Our approach to recruitment is different

A structured process from candidate attraction through to selection that typically involves 70-100 hours of work (don’t worry, we do most of it!)

We understand the recruitment needs of SMEs

We’ve worked with directors and senior executives within SMEs for over 10 years and have developed a good understanding of what type of people “get stuff done”.

Recruitment that helps your reputation

Our process gets amazing feedback from candidates and leaves them with a positive view of your company and the way you do business

Average hours spent on each recruitment


Candidates still in role after 1 year


Clients who used us to recruit again

Average number of applicants per vacancy


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Get a deeper understanding of our process and our latest thoughts and insights on recruitment.


What is the price?

Recruiting at a senior executive level can be a costly exercise.  Our service is priced to reflect the hours of work required (typically 70-100 man hours)  to ensure that you get to see and test the best candidates.

We charge on a fixed fee basis (rather than hefty percentages) that is payable regardless of whether a candidate is selected or not.  This means we’ve not a got a vested interest in fobbing you off with any old candidate just to get a fee.  We want to make sure you get to see the best available.  If we do have to re-advertise the role, we’re happy to have a grown up chat about the fee structure as some of the work may not need to be repeated.

Typical Agency Approach

Based on 20% starting salary for £50k role
  • CVs sent across
  • Some phone support

What Our Clients Are Saying

Don’t just take it from us, let our clients and candidates do the talking!

We used Wellmeadow for the recruitment of a number of senior roles within our business.  We were impressed with their process to help define the role, manage the selection of suitable candidates to interview, and the design and implementation of an assessment centre.  All of our directors were involved in different aspects of the assessment centre which helped us to form a much clearer view of each candidate’s capabilities before making a decision.  Many of the candidates also commented that they had enjoyed the process.

I’d happily recommend Wellmeadow to any business looking for a professional, personal and analytical approach to recruitment and selection”

Managing Director, Midlands-Based Manufacturer

“Thank you for your honest and constructive feedback.


We tried to do much the same when I had my spell in recruitment but it is sadly rare.


I wish you well and am confident given your approach that you will find the right candidate. “

Stewart W

Operations Director Candidate

“We have used Wellmeadow to help us recruit into our growing Private Client department. They took the time to understand both our business objectives and the type of candidate that would fit into the team.

Andrea went the extra mile when it came to selecting candidates for us to interview and was a great help throughout the recruitment process.

We’ve ended up with a superb candidate who will help us to take our business forward.”

Director, Solicitors (West Midlands)

Frequently Asked Questions

How are candidates attracted to my vacancy?

Campaign Management

The first phase of the process is to establish your requirements, understand the current team and provide assistance (as required) with defining the role, person specification and job advert.  As part of this process we often undertake a behavioural profile of the board or team who will be working with the successful candidate.  This helps us gain an insight into how the team dynamics might work when introducing a new member.

Once we have defined all the various elements of the role, we manage the placement of adverts across the most frequented online job boards.  We then manage all of the candidates through the initial application phase through the use of a tailor-made online questionnaire.

We provide regular communication on the campaign’s progress to make sure you’re always kept informed of the latest updates.

How are applicants screened to ensure I get the best candidates for the role?
All applicants must complete a detailed online questionnaire which is used to narrow down the field based upon pre-agreed criteria. The top candidates at this stage are then reviewed in more detail through CV reviews and analysis of their questionnaire responses. The resulting long-list of candidates are then reviewed with you to make sure we’re on the right track.

Once we’ve agreed a long-list (normally around ten candidates), we telephone interview each candidate to explore their experience, background and character in more depth. The results of this stage are once again reviewed with you with a view to short-listing the top four candidates to take forward to an assessment centre.

What's involved in selecting the best candidate for the role?
Once a short-list has been agreed (normally consisting of four candidates) we design an appropriate assessment centre.

Typically, these are held at your premises to enable the maximum number of your team to participate in the event. The usual format involves the following elements:

• Tour around the facilities to introduce your company to the candidates
• CV-based Interview
• Behavioural Interview (based on the same behavioural profile technique used to analyse the team the candidate may be working with)
• Case Study (tailored to suit the role)
• Numeracy and Literacy tests
• Candidate Review

Each interview typically lasts 45 minutes and is conducted by two people. Often, Wellmeadow will be involved in the interviews alongside your team to help manage the day and offer an external perspective.

A comprehensive review and analysis of all the candidates is then performed with all the interviewers present to help decide on a successful candidate (if there is one identified).

Can you help out with negotiations with the successful candidate?
The simple answer is yes!

Once an offer has been made to the successful candidate, we can offer support with contract negotiations, counter-offer coaching and anything else that may crop up.

We can also offer to meet up with the successful candidate three-to-six months into their role to get feedback on the company, culture or anything else that new employees often notice. We can facilitate feeding back any comments or insights raised to the appropriate people.

In addition to the above, we can provide ongoing support with respect to mentoring or coaching to help get the best out of your team.

Do you have a candidate privacy notice?
Of course…

GDPR Candidate privacy notice (UK)

Wellmeadow Limited Limited is a “data controller”. This means that we are responsible for deciding how we hold and use personal information about you. You are being sent a copy of this privacy notice because you are applying for work with us (whether as an employee, worker or contractor). It makes you aware of how and why your personal data will be used, namely for the purposes of the recruitment exercise, and how long it will usually be retained for. It provides you with certain information that must be provided under the General Data Protection Regulation ((EU) 2016/679) (GDPR).


We will comply with data protection law and principles, which means that your data will be:

Used lawfully, fairly and in a transparent way.
Collected only for valid purposes that we have clearly explained to you and not used in any way that is incompatible with those purposes.
Relevant to the purposes we have told you about and limited only to those purposes.
Accurate and kept up to date.
Kept only as long as necessary for the purposes we have told you about.
Kept securely.

In connection with your application for work with us, we will collect, store, and use the following categories of personal information about you:
The information you have provided to us in your curriculum vitae and covering letter.
The information you have provided on our application form, including name, title, address, telephone number, personal email address, date of birth, gender, employment history, qualifications, experience.
Any information you provide to us during an interview.
Information that you supply to us for use in personality profiling.
Aptitude test results.
We may also collect, store and use the following “special categories” of more sensitive personal information:
Information about your race or ethnicity, religious beliefs, sexual orientation and political opinions.
Information about your health, including any medical condition, health and sickness records.
Information about criminal convictions and offences.

We collect personal information about candidates from the following sources:
You, the candidate.
Recruitment agencies and job boards, from which we collect the following categories of data: CVs and contact details.
Your named referees, from whom we collect the following categories of data: Job titles and length of service.
Credit or background checking entities, to confirm credit details or qualifications.
The following data from third parties is from a publicly accessible source: social media presence.

We will use the personal information we collect about you to:

Assess your skills, qualifications, and suitability for the role or work.
Carry out background and reference checks, where applicable.
Communicate with you about the recruitment process.
Keep records related to our hiring processes.
Comply with legal or regulatory requirements.
It is in our legitimate interests to decide whether to appoint you to the role or work since it would be beneficial to our business to appoint someone to that role or work.

We also need to process your personal information to decide whether to enter into a contract with you.

Having received your CV, covering letter and your application form, we will then process that information to decide whether you meet the basic requirements to be shortlisted for the role. If you do, we will decide whether your application is strong enough to invite you for a telephone interview. If we decide to call you for a face-to-face interview or assessment centre, we will use the information you provide to us at the interview to decide whether to offer you the role. If we decide to offer you the role, we will then take up references before confirming your appointment.

If you fail to provide personal information

If you fail to provide information when requested, which is necessary for us to consider your application (such as evidence of qualifications or work history), we will not be able to process your application successfully. For example, if we require a credit check or references for this role and you fail to provide us with relevant details, we will not be able to take your application further.


We will use your particularly sensitive personal information in the following ways:

We will use information about your disability status to consider whether we need to provide appropriate adjustments during the recruitment process, for example whether adjustments need to be made during a test or phone interview or assessment centre.
We will use information about your race or national or ethnic origin, religious, philosophical or moral beliefs, or your sexual life or sexual orientation, to ensure meaningful equal opportunity monitoring and reporting.


We envisage that we will process information about criminal convictions.

We will collect information about your criminal convictions history if we would like to offer you the work or role conditional on checks and any other conditions, such as references, being satisfactory. For particular roles, we are entitled to carry out a criminal records check in order to satisfy ourselves that there is nothing in your criminal convictions history which makes you unsuitable for the role. In particular:
The role requires a high degree of trust and integrity since it involves dealing with company accounts and so we would like to ask you to seek a basic disclosure of your criminal records history.
We have in place an appropriate policy document and safeguards which we are required by law to maintain when processing such data.


You will not be subject to decisions that will have a significant impact on you based solely on automated decision-making.


We have put in place appropriate security measures to prevent your personal information from being accidentally lost, used or accessed in an unauthorised way, altered or disclosed. In addition, we limit access to your personal information to those employees, agents, contractors and other third parties who have a business need-to-know. They will only process your personal information on our instructions and they are subject to a duty of confidentiality.

We have put in place procedures to deal with any suspected data security breach and will notify you and any applicable regulator of a suspected breach where we are legally required to do so.

How long will you use my information for?

We will retain your personal information for a period of 12 months after we have communicated to you our decision about whether to appoint you to the role or work. We retain your personal information for that period so that we can show, in the event of a legal claim, that we have not discriminated against candidates on prohibited grounds and that we have conducted the recruitment exercise in a fair and transparent way. We also retain your information so that we may contact you in the event that the position is vacant or work available again and we would like to reconsider your application. After this period, we will securely destroy your personal information in accordance with our data retention policy.
If we wish to retain your personal information on file, on the basis that a further opportunity may arise in future and we may wish to consider you for that, we will write to you separately, seeking your explicit consent to retain your personal information for a fixed period on that basis.

Your rights in connection with personal information

Under certain circumstances, by law you have the right to:
Request access to your personal information (commonly known as a “data subject access request”). This enables you to receive a copy of the personal information we hold about you and to check that we are lawfully processing it.
Request correction of the personal information that we hold about you. This enables you to have any incomplete or inaccurate information we hold about you corrected.
Request erasure of your personal information. This enables you to ask us to delete or remove personal information where there is no good reason for us continuing to process it. You also have the right to ask us to delete or remove your personal information where you have exercised your right to object to processing (see below).
Object to processingof your personal information where we are relying on a legitimate interest (or those of a third party) and there is something about your particular situation which makes you want to object to processing on this ground. You also have the right to object where we are processing your personal information for direct marketing purposes.
Request the restriction of processing of your personal information. This enables you to ask us to suspend the processing of personal information about you, for example if you want us to establish its accuracy or the reason for processing it.
Request the transfer of your personal information to another party.
If you want to review, verify, correct or request erasure of your personal information, object to the processing of your personal data, or request that we transfer a copy of your personal information to another party, please contact Andrea Richardson in writing.

Interested? Get in touch!