General FAQs
We work exclusively on every assignment we accept. That means one dedicated consultant, one focused search and no competing priorities.
We also recruit within defined manufacturing and technical markets. You speak to someone who already understands the sector, the talent pool and what the role should pay.
Wallace Hind was established in 1992 and has recruited across manufacturing and technical markets for more than 30 years.
That experience gives us established networks, genuine market knowledge and the confidence to challenge a brief when something is not right.
Adhesives and Chemicals, Automotive and Aerospace, Construction, FMCG and Consumer Goods, Medical, Technical Consumables, Professional Services and Industrial Manufacturing.
We recruit across Sales and Marketing, Engineering and Operations, Executive and Leadership, HR and Finance, and Procurement and Supply Chain.
Our assignments range from experienced specialists and managers through to managing directors and board-level appointments.
We recruit across the UK, with particularly strong networks between the M4 and M62 corridors.
Some searches may extend further across the UK or into Europe where the role and candidate market require it.
Employer FAQs
We want to understand more than the job description.
We will discuss the role, reporting line, company culture, salary, previous recruitment activity and the real reason you are hiring. We only accept assignments we believe we can deliver.
A dedicated consultant will own the process from the initial briefing through to the successful candidate’s start date.
You will not be passed between salespeople, researchers and account managers who do not know the brief.
Yes.
If the salary, location, job title or responsibilities are limiting the candidate pool, we will tell you early. Honest advice is part of the service, even when it is not what you expected to hear.
We do not work to a CV quota.
We provide a focused shortlist of qualified and interested candidates who have been assessed against the agreed brief. Three strong candidates are more useful than twenty loosely matched CVs.
We remain involved through resignation, counteroffer management, notice periods and the candidate’s start date.
We also follow up after the placement. A signed contract is not the end of the process.
Candidate FAQs
No. Candidates never pay Wallace Hind for recruitment support.
Our fees are paid by the businesses that instruct us.
No.
We will explain the role and the business first. Your details will not be submitted to a client without your permission.
Yes.
We understand that most candidates we speak to are currently employed. Every conversation is handled discreetly and your current employer will not be contacted.
We will review your experience against the sectors and functions we cover.
Where there is a relevant opportunity, the consultant managing that search will contact you directly. Registering does not guarantee an immediate role, but it means we know who you are when the right assignment comes in.
Yes.
We manage discussions around salary, benefits, notice periods and any concerns that need resolving before you accept. Our role is to help both sides reach a clear and workable agreement.
Retained Search and Head Hunting FAQs
Retained search is an exclusive recruitment assignment managed through a defined process and agreed stages.
It is usually used for senior, specialist or business-critical appointments where the right person is unlikely to be found through advertising alone.
Contingency recruitment often involves several agencies working on the same vacancy.
Retained search gives one consultancy full responsibility for the assignment. That allows for deeper market mapping, more controlled candidate approaches and clearer accountability.
Retained search works particularly well for leadership appointments, confidential replacements, succession hires, specialist technical positions and roles that have already been difficult to fill.
It is also the right approach when the strongest candidates are unlikely to be actively applying.
We combine established sector networks, direct market mapping, competitor research, referrals and personal approaches.
We do not rely solely on job boards or candidates who happen to be available.
Depending on the assignment, this may include a mapped candidate market, salary benchmarking, competitor insight and feedback from the people approached.
You gain a clearer view of the market, not just a shortlist of CVs.
Campaign and Project Recruitment FAQs
Campaign recruitment is a managed hiring project for businesses that need to appoint several people within a defined period.
Rather than treating each vacancy as a separate assignment, we build one coordinated sourcing, screening and reporting process.
It works well for new site openings, team builds, post-acquisition restructuring, business expansion, project mobilisation and multiple hires against a fixed deadline.
It gives you one structured process rather than several disconnected searches.
Yes.
A campaign may include several functions, seniority levels or locations. We agree the structure at the beginning and create separate assessment criteria where required.
We can manage advertising, direct sourcing, candidate screening, interview coordination, assessment, reporting, offer management and onboarding support.
The exact scope is agreed before the campaign starts.
We provide regular updates on candidate pipelines, interviews, withdrawals, market feedback and risks to delivery.
If the brief needs changing, we will tell you while there is still time to act.
Temporary and Contract Recruitment FAQs
We recruit mid-to-senior temporary and contract professionals across engineering, operations, production, supply chain, procurement, HR, finance and commercial functions.
We do not focus on high-volume, low-skill temporary staffing.
That depends on the role, location and skills required.
Because we maintain candidate relationships throughout the year, we can often move quickly. We will give you an honest view of availability as soon as we understand the brief.
Yes.
We handle the relevant contracts, payroll arrangements and right-to-work checks for the temporary workers we supply.
Yes.
Where relevant, we support the engagement process and the necessary IR35 assessment. The responsibilities of each party will be made clear before the contractor starts.
Yes.
A significant proportion of temporary placements develop into permanent appointments. Where both parties want that to happen, we will explain the conversion process and any associated terms clearly.