-start="2300" data-end="2370">
Unpaid caregiving responsibilities, particularly for older women
</li>
<li data-start="2371" data-end="2445">
Occupational segregation &mdash; women overrepresented in lower-paid roles
</li>
<li data-start="2446" data-end="2476">
Lack of pay transparency
</li>
<li data-start="2477" data-end="2517">
Limited access to leadership roles
</li>
<li data-start="2518" data-end="2589">
Bias (conscious or unconscious) in hiring and promotion processes
</li>
</ul>
<hr data-start="2591" data-end="2594">
<h2 data-start="2596" data-end="2671">6 Ways Employers and Recruiters Can Close the Gender Pay Gap Together</h2>
As recruiters, we work with employers daily on shaping the talent pipeline. Here&rsquo;s how we can team up to drive lasting change:
<h3 data-start="2801" data-end="2839">1. Promote Salary Transparency</h3>
Include salary bands in job ads and avoid asking candidates about previous earnings. This levels the playing field and reduces negotiation-based pay gaps.
<h3 data-start="2996" data-end="3040">2. Design Inclusive Job Descriptions</h3>
Avoid gender-coded language, highlight flexible working options, and be explicit about development opportunities. These changes attract a broader range of candidates and improve conversion.
<h3 data-start="3232" data-end="3274">3. Use Structured Hiring Processes</h3>
Encourage consistent interviews, use scoring criteria, and consider anonymised CVs to limit bias. Diverse panels also help reduce unconscious preferences.
<h3 data-start="3431" data-end="3475">4. Audit and Benchmark Pay Regularly</h3>
Annual internal audits can uncover hidden pay gaps. Recruitment partners can provide market benchmarks to ensure fair, competitive offers. Want insights by sector? Explore our <a class="primaryBtn" href="https://www.eligo.co.uk/market-insights/" data-start="3661" data-end="3720">Market Insights</a> for salary guides across technology, iGaming, Tech Retail, Events, Conferencing and Exhibitions, SAP, and more.
<h3 data-start="3835" data-end="3887">5. Support Returners and Career-Break Talent</h3>
Help create re-entry routes for those who&rsquo;ve taken time out &mdash; often women &mdash; and ensure their pay reflects skills, not time out of the workforce.
<h3 data-start="4034" data-end="4090">6. Turn Gender Pay Gap Reports into Action Plans</h3>
Publishing numbers isn&rsquo;t enough. Build transparent, accountable strategies that go beyond compliance &mdash; and make them part of your EVP (Employer Value Proposition).
<hr data-start="4256" data-end="4259">
<h2 data-start="4261" data-end="4318">Equal Pay Is More Than Policy &mdash; It&rsquo;s Smart Business</h2>
Addressing pay inequality improves:
<ul data-start="4356" data-end="4562">
<li data-start="4356" data-end="4410">
Retention: employees stay where they feel valued
</li>
<li data-start="4411" data-end="4481">
Reputation: builds trust with clients, candidates, and consumers
</li>
<li data-start="4482" data-end="4562">
Performance: diverse, inclusive teams outperform less diverse counterparts
</li>
</ul>
As your recruitment partner, we&rsquo;re here to help you build fairer, more inclusive hiring strategies that close gaps &mdash; not widen them.
<hr data-start="4702" data-end="4705">
<h2 data-start="4707" data-end="4746">Let&rsquo;s Make Equal Pay Day Obsolete</h2>
Equal Pay Day should be a milestone we leave behind, not one we mark year after year.
At Eligo, we believe in working with clients who are committed to equity, transparency, and building future-fit teams. Whether you&rsquo;re just starting your journey or looking to take the next step, we can help.
👉 Let&rsquo;s talk about how your hiring practices can support pay equality &mdash; and how we can help. <a class="primaryBtn" href="https://www.eligo.co.uk/contact-us/" target="_blank" rel="noopener">Contact us</a>
<hr data-start="5147" data-end="5150">
<h3 data-start="5152" data-end="5182"> Frequently Asked Questions </h3>
What&rsquo;s the difference between equal pay and the gender pay gap? Equal pay means paying men and women the same for the same job. The gender pay gap measures the overall difference in earnings between men and women across an organisation.
Do I need to publish my gender pay gap data? If your company has over 250 employees, yes. But even smaller businesses benefit from internal audits and transparent policies.
How can recruitment partners support pay equity? By advising on salary benchmarks, avoiding biased shortlists, designing inclusive job ads, and helping you embed equity into your hiring process from day one.
&nbsp;
Sources: <a href="https://www.equalpaytoday.org/gender-pay-gap-statistics/">https://www.equalpaytoday.org/gender-pay-gap-statistics/</a> <a href="https://www.pwc.co.uk/services/economics/insights/women-in-work-index.html">https://www.pwc.co.uk/services/economics/insights/women-in-work-index.html</a>&nbsp; <a href="https://www.tuc.org.uk/news/tuc-gender-pay-gap-means-women-work-first-48-days-year-unpaid">https://www.tuc.org.uk/news/tuc-gender-pay-gap-means-women-work-first-48-days-year-unpaid</a>&nbsp; Let's help you build fairer, more inclusive hiring strategies. Submit your vacancy with us today to get started: 
&nbsp;

Equal Pay Day 2025: How Employers and Recruiters Can Close the Gender Pay Gap Together

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<h2>What our Events candidates say.</h2>

We know it's more than just a job, and you're more than just a CV. Get access to a wide range of career advice from nailing your first interview to making sure you get the job you want.

<h2>What our Technology candidates say.</h2>

Providing valuable information, advice, and insights for job seekers and hiring companies across the Technology, ERP, Fire &amp; Security, Events, and Medical sectors. Below you'll find a wealth of information including some key insights into your market, hiring and recruitment advice, career and job search support, or a peek into what life is like at Eligo.

<h2>Learn, develop, grow.</h2>

<h2>See where your talent can take you.</h2>

<h4>Advice</h4>

<h4>Insight</h4>

<h2>Candidate advice &amp; insights.</h2>Helping you understand your value and maximise your career opportunities with job search tips, market analysis, salary surveys, industry insight, advice on CV writing, interview preparation, contract negotiation, career development and more.

<h2>Start your</h2><h2>career journey here.</h2>Choose us to be your career consultancy partner and we will help you connect with a company and job you’ll love. As specialists in our markets for over 20 years, we can offer you access to insight, guidance, and advice to achieve your career goals.

<h2>More than just a job.</h2>Be part of our exclusive candidate community, get access to the support, advice &amp; connection you need to progress your career

<h2>Our results are driven by our candidates and clients success.</h2>

<h2>What our candidates say.</h2>

<h2>More than just a job spec, more than just a cv.</h2>Our values are at the heart of everything we do. We understand how important your career is, so we want to get to know you, to help you achieve your own personal and professional goals. We believe everyone deserves to be treated equally, have equitable opportunities, be and feel included.

<h2>appiamo che la strategia piu’ importante del tuo business sono i tuoi dipendenti.</h2>Career consultancy partners providing Growth Through Talent to everyone we choose to connect with. With over 20 years of experience across our niche markets, we help you achieve your business goals and gain a competitive edge through access to an unrivalled talent pool and strategic recruitment service.

<h2 class="text-center">You’re in good company.</h2>

<h2>Contact us.</h2>

<h2>We know your people drive your growth and success.</h2>Connecting you to the best in the market, not just on the market.A diverse and inclusive workforce not only provides increased employee engagement and satisfaction but higher retention, and lower turnover for your business.We consult with you, helping to establish an optimal hiring process to ensure you secure highly skilled professionals in your industry. Continually mapping the talent pool whether they are actively looking or not. Aiming to match people to your full requirements from job specification to culture fit on an ad hoc basis or as part of a strategic project to serve your business goals.

<h2>More than just a recruitment supplier.</h2>Passionate experts in our niche markets providing industry connections, insights and advice.

<h2>More than just a CV.</h2>Providing tailored recruitment strategies.

<h2>Our results are driven by understanding your business needs, culture, and goals.</h2>

<h2>What you can expect from us.</h2>Our values reflect everything you can expect from partnering with Eligo. We are committed to the diversity and equality of our own team as well as supporting our partners in building and maintaining diverse and inclusive workforces. We want to understand you and your business fully, to partner with you to help you meet your objectives and grow together.

<h2>Want to know more?</h2><h2>Contact us.</h2>Whether you'd like to hear more about how partnering on your recruitment could help you save time and money, need to speak to one of our talented consultants, or want to talk more about how you'd fit right into the Eligo team, we're here to help with any enquiries or questions you have. You can leave us a message below or send us an email at <a href="mailto:hello@eligo.co.uk" rel="noopener noreferrer" target="_blank">hello@eligo.co.uk</a> and we'll get back to your right away.

<h2 class="text-center">Our offices.</h2>

<h2>Our ERP team.</h2><article class="text-center">With over 20 years of experience working in the technology sector our talented team of bi-lingual consultants have led the way in connecting with the community across Italy, UK, US and worldwide. Reach out and connect with any of the team below.</article>

<h2>ERP recruitment specialists.</h2>Our multilingual team of specialist consultants connect global businesses across EMEA &amp; USA to the best technical and functional ERP talent.We are a confirmed supplier of Software Houses, Product Development Companies and Consultancies helping to fill contract and permanent roles. Working with startups &amp; SME&rsquo;s through to global, large businesses within SAP, Salesforce, Microsoft, ERP Cloud, Workday and ServiceNow.

<h2 class="text-center">ERP insights.</h2>Know your value or gain a better understanding of the ERP market.

<h2>Niche </h2><h2>ERP specialists.</h2>We support technology ERP talent in achieving their career goals, striving to place job seekers at all levels from Business Analysts, Consultants, Developers and Engineers to Architects, Project Managers and Directors with a primary focus across EMEA and USA markets.

We support technology ERP talent in achieving their career goals, striving to place job seekers at all levels from Business Analysts, Consultants, Developers and Engineers to Architects, Project Managers and Directors with a primary focus across EMEA and USA markets.

<h2>Niche</h2><h2>ERP specialists.</h2>

<h2>Passionate ERP experts providing connections, advice and insight in</h2>

<h2>Our results are driven by our candidates and clients success.</h2>

<h2>What our ERP candidates say.</h2>

<div><h2>ERP jobs.</h2></div>

<h2>Our Events team.</h2><article class="text-center">With over 20 years of experience in conference and exhibition recruitment, our specialist events recruiter has been a Board Director of the Association of Conferences and Events, which has enabled a deeper understanding of the sector and its people, leading to long lasting connections with professionals and companies. Reach out and connect via the form below.</article>

<h2>Events recruitment specialists.</h2>Connecting businesses to the best Events talent in the market.We pride ourselves on our long-established relationships in the events sector and our role in the strategic development and growth of our clients and candidates. We work with Exhibition and Conference organisers as well as Institutes, Associations, Venues and Charities, on positions from Events Assistant to Managing Director level across Content, Operations, Marketing and Sales.

<h2 class="text-center">Events insights.</h2>Know your value or gain a better understanding of the Events market.

<h2>Niche </h2><h2>Events specialists.</h2>As Career Consultancy Partners, we pride ourselves on knowing our markets inside out. Each of our consultants specialise in a specific technology stack, enabling them to build an unrivalled network, in depth technical knowledge and deliver the best recruitment service.We are passionate about gaining real insight into the technical and cultural fit for both our candidates and clients. Our focus is on building long term partnerships, which requires a thorough understanding of your needs, so we can offer the advice, insight and connections to help you achieve your goals.

Our events specialist consultants only work within our niche commercial events sector enabling them to build an unrivalled network, in-depth knowledge and deliver the best recruitment service.Eligo events recruit talent for B2B conferences, B2B/Consumer exhibitions, venues, associations, and publishing companies, within sales, operations, marketing, and conference production across all levels, from Admin up to Managing Director.We are passionate about gaining real insight into the technical and cultural fit for both our candidates and clients. Our focus is on building long term partnerships, which requires a thorough understanding of your needs, so we can offer the advice, insight and connections to help you achieve your goals.

<h2>Niche Events Specialists.</h2>

<h2>Passionate events experts providing connections, advice and insight in</h2>

<div><h2>Events jobs.</h2></div>

<h2>Our Technical Services &amp; Security Solutions Team Our talented team of recruitment specialists have led the way in connecting with the community through attending events and generating long term relationships with specialist engineer, sales, marketing, technical and operational professionals in the market. Reach out and connect with any of the team below.</h2>

<h2>Specialist Recruitment for Manufacturers, Consultancies &amp; Integrators</h2>Recruiting high-skilled professionals for security manufacturers, engineering consultancies, and specialist integrators. Our focus is on technical, commercial, and consultancy roles across product development, project delivery, and systems design.Whether you're building security technology, integrating complex systems, or ensuring compliance, we connect you with the people who make it happen. We&rsquo;re best known for placing engineers and consultants, but our clients trust us across their wider teams too&mdash;from finance and HR to product management, international sales, and specialist production.

<h2 class="text-center"> Technical Services &amp; Security Solutions insights.</h2>Know your value or gain a better understanding of the Fire &amp; Security market.

We work with organisations that design, develop, and deliver advanced security technologies and integrated building systems. From product manufacturers to engineering consultancies, we support clients who value deep technical expertise and long-term recruitment partnerships.We&rsquo;re proud to support:

<h2>Employers we Support.</h2>

<h2>Passionate Technical Services &amp; Security Solutions experts recruiting across </h2> Recruiting exclusively for skilled, technical, and strategic roles across specialist engineering, consultancy, and commercial functions. We do not cover hands-on installation, maintenance, or manned guarding roles.

<h2>What our Technical Services &amp; Security Solutions candidates say</h2>

<h2>What our Fire &amp; Security candidates say.</h2>

<div><h2>Technical Services &amp; Security Solutions jobs</h2></div>

<h1>Connecting youto your chosen career</h1>

<h1>Inizia qui la tuacarriera lavorativa</h1>

<h1>See where yourtalent can take you</h1>

<h2>Build and grow your career with us.</h2>With a clear career path and the resources, support, and flexibility you need, see where your career in recruitment can take you at Eligo.There are opportunities for all Eligoids and we offer support and guidance for your professional and personal goals.

<h2>Growth through talent.</h2>Career consultancy connecting the best talent in the market with the right businesses across UK, Europe and US.Our mission is to provide Growth Through Talent to our candidates, clients, and colleagues we choose to work with.

<h2 class="text-center">Our advice &amp; insights.</h2>

<h2>More than just a job spec, more than just a cv.</h2>Our values are at the heart of everything we do. We believe everyone deserves to be treated equally, have equitable opportunities, and be and feel included. We are committed to building and maintaining diverse and inclusive workforces whilst helping candidates achieve their professional goals.

<h2>Benefits, rewards &amp; appreciation.</h2>Be happy and healthy both at home and at work, as well as rewarded and supported through all your successes.

<h2>Work with great people.</h2>Where you can grow, succeed, feel at home and ultimately love what you do.

<h2>Start your Eligo</h2><h2>journey here.</h2>Get in touch to discuss how we could grow together. I&rsquo;m available on <a href="tel:02089444102" target="_blank" rel="noopener noreferrer">020 8944 4102</a> or <a href="mailto:john@eligo.co.uk" target="_blank" rel="noopener noreferrer">john@eligo.co.uk</a> or <a href="https://www.linkedin.com/in/johndoherty72/" target="_blank" rel="noopener noreferrer">linkedin</a>.Can&rsquo;t speak now? Request a call back and tell me when works for you.If you're interested in working for our Italian division, check our our Italian website at <a href="www.eligorecruitment.it" target="_blank" rel="noopener noreferrer">www.eligorecruitment.it</a>.

<h2>Growth through talent.</h2>Our mission to provide Growth Through Talent not only applies to our candidates &amp; clients but the personal growth and wellbeing of the Eligo team. Personal and professional, there are opportunities for every Eligoid and we will support you to work toward your goals.From ensuring flexible working solutions and support to help balance home and work life, to connecting, celebrating, and catching up at socials it's important to us that everyone can enjoy #lifeateligo.

London HQ - WimbledonMidlands HQ - Droitwich SpaItaly HQ - Milano

<h4>Our offices</h4>

<h4>Where ever you are</h4>

<h2>Where it all happens.</h2>

<div><h2>Join the team.</h2></div>

<h2>Choose your journey.</h2>We want you to define your own path at Eligo, and we will be with you every step of the way supporting your growth and helping you become the best you can be.From Onboarding onwards you'll be given a clear development plan alongside 1-2-1 coaching and training from our recruitment experts. We also offer a personal development fund enabling you to seek out additional learning and development opportunities to further your career at Eligo.

Delivery Consultant

Senior Delivery Consultant

Consultant

Senior Consultant

Principal Consultant

Lead Consultant

Managing Consultant

Team Leader

Senior Team Leader

Team Manager

Senior Team Manager

Associate Director

<h2>Your progression with us.</h2>Your talent and performance determine your progression at Eligo. Our progression structure is clearly set out so you know where you stand, what to aim for, and what it will mean for you. Our unique Eligo Academy model fosters a collaborative approach that is mutually beneficial and enables personal growth at every level. Those new to recruitment receive over 250 hours of training, mentoring, and hands-on experience progressing to 360 Consultants within 12 months. Our Senior Consultants fast-track their desks with the candidate generation support from trainees, without splitting or losing any commission. We know money matters, so no matter your level, you earn on every penny you bill because we do not have any thresholds.

Your talent and performance determine your progression at Eligo. Our progression structure clearly sets out each Job Titles, Target, Salary bracket and OTE so you know where you stand, what to aim for and what it will mean for you. Hit 2 consecutive quarters and move up to the next step in your recruitment career, giving you the chance of 2 promotions every year.

We are always looking to identify, nurture and develop the future leaders of our business. We offer ongoing support, development and incentives to those who wish to be part of our talented and diverse management team who are at the centre of Eligo's culture, strategy and success. We offer opportunities in management at all levels from Managing Consultant to Associate Director.

<h2>What our team say.</h2>

<h2>What you can expect from us.</h2>We're connected through our shared values, which are at the heart of everything we do. We are very proud of our diverse team, offering equal opportunities to all our Eligoids and those who wish to join our work family. We all strive and grow together.

<h2>Our Medical team.</h2><article class="text-center">Our medical team connect with a wealth of experienced clinicians in the market, many whom we hold long-lasting relationships with, built upon our friendly and welcoming attitude and our efforts to go that extra mile to fill and place GP’s and Practice Nurses efficiently. Reach out and connect with any of the team below.</article>

<h2>Medical recruitment specialists.</h2>Connecting GP surgeries, OOH clinics, UTC's, 111 Service, and HMP Prisons to the best doctors, nurses, and medical talent in the market.&nbsp;Our medical recruitment specialists connect locum and perm clinicians within primary care institutions such as surgeries, OOH clinics, HMP Prisons across the UK from London and South-east to Nottingham, Birmingham, and the West Midlands.&nbsp;

<h2 class="text-center">Medical insights.</h2>Know your value or gain a better understanding of the Medical market.

<h2>Niche Medical specialists.</h2>e place a range of doctors and nurses across the Primary Care and Community Care sectors. Specialising in supplying short, medium & long-term cover for a range of clients both within the public and private healthcare sectors across the Greater London and Midlands.Our dedicated compliance team ensure all candidates we supply are fully compliant with full CQC compliant document packs, which are regularly checked and reviewed on an ongoing basis. Our in-house finance team enables us to provide weekly payroll and a flexible personalised service to both our candidates and clients.

We place a range of doctors and nurses across the Primary Care and Community Care sectors. Specialising in supplying short, medium &amp; long-term cover for a range of clients both within the public and private healthcare sectors across the Greater London and Midlands.Our dedicated compliance team support our candidates and clients with personal CQC compliant document packs, which are regularly checked and reviewed on an ongoing basis. Our in-house finance team enables us to provide weekly payroll and a flexible personalised service to both our candidates and clients.

<h2>Niche Medical Specialists.</h2>

<h2>Passionate Primary Care experts providing connections, advice and insight in</h2>

<h2>What our Medical candidates say.</h2>

<div><h2>Medical jobs.</h2></div>

Within the Eligo Group of Companies (Eligo Recruitment Limited, Eligo Security Limited and Eligo Medical Limited) protecting your privacy is very important to us.&nbsp;Our Privacy Policy sets out the basis on which we process any personal data that we collect from you or about you that you provide to us or that we receive from other sources. It also sets out how we expect you to assist us in protecting third party data we require to collect such as that provided by our suppliers and customers. We’re committed to protecting the privacy of our employees, candidates, suppliers, contractors, customers, and users of our website, I.T., and telephonic systems, and provide a safe and secure user experience.&nbsp;The Eligo Group of Companies will always treat your personal information with the utmost respect and act in accordance with this Privacy Policy and legislation as set out in The Data Protection Act 2018 (DPA) and the General Data Protection Regulation 2016 (GDPR) in so far as it may still apply in England or other parts of the United Kingdom.&nbsp;Our Privacy PromiseWe promise that we’ll&nbsp;tell you how we use your data and we’ll use it to provide the best service possible for you. Plus, we’ll make sure we collect and store your data securely.&nbsp;&nbsp;The way we process and use your personal data will always conform to the way we work throughout our organisation, linking to our values and continued emphasis on our services being all about you.&nbsp;Doing the right thingYou are our number one priority. We have to collect and keep a little data about you, like your name and home/business address, email address, and other items listed later in this policy document. We also have to share your data with our trusted partners, such as our accountants or 3rd party who process our P.A.Y.E. system and H.M.R.C. and occasionally with customers to successfully do our job as a painting and decorating company.&nbsp;We also have to share your data with our trusted partners, such as our lovely clients or candidates to successfully do our job as a recruitment agency.&nbsp;&nbsp;We promise to collect, process, store, and share your data safely and securely. We’ll also make sure that the other businesses we work with are just as careful with your data.&nbsp;We’ve got your backUltimately, we use your data to ensure you are paid the correct amount (employees and contractors), get you a job (candidates),&nbsp;invoiced for the correct amount (customers), paid the correct amount to the correct bank account (suppliers) or for the reasons you’ve provided consent to store and use your data (marketing communication, useful information, etc.). We’ll use the details you share with us to let you know about employment opportunities suited to you, keep you updated whilst working with us, or for other things that might be relevant to your employment or to your job hunt. Should you not arrive for work and we are unable to contact you, we may also use your information to get in touch with your nominated emergency contact to find out if you are unwell or otherwise ascertain you are safe. For our suppliers and customers, we may use the information you have provided to advise you of changes to our working hours or schedules for delivering work, ordering or delivery requirements, or sending you reminders in relation to actual or proposed works to be carried out on your behalf. Plus by listening to what our candidates and clients tell us, we can make changes, secure you the best opportunities, and make things better where we can.&nbsp;Going beyond expectationWe make sure our recruitment service is all about you. This means that throughout working with us we’ll be able to provide a service tailored directly to your needs. If you choose to receive email marketing from the Eligo Group of Companies, we can let you know about new opportunities or services, provide you with useful content and updates from us and continue to go beyond the remit of what you expect from your recruitment agency.Remember that whatever consent you give, you’re in control and are able to manage these preferences at any time.&nbsp;Be more you&nbsp;You’re always in control of your data and are welcome to amend your preferences at any time.If you would like to stop receiving marketing from us, you are able to review and amend your preferences at any time by (volcanic or RDB) or emailing us at dataprotection@eligo.co.uk. If the information we hold on you is wrong, you can email us at&nbsp;dataprotection@eligo.co.uk ,&nbsp;let us know what needs updating and we will correct it.&nbsp;&nbsp;When it comes to your data, with the Eligo Group, it really is all about you.&nbsp;The Legal Stuff – Our Privacy Policy in fullWho are we?The Eligo Group of Companies are recruitment and employment agencies operating within specialist markets, comprising three companies; Eligo Recruitment Ltd. (04154618), Eligo Medical Ltd. (07920513) and Eligo Security Ltd. (07920420) all incorporated under the Companies Acts in England and Wales and having their Registered Office and Principal Place of Business at Suites 1 &amp; 3 Hatton House, 83 Hartfield Road, London, England, SW19 3ES.&nbsp;The information and policies set out in our privacy policy apply to all interactions with these companies. In regards to our Privacy Policy and compliance with data protection regulations, the data controller for our set of companies is Eligo Recruitment Ltd.Our Privacy PolicyThis Privacy Policy explains how personal information, about you, may be collected, used, or disclosed as a consequence of your interactions with us and/or your activities on the Eligo website.&nbsp;Please read this policy carefully to understand our practices regarding your personal data. We recommend that, from time to time, you visit our website to review this policy and stay up to date with any changes to it.If would like to read more about how Eligo Recruitment Ltd processes your personal data, you can more information in our GDPR and Personal Data FAQ here.This privacy policy covers:<ul><li>Data Protection Obligations</li><li>The information we collect and how we use it</li><li>How do we collect your data</li><li>Use of information by Eligo</li><li>Access and accuracy and update of personal information</li><li>Cookies&nbsp;</li><li>Contact us</li></ul>What establishes our data protection obligations to you?Eligo Recruitment Ltd. is required to process your personal data in accordance with the law.The Data Protection Act 2018 (DPA) implements the EU Data Protection Directive 1995 (EU Directive 95/46/EC).On 25 May 2018 when the General Data Protection Regulation 2016 (EU Regulation 2016/679) came into force; the DPA also came into force in anticipation of the United Kingdom leaving the European Union and E.U. law ceasing to apply within the United Kingdom on 31st December 2019.This privacy policy complies with the DPA and GDPR.What information may we collect from you?Eligo limits the collection of your personal information to that which is required or permitted by law. Eligo collects such personal information as is required for the purposes identified in this Privacy Policy or identified by Eligo at the time that we collect the information from you.&nbsp;This information will only ever be used for these relevant purposes and for reasons as consented to by you. For example, if you have consented to your personal data being stored in relation to your job search (candidates) or your employment (employees) and not marketing activity, this is the only purpose for which it shall be held.Information that we may collect from you includes but is not limited to;<ul><li>Preferences to receive alerts regarding to job opportunities</li><li>Name, Address, Date of Birth, National Insurance Number and personal bank account</li><li>Email Address, Landline and/or Mobile telephone number</li><li>Former Employment history and P45/P60, Proof of Nationality and/or Right to Work in the United Kingdom</li><li>Name, address and emergency contact details for your next of kin or nominated person</li><li>Data as required by law</li><li>Anonymised data for usage in market reports, salary surveys and other collateral relevant to our industry</li><li>Information on your visits to our website including but not limited to traffic data, location data, weblogs, and other communication data and the resources you access.</li><li>Any information regarding contact with you that may be needed as record of correspondence</li><li>Information for direct marketing via e-mail, messaging, or telephone. You may opt out of these at any time.&nbsp;</li><li>We also may store cookies as set out in our cookie policy detailed on our website</li></ul>How does Eligo Recruitment Ltd. collect your data?<ul><li>Information that you give to us:</li><li>Personal data is that which you provide to us, for example by filling in forms on our website, submitting your CV or applying to a job , (www.eligo.co.uk) or by corresponding with us by telephone, e-mail, post, and social media or otherwise.</li><li>This personal data would relate to applications for a particular role, allowing us to match suitable assignments for you as long as you require us to. We will process your email address and mobile number to provide you with any alerts regarding future work opportunities and positions that we feel will suit your own requirements, as well as for reasoning such as payment advice relating to employment positions .&nbsp;</li><li>To find out more about the purposes for which we intend to use this personal data and how long we keep that data, please view our FAQs.</li></ul>Information that we receive from other sourcesThis is the personal data that we receive about you from others. As a recruitment business, Eligo Recruitment Ltd. also works closely with third parties including, for example, Job boards, Payroll providers, and Reference services in order to provide and maintain your employment position. We also works closely with third parties including, for example, public organisations, N.H.S. Hospital Trusts and G.P. practices for whom we are supplying sub-contractor services or who are supplying sub-contractor services to us, and Reference services we may use to assess the credit worthiness of an existing or potential individual customer or supplier.We also cooperate with and report to government agencies and regulatory bodies, such as the HMRC, BIS (Department for Business, Innovation and Skills), Department for Work and Pensions, the Pension Regulator, to ensure that we are meeting our statutory obligations and providing an acceptable level of service to you and all of our customers.Any information collected from third party sources will be for purposes relevant to you and we ensure that all third parties that we work with are also DPA/GDPR compliant.To find out more about the personal data that we collect from third parties, the purposes for which we intend to use this, and how long we keep that data, please view our FAQs.Information we collect when visiting our websiteIn line with our information security standards, we monitor website behaviour through website analytics. We collect information about how each visitor uses our site. These are then used to compile reports and to help us improve our site. Information is collected in an anonymous form, including:<ul><li>the number of visitors to the site</li><li>where visitors have come to the site from</li><li>the pages visited</li></ul>Eligo Recruitment Ltd. wants to provide you with the best possible service. We are always looking for ways to improve. This includes improving our website so that it provides the information that you need, on a regularly updated basis and in an easily accessible way.How does Eligo Recruitment use your data?All personal data will be collected and handled by Eligo Recruitment Ltd for the following purposes:• To best tailor the job searches according to your preferences (candidates).• To best tailor the information needed to enable you to carry out your work (employees).• To keep you informed by email, telephone and/or mail about future work opportunities and marketing communication.• To deliver other services – such as newsletters, events, or training – that we may offer you.• To help us create, publish, and improve content most relevant to you.• To ensure that content from our Website is presented in the most effective manner for you and for your device.• To allow you to participate in interactive features of our service, when you choose to do so.• To further develop and improve our Website, Portal and other systems to better serve you.Accessing your dataIn compliance with DPA and/or GDPR you have the right at any time to ask us for a copy of the information supplied by you as well as additional information such as interview feedback that we currently hold.If you would like to request a copy of the information held please contact our data protection officer at dataprotection@eligo.co.uk or (via the candidate portal on our website).&nbsp;Where this request also involves the deletion of data we have on file there may be some instances in which we may not be required or able to do so, particularly where this information pertains to client or financial information that we have to keep for legal matters e.g. tax.&nbsp;Where we cannot provide or process a request we will always provide reasons for not doing so.&nbsp;Cookies on the Eligo Recruitment Website (www.eligo.co.uk)Like most websites, our website uses cookies to distinguish you from other users. These are small text files stored in your web browser, which can identify you (or your device) when visiting our website. This helps us to check on the effectiveness of your experience and devise ways to improve our website to improve its content, search functions, and make it more user friendly.Information that we may collect from your visit includes your device’s Internet protocol (IP) address, browser type and version, time zone setting, browser plug-in types and versions, operating system and platform, the full Uniform Resource Locators (URL), clickstream to, through and from our site (including date and time), services you viewed or searched for, page response times, and length of visits to certain pages.For more information on our use of cookies, view our cookie policy.Contact usEligo will make information about its policies and practices relating to management of personal information readily available. Please direct any questions about our privacy policies and procedures, any requests for access to our records of your personal information and any other privacy related concerns or complaints using our contact form.You can contact us by using this contact form, through our phone number 0208 944 4180, email at dataprotection@eligo.co.uk, or by post to: Eligo Recruitment Ltd., Suite 1 &amp; Suite 3, Hatton House, 83 Hartfield Road, Wimbledon, SW19 3ES&nbsp;

Submit your vacancy with us and we’ll be in touch to consult with you, understand your hiring needs and establish an optimal hiring process to ensure you secure the best candidates in the market.

<h2>What our Technical Services & Security Solutions candidates say</h2>

<h2>Our Technology team.</h2><article class="text-center">With over 20 years of experience working in the technology sector our talented team of technology specialists have led the way in connecting with the technology community through attending, sponsoring, and speaking at technology events worldwide. Reach out and connect with any of the team below.</article>

<h2>Technology Recruitment specialists.</h2>Connecting businesses with top technology talent in Software Engineering, Consultancy &amp; Professional Services, Data Intelligence, Infrastructure, and Cloud markets.At Eligo, we partner with businesses of all sizes, from innovative start-ups and dynamic SMEs to established FTSE 250 companies, spanning various platforms including on-premise, web, and cloud environments.Our dedicated tech recruitment specialists excel in building high-performing tech teams. We fill critical roles and support our candidates in achieving their career aspirations, from Junior Developers to Scrum Masters, 1st Line Support to CTOs, and Head of Technology positions.

<h2 class="text-center">Technology insights.</h2>Know your value or gain a better understanding of the Technology market.

Linux, Unix, Python, Perl, Ruby, PHP, Java, Scala, Golang, Node, React, Angular, Vue, React Native, Android, MySQL, Postgress, JavaScript, GCP, AWS.

<h2>Niche Technology specialists.</h2>As Career Consultancy Partners, we pride ourselves on knowing our markets inside out. Each of our consultants specialise in a specific technology stack, enabling them to build an unrivalled network, in depth technical knowledge and deliver the best recruitment service.We are passionate about gaining real insight into the technical and cultural fit for both our candidates and clients. Our focus is on building long term partnerships, which requires a thorough understanding of your needs, so we can offer the advice, insight and connections to help you achieve your goals.

As Career Consultancy Partners, we pride ourselves on knowing our markets inside out. Each of our consultants specialise in a specific technology stack, enabling them to build an unrivalled network, in depth technical knowledge and deliver the best recruitment service.We are passionate about gaining real insight into the technical and cultural fit for both our candidates and clients. Our focus is on building long term partnerships, which requires a thorough understanding of your needs, so we can offer the advice, insight and connections to help you achieve your goals.

Advice & Insights

Learn, develop, grow.

Career Advice

Client Advice

Market Insights

Life at Eligo

Career Advice