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While AI is an incredible tool for processing data, recruitment, especially in high-growth sectors like GTM and Technology, remains fundamentally a 𝗵𝘂𝗺𝗮𝗻-𝗰𝗲𝗻𝘁𝗿𝗶𝗰 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀. Algorithms can find a CV, but they can&rsquo;t build a career or a culture. Here is why the "Human Recruiter" remains the ultimate competitive advantage in a world of automation. 𝗧𝗵𝗲 𝗛𝘂𝗺𝗮𝗻 𝗔𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲: 𝗪𝗵𝘆 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝗢𝘂𝘁𝗽𝗲𝗿𝗳𝗼𝗿𝗺 𝗔𝗹𝗴𝗼𝗿𝗶𝘁𝗵𝗺𝘀 As AI becomes standard in the hiring process, the value of a specialized recruiter hasn't diminished; it has become more vital. For GTM and Tech leaders, a recruiter offers three things a machine simply cannot: 𝗻𝘂𝗮𝗻𝗰𝗲, 𝗮𝗱𝘃𝗼𝗰𝗮𝗰𝘆, 𝗮𝗻𝗱 𝗶𝗻𝗳𝗹𝘂𝗲𝗻𝗰𝗲. 𝟭. 𝗗𝗲𝗰𝗼𝗱𝗶𝗻𝗴 "𝗧𝗵𝗲 𝗨𝗻𝘄𝗿𝗶𝘁𝘁𝗲𝗻" AI is brilliant at matching keywords, but it&rsquo;s blind to the context between the lines. 𝗧𝗵𝗲 𝗡𝘂𝗮𝗻𝗰𝗲: A recruiter understands that a candidate&rsquo;s success at a Series A startup requires a different DNA than success at a Big Tech firm, even if the job titles are identical. 𝗧𝗵𝗲 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗠𝗮𝘁𝗰𝗵: We assess personality, grit, and emotional intelligence&mdash;traits that don't live in a digital profile but determine whether a hire stays for six months or six years. 𝟮. 𝗛𝗶𝗴𝗵-𝗦𝘁𝗮𝗸𝗲𝘀 𝗔𝗱𝘃𝗼𝗰𝗮𝗰𝘆 &amp; 𝗖𝗹𝗼𝘀𝗶𝗻𝗴 In a competitive market, the best talent isn't just looking for a job; they&rsquo;re looking for a mission. 𝗧𝗵𝗲 𝗦𝘁𝗼𝗿𝘆𝘁𝗲𝗹𝗹𝗲𝗿: A recruiter acts as your brand ambassador. We sell the vision, the team, and the "why" behind the role. 𝗧𝗵𝗲 𝗖𝗹𝗼𝘀𝗶𝗻𝗴 𝗘𝗱𝗴𝗲: When a top-tier Developer or Sales Leader has three competing offers, an AI cannot negotiate the nuances of their career goals or provide the personal reassurance needed to sign. A recruiter builds the trust that closes the deal. 𝟯. 𝗔𝗰𝗰𝗲𝘀𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 "𝗛𝗶𝗱𝗱𝗲𝗻" 𝗧𝗮𝗹𝗲𝗻𝘁 𝗠𝗮𝗿𝗸𝗲𝘁 AI is limited to the data it can see&mdash;active profiles and public job boards. 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽 𝗖𝗮𝗽𝗶𝘁𝗮𝗹: The best GTM and Tech professionals are often passive. They aren't updated on LinkedIn; they are in a recruiter's private network. 𝗧𝗵𝗲 𝗧𝗿𝘂𝘀𝘁𝗲𝗱 𝗔𝗱𝘃𝗶𝘀𝗼𝗿: We maintain long-term relationships with "top 1%" talent, reaching people who have their notifications turned off but will take a call from a consultant they trust. 𝗧𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗣𝗮𝗿𝘁𝗻𝗲𝗿𝘀𝗵𝗶𝗽 At Certus, we use technology to clear the path, but we use human insight to make the choice. AI can provide the who, but a recruiter understands the why. In the race to build world-class teams, don't just settle for a match, look for a connection. "𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 𝗶𝘀 𝘁𝗵𝗲 𝗲𝗻𝗴𝗶𝗻𝗲, 𝗯𝘂𝘁 𝗵𝘂𝗺𝗮𝗻 𝗷𝘂𝗱𝗴𝗺𝗲𝗻𝘁 𝗶𝘀 𝘁𝗵𝗲 𝗰𝗼𝗺𝗽𝗮𝘀𝘀." 𝗜𝘀 𝗔𝗜 𝗳𝗶𝗻𝗱𝗶𝗻𝗴 𝘆𝗼𝘂 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀, 𝗼𝗿 𝗶𝘀 𝗶𝘁 𝗳𝗶𝗻𝗱𝗶𝗻𝗴 𝘆𝗼𝘂 𝘆𝗼𝘂𝗿 𝗻𝗲𝘅𝘁 𝗹𝗲𝗮𝗱𝗲𝗿? 𝗧𝗵𝗲𝗿𝗲 𝗶𝘀 𝗮 𝗯𝗶𝗴 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲.

AI for Recruiting

Technology is evolving faster than ever.
Artificial intelligence is transforming industries. Cloud platforms continue to reshape how businesses operate. Cybersecurity threats are becoming more sophisticated. Data is driving decision-making at every level of the organisation.
Yet despite the pace of technological innovation, one truth remains unchanged:
Technology itself is not a competitive advantage. The people behind it are.
<h2>The Growing Challenge of Hiring Top Technology Talent</h2>
Across the UK, North America, Australia, and many other markets, organisations are facing an increasingly difficult hiring environment.
Demand for experienced software engineers, cybersecurity specialists, cloud architects, DevOps professionals, AI engineers, product leaders, and data experts continues to outpace supply.
While the volume of applicants may appear healthy on paper, finding candidates with the right blend of technical expertise, commercial awareness, communication skills, and cultural fit has become significantly more challenging.
The reality is that the most sought-after professionals are rarely active job seekers. They are often succeeding in their current roles, highly valued by their employers, and being approached by multiple organisations simultaneously.
As a result, many businesses find themselves facing:
<ul>
<li>
Lengthening hiring cycles
</li>
<li>
Increased competition for talent
</li>
<li>
Higher salary expectations
</li>
<li>
Counteroffers from existing employers
</li>
<li>
Candidate drop-off during interview processes
</li>
<li>
Skills shortages in critical technology functions
</li>
</ul>
For organisations trying to scale, innovate, or deliver complex technology projects, these challenges can have a significant impact on business performance.
<h2>The Cost of Hiring the Wrong Person</h2>
While hiring top talent can be difficult, hiring the wrong person is often far more expensive.
A poor hiring decision can affect project timelines, team morale, customer satisfaction, operational efficiency, and ultimately revenue growth.
In technology environments, where collaboration, innovation, and problem-solving are essential, one underperforming hire can create ripple effects throughout an entire team.
Beyond the direct costs of recruitment, onboarding, training, and replacement, organisations also risk losing momentum on strategic initiatives that are critical to their growth.
The question is no longer whether businesses can afford to invest in exceptional talent.
The question is whether they can afford not to.
<h2>Why High-Calibre Talent Makes the Difference</h2>
The highest-performing technology professionals do more than execute tasks.
They solve problems.
They identify opportunities.
They improve systems.
They mentor colleagues.
They challenge assumptions.
They help businesses move faster, innovate more effectively, and remain competitive in rapidly changing markets.
A great software engineer may improve application performance and scalability. A skilled cybersecurity professional may prevent a costly breach. An experienced cloud architect may reduce infrastructure costs while increasing resilience. An exceptional product leader may unlock entirely new revenue opportunities.
The impact of high-calibre talent extends well beyond their job description.
The best professionals elevate everyone around them.
<h2>Technology Recruitment Requires More Than Posting a Job</h2>
Many organisations still rely heavily on job advertisements and inbound applications.
While these channels have their place, they often fail to reach the strongest candidates in the market.
Successful technology recruitment requires a proactive approach.
It involves understanding talent markets, identifying passive candidates, building relationships, assessing technical capabilities, and presenting opportunities in a way that resonates with highly sought-after professionals.
The best recruitment outcomes are rarely achieved by waiting for talent to come to you.
They are achieved by actively engaging with the market and building meaningful connections with the people who can drive your business forward.
<h2>Building for the Future</h2>
Technology will continue to evolve.
New tools will emerge. Markets will shift. Customer expectations will change.
But throughout every technological transformation, organisations will continue to rely on talented people to design, build, secure, optimise, and scale the solutions that power modern business.
The companies that attract and retain exceptional talent today will be the ones best positioned to lead tomorrow.
At Certus Recruitment Group, we work with innovative organisations across global technology markets, helping them identify, engage, and secure the professionals who make a measurable impact.
Because while technology may shape the future, it is people who build it.

Great Technology Starts With Great People

Staff turnover is something every leader, HR team and business owner has to contend with. Often grouped under terms like attrition or churn, it ultimately comes down to one simple but critical question: how well are you retaining your people?
In a market where skills are scarce and competition for talent is high, retention is no longer a &ldquo;nice to have&rdquo; &mdash; it&rsquo;s a business imperative. Hiring costs money, time and focus. But beyond that, every new hire represents an investment: in training, equipment, onboarding, relationships and trust. When people leave too quickly or too often, that investment is lost, and the wider business inevitably feels the impact.
While some level of attrition is natural &mdash; retirements, restructures, or mutually agreed moves on &mdash; high or consistent turnover is often a signal that something deeper needs attention. The key to improving retention is understanding why people leave, and what makes them stay.
Below are several core areas that play a major role in employee retention, and where small, deliberate improvements can make a significant difference.
<h3 data-start="1258" data-end="1291">Hiring with Retention in Mind</h3>
Retention starts long before day one. Hiring the &ldquo;right&rdquo; person isn&rsquo;t just about technical capability; it&rsquo;s about alignment. Misalignment between role expectations, company culture and individual motivations is one of the biggest drivers of early exits.
Ask yourself: are you giving candidates a realistic picture of the role and the environment? Are values, pace, leadership style and growth opportunities clearly communicated? Taking the time to hire with long-term fit in mind &mdash; not just immediate need &mdash; lays a far stronger foundation for retention.
<h3 data-start="1849" data-end="1883">Onboarding as a Retention Tool</h3>
Onboarding is often underestimated, yet it plays a critical role in whether someone feels confident, supported and invested early on. Poor onboarding doesn&rsquo;t usually cause someone to leave immediately &mdash; but it can quietly erode engagement from the outset.
A structured onboarding process with clear goals, realistic timelines and regular check-ins helps new employees feel valued and supported. It also creates space for honest feedback early, allowing issues to be addressed before they become reasons to leave. Strong onboarding sends a simple but powerful message: you matter here.
<h3 data-start="2474" data-end="2512">Workplace Experience and Wellbeing</h3>
People rarely leave companies for one single reason. More often, they leave because of how work makes them feel over time. Work-life balance, flexibility, psychological safety and mental health support are no longer optional considerations &mdash; they are central to retention.
Equally important is the internal dynamic. Healthy relationships, strong leadership and a culture that actively addresses conflict and toxicity will always outperform one that ignores them. Employees who feel respected, supported and heard are far more likely to stay, grow and advocate for your business.
<h3 data-start="3095" data-end="3132">Retention Is Ongoing, Not One-Off</h3>
Retention isn&rsquo;t solved at hiring, onboarding or probation &mdash; it&rsquo;s continuous. Regular conversations about development, progression and engagement matter. People want to know where they&rsquo;re going, how they&rsquo;re doing and that their contribution is recognised.
Ultimately, while some staff turnover is inevitable, high retention is intentional. Businesses that prioritise it build stronger teams, protect institutional knowledge and create stability that fuels long-term growth.
At Certus Recruitment Group, we help organisations think beyond the hire &mdash; building workforce strategies that focus on retention from day one and well into the future. If you&rsquo;d like to explore how a more retention-focused approach could strengthen your business, we&rsquo;d be happy to talk.

Retention - A Strategic Priority

In-house talent acquisition teams carry a huge responsibility. Managing high volumes, working to tight timelines, and ensuring every candidate has a positive and consistent experience, it&rsquo;s a lot, and the pressure rarely lets up. This is especially true in fast-moving sectors like technology, SaaS, and GTM (Go-To-Market) hiring, where competition for talent is fierce, and expectations are high.
Yet despite this, the recruitment industry still often frames the relationship between agencies and internal teams as an either/or dynamic. Who gets the credit? Who owns the process? Who&rsquo;s in control?
At Certus Recruitment, we believe that mindset is outdated, and unhelpful for everyone involved. The best outcomes in technology recruitment and GTM hiring don&rsquo;t come from competition; they come from partnership.
An Extension of Your Talent Function
When we partner with clients, we don&rsquo;t show up as an external agency trying to prove our worth. We operate as an extension of your talent acquisition, GTM recruitment, or tech hiring function, aligning ourselves to your goals, your systems, and your way of working.
Our role is to make life easier for internal teams, not create more work or step on toes. We recognise the critical part internal TA plays, and we&rsquo;re here to complement that, not challenge it.
What Partnership Looks Like in Practice
To us, partnership isn&rsquo;t just a headline, it&rsquo;s how we work every day across sales recruitment, customer success hiring, technical roles, and the full breadth of go-to-market functions.
We integrate seamlessly
We align with your processes, systems, and communication style so collaboration feels natural and frictionless.
We support, not duplicate
Your team remains the centre of the hiring strategy. Everything we do enhances what you already have in place, whether it&rsquo;s GTM talent acquisition, technology recruitment, or broader business hiring.
We add bandwidth when it matters most
Hiring peaks, stretched resources, or hard-to-fill roles, especially in tech sales, software engineering, and product,&nbsp;are where we thrive. We keep momentum high when internal capacity is tight.
We bring insight and intelligence
Market trends, GTM salary benchmarks, tech talent availability, competitor activity, and candidate sentiment, we provide actionable intelligence that strengthens your hiring strategy and supports stakeholder conversations.
We protect your employer brand
In highly competitive markets like technology and SaaS, candidate experience matters. Every interaction we have is designed to represent your organisation with professionalism and consistency.
A Shared Focus on Results
Great collaboration requires transparency, communication, and a shared focus on outcomes. At Certus, our goal is simple: help internal teams deliver stronger hiring results with less pressure, whether that&rsquo;s scaling a GTM function, building out enterprise sales teams, or sourcing niche technology talent.
We don&rsquo;t want credit, we want your success.
Looking for a Partner, Not Just an Agency?
If your talent team could benefit from a partner who genuinely works alongside you, someone who integrates, supports, adds value, and strengthens your technology and GTM hiring outcomes,&nbsp;we&rsquo;d love to talk.

Why “Agencies vs. Internal Talent Teams” Is the Wrong Mindset — And How Certus Does It Differently

In the ever-evolving landscape of technology, securing top-tier talent is the linchpin to sustained success. Today, I'd like to shed light on the transformative benefits of engaging a recruitment agency on a retained basis, a strategic move that not only enhances your hiring process but also amplifies your company's competitive edge.
🌟 Improved Candidate Experience:
A retained recruitment partnership provides an unparalleled commitment to sourcing the best-fit candidates. By cultivating a long-term relationship with a recruitment agency, your organisation benefits from a dedicated team of experts who invest the time to truly understand your company culture, values, and unique hiring needs.
This depth of understanding translates into a refined and singularly positive candidate experience. Prospective hires encounter a seamless journey, from initial outreach to the final stages of the interview process. This not only strengthens your employer brand but also fosters a positive perception among potential candidates, setting the stage for lasting relationships.
💼 Single Candidate Experience Advantage:
Imagine a recruitment process where each candidate feels like the most important person in the room and where each candidate is measured in a consistent manner. In a retained recruitment model, the recruitment methodology is not different for each candidate as they've been sourced by different people; it's consistent for all involved and laser-focused on your organisation's needs. This leads to a personalised and cohesive candidate experience, ensuring that every interaction reflects your commitment to excellence. It also increases dramatically the likelihood of your hiring the best candidate!
Candidates engaged through a retained recruitment agency benefit from a streamlined process, with clear communication and a tailored approach. This single candidate experience not only reinforces your employer brand as one that values individuals but also contributes to a more positive and efficient hiring journey.
💰 Financial Return and Reduced Likelihood of Failure:
Beyond the qualitative benefits, a retained recruitment strategy translates to a quantifiable advantage for your bottom line. The thorough understanding of your company's needs, coupled with a targeted approach, reduces the likelihood of hiring missteps. This, in turn, mitigates the financial impact associated with failed hires, saving both time and resources.
The investment in a retained recruitment agency is an investment in risk mitigation. By ensuring that each candidate is not only technically proficient but also culturally aligned, you're enhancing the probability of long-term success and minimizing the potential costs associated with turnover.
🚀 Faster Time to Hire:
Time is of the essence in the tech industry, where innovation happens at breakneck speed. A retained service provided by a trusted partner should be seen as an accelerator, significantly reducing time-to-hire metrics. With a committed team working exclusively on your mandates, the search and selection process becomes streamlined and efficient.
By accessing an established network of top-tier talent, a retained recruitment service swiftly identifies candidates who align with your organization's goals. This proactive approach ensures that you not only secure the best talent faster but also gain a crucial competitive advantage in the talent market.
In summary, choosing a retained recruitment model is an investment in precision, commitment, and accelerated success. By optimising the candidate experience, reducing the likelihood of failure, and expediting time-to-hire, your organisation is better positioned to navigate the dynamic challenges of the technology landscape.
Let's embark on this journey together, ensuring that your team is composed of the brightest minds ready to propel your company to new heights.
Feel free to connect if you'd like to explore how a partnership with Certus Recruitment Group can be tailored to elevate your talent acquisition strategy.
#TechLeadership #TalentAcquisition #RecruitmentStrategy #Innovation #Leadership #HiringExcellence 🚀✨

Elevating Your Talent Acquisition Strategy: The Power of Retained Recruitment

As we navigate through 2024, understanding salary trends within the US technology sector is crucial for companies aiming to attract and retain top talent. The latest Salary Survey Report offers a comprehensive look at how compensation varies across different states and roles, providing valuable insights for HR leaders, finance managers, and hiring professionals. Here&rsquo;s a breakdown of what you need to know.
<h3>Salary Trends by Role and Location</h3>
<h4>Sales Roles</h4>
Sales roles within the US technology sector show significant geographic variation:
<ul>
<li>Sales Development Representatives (SDRs): In California, SDRs earn between $60,000 and $85,000, whereas in Florida, the range is $50,000 to $70,000.</li>
<li>Sales Directors: Compensation is highest in California, with salaries ranging from $150,000 to $250,000, while in Illinois and Texas, salaries are slightly lower, ranging from $130,000 to $220,000.</li>
</ul>
<h4>Marketing Roles</h4>
Marketing professionals also see salary differences across states:
<ul>
<li>Digital Marketing Managers in California can earn between $95,000 and $130,000, while in Florida, salaries range from $75,000 to $110,000.</li>
<li>Chief Marketing Officers (CMOs): In New York, CMOs earn between $190,000 and $280,000, slightly less than their California counterparts who earn $200,000 to $300,000.</li>
</ul>
<h4>IT Roles</h4>
IT roles continue to command competitive salaries, particularly in tech-heavy regions:
<ul>
<li>Software Developers in California earn between $80,000 and $160,000, while those in Florida earn between $65,000 and $130,000.</li>
<li>Network/Cloud Engineers in California are compensated between $80,000 and $140,000, with lower ranges in Florida ($65,000 to $110,000).</li>
</ul>
<h3>Impact of Company Size on Salaries</h3>
The size of a company plays a significant role in determining salary packages:
<ul>
<li>Small Companies (1-200 employees): May offer higher base salaries to make up for less comprehensive benefits packages or offer equity as an incentive.</li>
<li>Medium Companies (200-1,000 employees): Typically offer balanced salaries with solid benefits packages.</li>
<li>Large Companies (1,000+ employees): Often provide robust overall packages but might cap top-end salaries.</li>
</ul>
<h3>Economic and Market Influences</h3>
Several factors are influencing salary trends in 2024:
<ul>
<li>Economic Rebound: The post-pandemic recovery has increased demand for sales professionals, particularly in competitive markets like New York and California.</li>
<li>Inflation: Rising inflation has led to higher salaries, especially in states with a high cost of living, such as California and New York.</li>
<li>Remote Work: The shift towards remote work has led to more standardized salaries across regions, reducing the disparity between tech hubs and other areas.</li>
</ul>
<h3>Short-Term Predictions</h3>
As we move forward in 2024, several trends are likely to shape the salary landscape:
<ul>
<li>Continued Demand for Tech Professionals: The tech sector will maintain high demand for roles in software development, cybersecurity, and cloud computing, driving salaries upward.</li>
<li>Retention Strategies: Companies are expected to enhance benefits and bonuses to retain top talent, particularly for senior IT roles.</li>
</ul>
<h3>Recommendations for Employers</h3>
To stay competitive in the current job market, companies should:
<ul>
<li>Align compensation packages with market rates and offer attractive variable compensation.</li>
<li>Leverage remote work policies to broaden the recruitment pool.</li>
<li>Invest in professional development to advance employees' skills and careers.</li>
<li>Monitor market trends to make data-driven decisions about salary offers and recruitment strategies.</li>
</ul>
Click <a title="US Salary Survey" href="https://www.certusrecruitment.com/annual-global-salary-survey/" target="_blank" rel="noopener">here</a> for a full copy of our 2024 US Salary Survey.

2024 US Salary Trends: Key Insights for Sales, Marketing, and IT Professionals

Established in January 2001, the Certus Recruitment Group has become a leading specialist recruitment consultancy with a global presence and a client list that is envied by our competitors. Revenues have grown consistently and are continually invested back into the business to enhance growth and reward those that contribute to our success.

Established in January 2001, the Certus Recruitment Group has become a leading specialist staffing consultancy with a global presence and a client list that is envied by our competitors. Revenues have grown consistently and are continually invested back into the business to enhance growth and reward those that contribute to our success.

Established in January 2001, we are a specialist recruiter working with businesses of all sizes from global &lsquo;Superbrands&rsquo; through to innovative start-ups and everything in between. Working globally we help our clients plan, source, attract, and retain world-class talent for their business. Our people are each specialists within one of our three practice areas; sales, marketing, and technical, operating at all levels of experience up to Director &amp; Executive level.

Established in January 2001, we are a specialist recruiter working with businesses of all sizes from global ‘Superbrands’ through to innovative start-ups and everything in between. Working globally we help our clients plan, source, attract, and retain world-class talent for their business. Our people are each specialists within one of our three practice areas; sales, marketing, and technical, operating at all levels of experience up to Director &amp; Executive level.

Established in January 2001, we are a specialist staffing company working with businesses of all sizes from global ‘Superbrands’ through to innovative start-ups and everything in between. Working globally we help our clients plan, source, attract, and retain world-class talent for their business. Our people are each specialists within one of our three practice areas; sales, marketing, and technical, operating at all levels of experience up to Director &amp; Executive level.

At Certus Recruitment Group our people are our greatest asset. We believe a coherent and motivated team of passionate people will always achieve more than a collection of individuals.The ongoing success and growth of our business are determined by our behaviours as commercially focused recruitment professionals who demonstrate expertise and commitment to the provision of service excellence to clients and candidates alike. We have defined these behaviours as:​

At Certus Recruitment Group our people are our greatest asset. We believe a coherent and motivated team of passionate people will always achieve more than a collection of individuals. The ongoing success and growth of our business are determined by our behaviors as commercially focused recruitment professionals who demonstrate expertise and commitment to the provision of service excellence to clients and candidates alike. We have defined these behaviors as:​

At Certus Recruitment Group our people are our greatest asset. We believe a coherent and motivated team of passionate people will always achieve more than a collection of individuals.The ongoing success and growth of our business are determined by our behaviours as commercially focused staffing professionals who demonstrate expertise and commitment to the provision of service excellence to clients and candidates alike. We have defined these behaviours as:​

"Certus has been simply fantastic. The support along my journey to securing my dream job has been faultless. They provided clarity throughout the process and offered guidance that has undoubtedly helped me prepare for a successful interview!"

We're always keen to introduce great talent to our extensive network

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We're always keen to introduce great talent to our extensive network

We're always looking to introduce great talent to our extensive network

At Certus Recruitment Group we recognise that our employees are our greatest asset, which is why we have developed a rewards and benefits package that recognises the value of your contribution to the business. From protection for your family through to discounts on gifts and events, our benefits are designed to ensure everyone benefits, regardless of their individual circumstances.

At Certus Recruitment Group we recognize that our employees are our greatest asset, which is why we have developed a rewards and benefits package that recognises the value of your contribution to the business. From protection for your family through to discounts on gifts and events, our benefits are designed to ensure everyone benefits, regardless of their individual circumstances.

Established in January 2001, the Certus Recruitment Group has become a leading specialist recruitment consultancy with a global presence and a client list that is envied by our competitors. Revenues have grown consistently and are continually invested back into the business to enhance growth and reward those that contribute to our success.We have a clear vision of where the company is going and how it will get there. This vision is shared with everyone at Certus and we work hard to create a vibrant working environment that provides real opportunity to develop, progress and prosper within the Company.To achieve our objectives we need great people and are always looking for applications from both experienced recruiters or from experienced sales, marketing or technical professionals who have a strong knowledge of their sector and are looking to forge a new career within a professional recruitment environment.

We attribute our success to our core values

Global Specialist Recruiter to the Technology Sector

Great companies are built on great talent

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<h2>Our team</h2>
Our Senior Leadership Team has a combined experience of 60+ years of recruiting into the technology sector, with experience gained in sales, marketing and technical experience across the globe. They continue to be heavily involved in the business, operating at the coal face and remaining close to clients and candidates alike. Please feel free to reach out to any of our leaders to discuss any aspect of how Certus Recruitment can help you achieve your objectives. We look forward to working with you.

<h2 style="text-align: left;">Experienced Leaders. Personally Invested.</h2>
Our Senior Leadership Team brings more than 60 years of combined recruitment experience across Go-to-Market and Technology, gained working with businesses and talent across international markets.
But experience only matters if it's put to work. Our leaders remain actively involved in Certus, staying close to our clients, candidates and the assignments we deliver. That means senior expertise isn't reserved for the initial conversation &mdash; it's part of the relationship throughout.
Whether you're building a team, making a critical hire, entering a new market or exploring a different approach to talent, our leadership team is always happy to talk about what you're trying to achieve and how Certus can help you get there.

Global Specialist Recruiter to the Technology Sector.

If you have any further questions or would like to find out more about how we can help your business grow, we'd love to hear from you. Just pick your preferred way of contacting us and we look forward to speaking with you soon.<ul><li>Pick up the phone and give us a call on +61 (03) 4050 7777</li><li>Click&nbsp;<a href="https://certusrecruitment.com/au/submit-job/" rel="noopener noreferrer" target="_blank" style="color: rgb(234, 13, 140);">here</a>&nbsp;and you can send us details of your business and your current vacancies</li><li>Send us an email to: hello@certusrecruitment.com</li></ul>

There is no shortage of fantastic recruiters to choose from. There are those that specialize by sector or by function, there are large multi-site high street agencies, global players, and single-site niche businesses. So how do you determine which one will be best to support your business?​We believe the most important element is to choose a partner you trust. If you don't immediately feel they understand your unique situation and they don't go out of their way to really understand your purpose, speak to another. Your reasons for choosing may sometimes be difficult to articulate, however, after speaking you will quickly know which company is best to represent your brand.​And finally, whilst price is an important element in choosing a supplier, make sure you're calculating all the costs - not just the fee %. The company that delivers you a great shortlist the first time round, who organizes your stakeholders and minimizes wasted time will save you thousands over the course of the project.Ultimately, the best way to measure us is to speak to us. However, in the meantime here are a number of frequently asked questions that may just help you decide to include us on your shortlist!

<h3 class="PDq2pG_selectionAnchorContainer" data-section-id="18jrhjz" data-start="212" data-end="258">Recruitment Doesn't Have to Be Complicated</h3>
Every hiring challenge is different. The right approach depends on the role you're hiring, the market you're operating in, the stage of your business and what you're trying to achieve.
For 25 years, we've helped technology businesses across the UK, US and Australia make better hiring decisions across Go-to-Market and Technology. Along the way, we've answered just about every recruitment question imaginable.
Below, we've brought together answers to some of the questions we're asked most often — from finding and assessing the right people to choosing the right search model, managing an effective interview process, fees and guarantees.
And if your question isn't covered, talk to us. We're always happy to give you a straightforward answer.

If you have any further questions or would like to find out more about how we can help your business grow, we'd love to hear from you. Just pick your preferred way of contacting us and we look forward to speaking with you soon.<ul><li>Pick up the phone and give us a call on +1 737 201 9992</li><li>Click&nbsp;<a href="https://certusrecruitment.com/us/submit-job/" rel="noopener noreferrer" target="_blank" style="color: rgb(234, 13, 140);">her﻿e</a><a href="https://certusrecruitment.com/us/submit-job/" rel="noopener noreferrer" target="_blank">&nbsp;</a>and you can send us details of your business and your current vacancies</li><li>Send us an email to: america@certusrecruitment.com</li></ul>

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For 25 years, we've partnered with technology businesses to build, strengthen and scale the teams that drive their growth. From critical leadership hires to complete team builds and international expansion, we combine deep GTM and Technical expertise with a flexible, consultative approach.

Talent expertise built around your business

We have a clear vision to be the Global Specialist Recruiter to the Technology Sector. To achieve our Vision we need amazing people who share our vision and subscribe to our values: Passion, Energy, Commitment, Integrity and Fun. If the Tech Sector excites you as much as it does us, get in touch or explore our current openings.

We are always looking for great people to join our team within either our GTM or Technical practices. If you love what you do, love accountability and align with our values: Passion, Energy, Commitment, Integrity and Fun then get in touch - we might be just what you're looking for.&nbsp;

Great companies are built on great people

We&rsquo;re always keen to introduce great talent to our extensive network.

With an extensive client network across Europe, North America and APAC, let us take you to the market.

View job details

We&rsquo;re always looking to introduce great talent to our extensive network.

Contact Certus Now

Our specialist consultants can&rsquo;t wait to hear about your business!

Find out how we deliver Top Talent for your business within a matter of days.

Looking out for fresh talent for innovate organizations

At Certus Recruitment Ltd ("we", "us" or "our" for short) we and our group companies are committed to protecting your personal information. Your personal information (also called ‘personal data’) is the information which identifies you as an individual that we get from you and others in various ways. Under the Data Protection Act 1998 (the "Act") and the General Data Protection Regulation 2018 (“GDPR”) specific obligations are placed on us in the way we handle this type of information. The aim of this privacy policy is to let you know what personal information we collect from you when you apply for a job with us or our group companies, when you use our website and when you contact us, how we store and use it, and how you can access and manage this information.​Your personal information may be stored online and therefore we take steps to ensure that our systems are well protected.​The registered office of the above company is at 1 Vincent Square, London, SW1P 2PN. Our company number is 12619774. We and our group companies, together with the products and services we sell and provide, are regulated by the Recruitment &amp; Employment Confederation (REC - https://www.rec.uk.com/)​Please note that this privacy policy only covers https://www.certusrecruitment.com/. Other websites belonging to us or accessible via links are not covered by this policy. If you access any of these sites, please check the privacy policy applicable to these sites (if any) before you submit any of your personal information to them.​So, what personal information do we collect about you?​We process the following types of personal data about you:• Contact details• Identification information• Information about past and current employment• Education and qualifications• Information about your lifestyle​We collect the personal information requested on our application forms and contact forms together with any comments or remarks that you may provide in free text fields (such as personal statements) or CVs (where applicable). We may also keep a record of references received from third parties (including those you give us, credit reference and fraud prevention agencies) and of any other correspondence or communication between you and us, whether written, e-mailed, or as a result of visits, interviews or recorded telephone calls.​We also monitor site traffic, and like most websites, we use a Unique Visitor Cookie (which is supplied and managed by a carefully selected statistics provider) to identify your PC by a random number (e.g. #12489). More details about cookies and how you can disable them can be found below.​We will (unless it's impractical) tell you if we obtain and store information from any other source and also how we intend to use it in accordance with this privacy policy.​Making sure your personal data is secure​Whilst we take steps to protect user privacy, no data transmission over the internet can be entirely secure. We therefore do not guarantee the security of personal information that you send to us, or your use of the site. Any personal information you do send is at your own risk but once we receive it we use strict procedures to safeguard it.​How do we use your personal information?​In connection with a contract between you and us or an employer… We (and any At Certus Recruitment Ltd group company may use and process your personal information where it is necessary for us to do so to in connection with or anticipation of a contract between you and us (or At Certus Recruitment Ltd group company) or an employer.• to process your job application and otherwise manage the recruitment process• help potential employers assess and process your job application;• help potential employers check and confirm the references that you provide as part of your job application;• check with any necessary regulatory, industry and/or security authorities relevant to the position that you have applied for; Our Legitimate Business Interest… We (and any At Certus Recruitment Ltd group company may use and process your personal information where it is necessary for us to pursue our legitimate interests as a business for the following purposes:• help us identify you so we know who we are talking to;• help prevent and detect fraud or loss;• to contact you with information about opportunities that you might be interested in from time to time via phone or post;• assess risk, carry out market research, statistical analysis, test systems, improve the way that we run our recruitment process and your application (including quality assurance) and analyse your application and recruitment history;• train staff and monitor our services. This may mean that we record our conversations or our correspondence with you to make sure we are providing you with a good service and to make sure we keep to our legal and regulatory obligations. Where you have provided consent… We and any At Certus Recruitment Ltd group company may use your personal information where you have consented for us to do so• to contact you by email or other electronic means about opportunities that you might be interested in from time to time;• to provide you with job alerts. This consent can be withdrawn by logging-in to your account on the website and updating your details. Unless otherwise stated, we will hold data processed through contractual and legitimate interests indefinitely. Data processed via active consent will continue to receive marketing relative to the initial opt-in until we have received a request to unsubscribe/opt-out.​Who do we disclose your personal information to?​We may make your personal information available to agencies and employers who subscribe with us or use our Website, working within the above ways in which we use your data. These clients may then use that information to contact you about specific roles via email, phone or post. Other clients or agencies should not send direct marketing messages by email or SMS to you unless you have consented (opted in) to this.​We may disclose your personal information to any member of our group, which means our subsidiary companies, our ultimate holding company and its subsidiary companies.​We may disclose your personal information to third parties:​• In the event that we sell or buy any business or assets, in which case we may disclose your personal data to the prospective seller or buyer of such business or assets.• If at Certus Recruitment Ltd or substantially all of its assets are acquired by a third party, in which case personal data held by it about its customers will be one of the transferred assets.• If we are under a duty to disclose or share your personal data in order to comply with any legal obligation, or in order to enforce or apply our terms and conditions to and other agreements; or to protect the rights, property, or safety of At Certus Recruitment Ltd, our customers, or others.​How can you find out what personal information we hold about you?​You are entitled to see the personal information that we hold about you at any time. (If you write to, email or phone us and ask to see this information, it is known as a ‘subject access request’ or ‘SAR’ for short) You can do so by:​• e-mailing us at dpo@certusrecruitment.com inserting the words ‘Data Request’ in the heading or• writing to us at Data Request, Certus Recruitment Ltd, 1 Vincent Square, London, SW1P 2PN​Even if you don’t want a copy of your personal information, you can still contact us to check that the personal information that we hold is accurate or to let us know of any changes to your personal information. We always try to ensure that the information we hold is accurate, up to date and relevant and, as you are applying for a job with us, it is important that we have the right information in order to be able contact you. We'll be more than happy to make changes or to correct any inaccuracies.​You have the following rights when it comes to your data:• to object to any legitimate business interests processing;• to withdraw consent (only in respect of any processing which depends on consent);• to ask for your data to be updated or corrected (where it is inaccurate);• if we have carried out any automated decision making as part of recruitment practices, contest any such decision and ask for a human intervention;• ask for the client to stop processing for any reason or exercise their right to be forgotten;• ask for a copy of their information that they have provided to you electronically (such as their CV) in a portable format;• complain to the ICO.​External links from our site​From time to time we may include hypertext links to sites which are created by individuals and companies outside of our group companies. We do this when there is a particular relevance to the topic you're reading about. Whilst we endeavour to check that the content of these sites is suitable, we unfortunately cannot take any responsibility for the practices of the companies who publish the sites that we link to, nor the integrity of the content contained within them.​What if we update our privacy policy?​We do keep our privacy policies under regular review so please do check each time you use the site. You'll be able to read about any updates on this page - as soon as they happen.​If you have any questions or if you feel that we are not complying with the terms of this privacy policy please do contact us by e-mailing us at the following address dpo@certusrecruitment.com inserting the words ‘Privacy Policy Grievance’ in the heading.​This policy was last updated on Thursday 4th June 2020.

Supporting businesses going through transformation, managing a transition or completing animplementation, our contract services team understand the challenges associated with resourcingyour project. In addition to our knowledge of the technical functions, our understanding of projectmanagement methodologies and the project life cycle means we’re best place to identify the bestcontractors for your project.Recognising the importance of continuity, we ensure our contractors are managed and supportedthroughout the duration of your project, utilising the latest technologies to ensure a seamlesscontractor experience.

Put simply, we help technology businesses scale.

We're always keen to introduce great talent to our extensive network.

We're always looking to introduce great talent to our extensive network

We provide a bespoke, specialist recruitment service that adds real value to your organisation. We believe a truly great recruitment service is not about filling a vacancy, it&rsquo;s about helping you scale your business. On every occasion it&rsquo;s our job to identify the right candidate who, due to experience and cultural alignment, goes on to significantly contribute to the attainment of your organisations goals.

We provide a tailored, specialist recruitment service that adds real value to your organization. We believe a truly great recruitment service is not about filling a vacancy, it&rsquo;s about helping you scale your business. On every occasion, it&rsquo;s our job to identify the right candidate who, due to experience and cultural alignment, goes on to significantly contribute to the attainment of your organizations' goals.

Call Certus Now

Send a brief

Our specialist consultants can't wait to hear about your business!

Although we assess each application we receive, due to the volume of responses we are unable to respond to all enquiries personally.<a href="/au/jobs/" rel="noopener noreferrer" target="_blank">View all jobs</a>

Although we assess each application we receive, due to the volume of responses we are unable to respond to all enquiries personally.<a href="/jobs/" rel="noopener noreferrer" target="_blank">View all jobs</a>

Although we assess each application we receive, due to the volume of responses we are unable to respond to all enquiries personally.<a href="/us/jobs/" rel="noopener noreferrer" target="_blank">View all jobs</a>

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