NO ROCKSTARS ALLOWED

Our Values and What We're About

as told by our founder..

CS Global Talent was founded at the end of 2020, but its journey began back in 2007 when I started my career recruiting software engineers into the London Investment Banking sector.


You might be thinking, 2007, just before the Global Financial Crisis of 2008... great timing.


If you consider that great timing listen to this,  it started impacting the market in 2007 in the Credit Derivatives space, really hit all of banking in 2008 and then the rest of the commercial sector - just as I transitioned across out of Banking, into commercial sector - in 2009. So yes, perfect.


"2020 rings a bell too now you mention it" - you might also be thinking. You'd be right.


Businesses, and recruitment especially, is an industry that exists on the strength of its relationships with its customers. Not all recruitment agencies get that, but there is a lesson in seeing many of your peers in the industry - struggle, leave the industry, or close down. And others come out stronger, leaner and better.


During both these events, the businesses that did well, the people that survived and thrived understood the principle that recruitment, your business, is only as good as your relationships with your customers - not the company necessarily, but the people. The Individuals themselves.


If I had to put my finger on what has defined my career to date it would be that I understand the importance of that relationship. It's not about - where you work now? Are you hiring now? Are you looking for work now?


It's about being there when the time is right, with the right capability. About being able to deliver when you need to whilst about being a decent person to deal with, building a genuine partnership - taking a long term view, not a transactional one.

JUST CONNECTING GOOD HUMANS

What Does That Mean To You?

HOW things have changed since 2007. Software Engineers are the rockstars of today,
even though we officially stopped calling them that in 2015, along with a few other silly names. The software they build is at the forefront of all of our lives - whether we realise it or not.


They now make up most of a business’ technical function and the capability of those engineers - how they are supported and managed - largely dictates how successful a business and its products are. One of the biggest influences is the teams culture.


Just because someone is a rockstar doesn't mean they need to act like a diva. Just like how we stopped calling engineers rockstars ten years back, recruiters stopped 'hunting unicorns' and people recognised how important culture was to their success. So no more 'hunting unicorns', finding 'ActionScript Rockstars' or 'Symfony Ninjas'.


Just connecting good humans.


Recruitment at its foundation is a simple thing. Have a great network of candidates, who you know well, and can rely on. In a sector you understand. Then introduce them to another great network of clients who you have taken the time to know and have worked with for a long-time. That’s the DNA of a good recruitment business.


No gimmicks, and no prancing unicorns or diva-ish rockstars.


So..


Making the massive assumption that you'd probably like to look at information and data, rather then read even more history lessons from me. Take a look below.

1 : 1.3

CVS SENT vs INTERVIEWS

REQUESTED

3 : 1

INTERVIEWS CONDUCTED

vs OFFERS MADE

95%

OFFERS ACCEPTED &

PROBATION PASSED

95%

REPEAT CUSTOMERS

Market Leading Onboarding

Genuine End-to-End Service

With the absence of any rockstar divas, or unicorns prancing around the office we have what I am confident is - at 95% - market leading onboarding - which isn't something you will hear from a lot of agencies.


Continuing to work with everyone until the engineer is sat at their desk, being productive and happy in their role is key to us. We don't view our job as complete until that happens.


The CV vs Interview, and Interview Vs Placement is a key metric we monitor very carefully. The biggest thing here is you will never be sent a irrelevant CV, never sent to an irrelevant role and that the screening conversations will be done in enough depth to ensure you're maximising your time spent interviewing.


Finally, before an offer is made, we ensure all parties are happy and everything is in place and agreed so that when proceeding the process is as smooth as possible. The resignation process is coached through, consistent contact happens throughout the notice period and the probation period, so that the onboarding process is smooth and memorable for the right reasons.


Hopefully we'll get to work together on something in the future.


Speak soon,

James Macauley

Founder & Director

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