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Helping you find the brightest talent

  • FR PRO & Darts Corner

    We partnered with Darts Corner, Europe’s biggest caterer of darts equipment for pros & amateur players providing a comprehensive selection of high-quality equipment from various brands. We assisted Darts Corner with their ambitious plans to expand into the US market by recruiting a Senior E-commerce Manager, who had extensive knowledge of the sports retail industry.To support Darts Corner on this large-scale recruitment project we:Met all candidates to ensure they were the right culture fit and held the required skills and capabilitiesVisited the office to ascertain the culture and to replicate the commute candidates would embark on as the role would be office-basedAs the E-commerce team was an undeveloped area for the business, we guided them on salary and overall packages, providing similar examples from companies across the North West, to tailor a package that will suit their business needsProduced a fully interviewed shortlist of high calibre candidates meeting with the Commercial Director on a weekly basis to ensure they met his needsThe detail:Hired and onboarded the candidate within the agreed 4 week timeframeSuccessfully recruited an experienced candidate who has already implemented & executed plans from the outsetConducted extensive market analysis to ensure the benefits package on offer was competitive and advised on necessary amendments (hybrid working was implemented on our recommendation)

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  • CurrentBody

    We partnered with CurrentBody, a high end luxury beauty business as they looked to hire a number of new heads following the in-housing of a number of critical skills from an external agency. We successfully recruited across e-commerce, digital, CRM and marketing.Business ChallengesThe location of the office in Alderley Edge was slightly challenging as many target candidates did not drive or have access to a car. Secondly, the requirement to be in the office 4 days a week was slightly off putting. Therefore, we had to ensure we emphasised the great culture, progression opportunities and shuttle bus the business provided to staff based in the city centre.Our Approach & SolutionsSet up a team of 4 dedicated recruitment consultants, headed up by a Recruitment DirectorConducted a thorough regional search to secure niche talent, particularly trading professionals with native languages, such as German and SpanishProvided salary benchmarking to ensure the packages were competitiveRegularly met and liaised with hiring managers to provide recruitment updates and insights and to ensure the processes moved quicklyLeveraged our extensive network to engage with established candidate relationships and gain recommendationsOur ResultsSecured a number of integral hires across several verticals within the business within agreed time framesSeveral hires were secured within 5-7 days from the initial briefing callsAssisted the business with a cost saving exercise to in-house skills as opposed to outsourcing to a costly external agency

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  • Awaze

    Awaze is the largest managed vacation rentals and holiday resorts business in Europe, which brings together some of the continent’s most trusted travel brands. After the turbulent few years with the Covid pandemic, Awaze bounced back stronger than ever and had some pretty impressive growth targets to hit to catch up from the previous couple of years. Performance Marketing sat at the heart of this proposed growth, and as such required support over a 6 month period with three new Paid hires, one role having a requirement of fluent Dutch language skills.Business ChallengesPPC / paid search is an incredibly competitive candidate short and technical market to recruit within, and as such candidates with ‘hands on’ paid media experience are very difficult to come by with the market being so saturated with these vacancies and so little candidates available to fill them. Coupled with a slight air of reluctance to work within the Travel industry which was hit so hard throughout the pandemic, this wouldn’t be an easy, straightforward fill. Paid candidates with no secondary language skills are extremely difficult to come by, candidates that have a secondary European language such as Dutch are incredibly rare to secure.Our Approach & SolutionsWe met with the Talent Acquisition Lead to gain a deeper understanding of the roles, see the office space so we could ‘live and breathe’ Awaze’s company culture as much as possible, enabling us to really ‘sell’ the incredible culture effectively to candidatesWe capitalised on our existing networks and exclusive talent database, leveraging relationships we had already established within the Paid Media market across the North WestConsidering the North West Dutch speaking PPC market was close to non-existent, we conducted an extensive search to identify both passive and active candidates across the whole of the UK through wide-spread headhunting methodsWe advertised the roles on specific job boards and utilised LinkedIn to attract suitable candidates, reaching out to candidates who were likely to be happy and settled in their current role and so difficult to engage with, so ensured our advertising methods and direct approaches were clear, concise and really sold the Awaze proposition in at every opportunityThroughout the recruitment process, we maintained regular daily or weekly communication with the client, providing updates on our progress and sharing information about the candidates we were engaging with at every opportunityOur ResultsWe secured 3 candidates (including one Dutch speaker), all of whom were outstanding culture fits for the business, 2 of which have been in their roles for 3-6 months now and have had nothing but exceptional feedback from the Paid Media Manager, with one more starting soon.

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  • Castore

    We partnered with Castore, a high growth premium sports retailer, as they looked to bolster their digital offering. As part of our ongoing relationship, we have hired extensively across their ecommerce, trading, digital and marketing teams. Hires included the Head of Digital, PPC Manager, SEO Manger, Affiliates Manager, Paid Social Manager, Retail Marketing Manager, CRM Manager and numerous Trading Executives, International Trading Executives and CRM Executives.Our Approach & SolutionsMet with the Marketing Director and subsequently the newly appointed Head of Digital to provide team structure advice, insight into the market and salary surveysWrote the job specifications and brand pack and executed a compelling advertising campaign, which created a lot of excitement in the marketUsing the latest technology, provided real time insight into the candidate pool, shortlisted candidates, and candidate credentialsRegularly met with the hiring managers to provide recruitment updates, facilitate next stages, and ensure the relationship remained open, honest and transparentOur ResultsOn boarded all hires within the agreed time frames and at a reduced costConducted an extensive market mapping exercise to ensure we secured the best talent to help Castore realise their growth ambitionsGenerated a number of speculative candidates as a result of the dual branded campaign, many of which were also on-boarded as part of a fast tracked recruitment pipeline

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  • Eurocamp

    Eurocamp, a leading family holiday provider, were undergoing a period of rapid growth, expanding their sites from 150 to over 400 across Europe. To effectively support this expansion, they required multiple Product Marketing Executives who could quickly familiarize themselves with the content for the new holiday destinations.Business ChallengesFirst, the urgent need resulted in difficulties with notice periods as it was vital that they were able to start the role with immediate effect or as little notice period as possible. Additionally, the location of the office posed a hurdle as it was not easily accessible by public transport, requiring candidates who could drive and commute a few days per week. This presented an additional barrier for junior candidates, as many juniors do not drive.Our Approach & SolutionsComprehensive Consultation: We met with the Head of Marketing and Marketing Director to gain a deeper understanding of the roles and the calibre of talent they were seekingLeveraging Our Network: Given the time-sensitive nature of the assignment, we capitalised on our existing networks and exclusive talent database, leveraging relationships we had already establishedExtensive Local Search: Considering the office's location, we conducted an extensive search to identify both passive and active candidates in the local areaTargeted Advertising: We advertised the roles on specific job boards and utilised LinkedIn to attract suitable candidatesOngoing Communication: Throughout the search process, we maintained regular communication with the client, providing updates on our progress and sharing information about the candidates we were engaging withOur ResultsOut of the 8 candidates presented to the client, 6 were selected for a 1st stage interview after a detailed meeting to discuss each candidate's strengthsFollowing the 1st stage interview, 4 candidates progressed to the 2nd stageUltimately, 2 candidates were offered positions. One was an entry-level candidate seeking her first marketing role, while the other was a more experienced professional looking to transition into the travel industryWe successfully negotiated salaries that exceeded the candidates' expectations. In fact, the client was so pleased that they offered both candidates a complimentary holiday

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  • Incursion

    A bespoke cyber security consultancy who provide security auditing, penetration testing and tailored reporting founded by 2 former armed forces personnel who embarked on a career in cyber security. A senior member of the Forward Role team successfully placed them in their initial security positions several years ago.Fast forward to the present where they have transitioned from candidates into well-established clients, they once again sought our assistance, this time in helping them to achieve their mission of building their own successful security team. At this exciting point of growth they were on the hunt for a Business Development Manager who had a proven track record of winning new business within the cyber security world.Business ChallengesAs the founders came from a cyber/military background they weren’t sure where to begin with their search within the world of sales. They had little knowledge of the cyber sales industry and what would be attractive to sales professionals.As the company was in start-up phase the budget for the role wasn’t huge, meaning that they had a tricky brief on their hands, hoping to find the perfect candidate with strong understanding of the cyber security sales world whilst not costing them too much.​Our Approach & SolutionsConducted a database search of our entire network of cyber security sales professionals who we have connected with in the past. Reached out to see their stance on a new and exciting opportunityMet regularly with the founders to discuss exactly what it was they were looking for. This included after each interview to discover what it was that they liked about the candidate and what they didn’t to help the future searchProvided continuous feedback and market updates throughout the process to the hiring managers, working closely with them to ensure that interviews, offers and salary negotiations ran smoothlyOur ResultsWe were able to provide a fantastic candidate, with over 10 years of industry experience, from initial brief to accepted offer in just over 3 weeks.

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  • FR PRO & Regatta

    We partnered with Regatta, a privately owned outdoor clothing business, as they entered a period of digital transformation. With ambitions to ensure their online capability was generating half of overall business revenue, their digital team needed a complete overhaul and a significant number of new hires. We supported in the recruitment of over 50 new roles across E-commerce, Marketing, Digital, Technology and Design.To support Regatta on this large-scale recruitment project we:Set up a team of 10 dedicated recruiters headed up by an Account DirectorIntegrated the Regatta careers page with a Forward Role micro siteInvested in real time recruitment technology (Live List) to provide real time analytics and enhance the hiring managers recruitment experienceReleased a regional dual branded advertising campaign to attract passive and active candidates and create an inbound flow of candidatesThe detail:Hired and onboarded staff within set time frame and at a reduced costBecame an extension of the business by integrating our recruitment technology and conducting weekly sessions to analyse, discuss and streamline the recruitment processSecured a number of integral hires across the senior leadership team including - Group Digital Director, Digital General Managers, Group Head of Conversion and Analytics, Group Head of Marketplaces, and Group Product LeadWe provided a Green Talent Solution and the hires through us has resulted in 320 trees planted, 508 tonnes of nature - based carbon offsets and 1.35 tonnes of ocean - bound plastic waste captured & recycled

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  • Brillband

    An internet service provider start-up were looking to develop a product to provide a better service than the traditional providers across the UK and Europe.They use a Modern Rust tech stack and were looking to add an engineer with Rust experience to join as their first hire under a new head of software development.Business ChallengesThe main challenge presented was finding an experienced developer within a small talent pool of Rust developers across the UK who was looking to join such an early stage start-up project.Our Approach & SolutionsWe kept in constant contact with Brillband’s CEO and Head of Software throughout the process. Not only to get full understanding of the technical requirements for this role but to also delve deeper into the working culture they wanted to foster within the businessWe conducted a full search of the UK Rust market. Presenting the role to both active and passively searching candidates with both commercial and personal experience with RustWe found that due to some layoffs following the crypto market crash that there were a good number of candidates actively looking for new opportunities with relevant experience. We spoke to every candidate interested to assess their fit for this roleAfter interviewing and assessing all of these candidates from a technical and cultural standpoint we presented Brillband’s Head of Software & CEO with 4 candidates who had strong Rust experience and were excited by the project at handWe liaised with the head of software and the CEO to organise interviews. Providing both candidate and client feedback afterwards and helping Our ResultsWe were able to find Brillband a candidate that was immediately available, an excellent culture fit that had the relevant experience and able to grow with the company within 3 weeks of the initial meeting.

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  • Forest Holidays

    Partnering with the CTO, we were asked to support on an urgent requirement where they required a Business Analyst to support on a critical programme for their website.​Business ChallengesThey needed a niche skillset in a very short amount of time, and finding someone with industry experience was key to the success of the role.Our Approach & SolutionsWe met and took a detailed brief on what was required from this candidate and also worked closely with the business to educate and determine on the IR35 status for this roleKnowing the talent pool was small and they required the skillset urgently, we discussed a candidate who was known to Forward Role who we agreed would be perfect for the roleWe met with the candidate following the briefing and had an interview booked within 24 hoursOur ResultsThe candidate was interviewed, offered and accepted within 24 hours of the briefing.Both the client and candidate appreciated the speed of the search and the candidate completed the contract successfully.

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  • FR PRO & Iceland

    We collaborated with Iceland Foods, a multi-billion pound online & high street supermarket, to implement a new E-commerce team across their 2 largest Online Categories, Frozen & Chilled. We supported with 5 new hires: 2 E-commerce Managers, 2 Online Merchandisers & 1 Digital Product Manager.To support Iceland on this large-scale recruitment project we:Set up a team of 2 dedicated recruiters headed up by an Account DirectorLeveraged cutting-edge recruitment technology to successfully identify and attract top-tier candidatesMet all candidates to ensure they were the right culture fit and held the required skills and capabilitiesProduced a fully interviewed shortlist of high calibre candidatesThe detail:Hired and onboarded staff within set time frame and at a reduced costSuccessfully recruited critical personnel for 2 multi- million pound categoriesConducted extensive market analysis to ensure the benefits package on offer was competitive and advised on necessary amendmentsProvided organisation charts from similar sized businesses to help identify skill gaps and pipeline future recruitment needs

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  • Riviera Travel

    Working with the then CIO, we were asked to support on urgent requirements on a transformation programme within the business, where they required two Business Analysts with niche skillsets to work on discovery to support their future programme plans.Business ChallengesGiven the complexities of the programme, they required candidates with extensive knowledge of their subject matter of which the talent pool was small.Our Approach & SolutionsWe met and took a detailed brief of what was required and went out to market to find them the candidates required to fulfil the rolesWe spoke with both immediately available and active candidates within our networks who provided us with referralsWe worked to the pace required to onboard the candidates, and agreed timelines for CV to placementOur ResultsWe provided CV’s within 24 hours – with this being a niche urgent role, we found 3 candidates, 2 of which were offered and acceptedThe process itself was complete within 72 hours. Both candidates have received incredible feedback on post placement reviews, and we met on a 6 weekly basis with the client to ensure the milestones were being hit by the candidatesSince then, we have been a close partner on their transformation programme and have supplied multiple contractors on it, as well as supporting from a permanent basis

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  • Transpennine Express

    Working with their Head of PMO, we partnered to bolster their PMO function to support on a critical programme.The Hiring Manager wanted to see candidates who were capable of quickly integrating within the team and could rapidly add value and governance to the programme.Business ChallengesWith Rail being such a niche industry, the talent pool of candidates who had previous industry exposure is small.Our Approach & SolutionsWe met with the Hiring Manager to take a detailed brief on the programme they were required for. We made sure to get a detailed understanding of the type of skillset required, but also the type of candidate who could fit into the teamWe found an experienced candidate who we used as a benchmark against the additional hires to ensure quality with every submissionWe took detailed interview feedback and post placement reviews to understand the qualities that were making the candidates successful in the role, and to ensure they were happy with the level of support required from the agencyOur ResultWe supplied them with 3 candidates initially, all of whom were interviewed and 2 who were offered for the 2 positions required.Since then, we have worked closely with Transpennine to support other programmes in the business, and have forged strong relationships across the teams.​

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  • FR PRO & Domino's

    We partnered with Domino’s as they embarked on a period of aggressive growth to significantly transform their digital offering. Hiring across their UK & Ireland HQ in Milton Keynes and their newly acquired digital hub in Manchester, we supported in over 30 Permanent and Contract hires across Digital, Acquisition, CRM, Product, Data, Analytics & Insight and Brand.​To support Domino’s on this large-scale recruitment project we:Set up a team of 7 dedicated recruiters headed up by an Account DirectorReleased a nationwide dual branded advertising campaign to increase awareness of Domino’s digital journey and to create excitement in the market and a subsequent inbound flow of candidatesUtilised market leading recruitment technology to effectively headhunt the best talentStreamlined the interview process by conducting all first stage interviewsHandled several confidential roles with the upmost sensitivityThe detail:Hired and on boarded staff within set time frames and at a reduced costSecured integral hires for the digital road map including : Head of Digital Product, Head of Digital Analytics & Senior Performance Marketing ManagerBecame an extension of Domino’s Talent/HR team and implemented the breadth of our Assist+ product when hiring a record number of contract hires, conducted IR35 assessments and managed all contractor paperwork, insurances and paymentFacilitated industry events with key note speakers from Domino’s to encourage market awareness, especially across the North of England

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  • Paessler AG

    Germanys largest provider of IT & IOT monitoring technology was looking to migrate their legacy code from a C++ / Delphi tech stack to a Rust focused stack as they looked to make their products work faster and efficiently.The Hiring Manager wanted to add 2 Senior Software Engineers with experience in code migrations, Rust and Delphi.Business ChallengesFinding someone with the relevant Delphi experience provided the biggest challenge. A language that hasn’t been in regular use since the early 2000’s meant finding candidates with experience particularly challenging.Our Approach & SolutionsMaintained regular contact with Engineering Directors, internal talent team and maintained expectations throughout the processCompleted a full market search across Germany and proactively headhunted candidates with Rust experience from both commercial and personal projectsAttending online Rust meetups to meet with passive candidates, build rapport and present the role to themCollated a longlist of suitable candidates and promptly interviewed them to get a handle on their technical suitability as well as cultural fit within the new teamPresented 8 strong candidates to the hiring managers and internal teamProvided feedback and market updates throughout the process. Supported the internal team during offer management to ensure both client and candidates were happy with the resulting offerOur ResultsWe were able to provide 2 experienced candidates with experience in both Rust and Delphi to join the team within 7 weeks of initial meeting.

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  • PGL

    A well-known kids holiday, adventure and activities company were looking to grow their head office change team by 3 to help capitalise on continued success and improve internal processes and systems.The hiring manager wanted to see experienced Business Analysts and Project Managers with great attention to detail, experience working on specific IT systems and a proactive attitude to solving problems through technology.Business ChallengesThe company location provided the biggest challenge, along with finding candidates who had specific industry experience.Our Approach & SolutionsVisited the offices and met with multiple managers across the business to not only see the culture and working environment first hand but get a much better understanding of the opportunity on offer, the business as a whole, the commute, the office environment and the type of person that would fit inDue to the location and requirements of the search, an extensive search of both passive and active candidates within the local area was needed - utilising our networks, our database, job advertising and marketing campaigns, recommendations, LinkedIn and specific job boardsDue to the lack of active candidates within the area - Targeted headhunting was essential, where we reached out to people working at specific companies within the same industry within commuting distanceCompiled a longlist of suitable candidates, met and interviewed everyone interested in proceeding and produced a shortlist of the best candidates in the market.Provided feedback and market updates throughout the process to the hiring manager, working closely with her to make interviews, offers and salary negotiations all went seamlesslyOur ResultsWe were able to find 3 experienced, local candidates, who really bought into the company ethos within 4 weeks of our initial meeting.

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  • Sykes Cottages

    Sykes Cottages, a leading UK vacation rental agency was looking to recruit a Head of Performance Media to own and manage the development and deployment of the overall performance marketing strategy.The remit of the assignment was to find proven Head of Performance level candidates from relevant consumer brands, with a track-record of leading sizable paid media teams and delivering on high impact projects.Key to the role was finding someone who was a capable and proven leader who would empower and invest in their teams to achieve high performance; growing overall company bookings, acquiring and retaining qualified leads all whilst continuously improving ROI.Business ChallengesPerformance Marketing as a whole is an incredibly tough, candidate short market from Executive straight through to Head of / Director Level, meaning this needed a full headhunt-style approach in a market that is notoriously difficult to secure talent within. Not only is the Google Ads, Paid Social, Display & Programmatic skillset in huge demand with low supply, this candidate needed to possess incredible drive and commercial skills with sophisticated multi-channel experience.Our Approach & SolutionsIdentify key Performance Marketing / Paid Search individuals within leading consumer brands with a proven record of growth, effectively a North-West wide market mapping and research assignment to find the best candidate available in the marketMarket Mapping, Research and Headhunt campaign identifying passive senior talent from relevant target businessesA database search of the FR Executive senior Performance segments in the UKA compelling advertising campaign across forwardrole.com, aggregators, national and niche job boards and social media channels to identify any active job seekers in the spaceOur ResultsSecured an incredible Head of Performance Media, who met the team management, strategic and culture fit requirements perfectly. Delivered within an eight week period.

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  • Pacific International

    Rapid-growth International Search business looking to hire their first in-house Marketing resource to help drive continued expansion in European and US markets.​The Group CEO wanted talent with a proven track record of producing high-quality thought leadership campaigns targeting and resonating with C-suite executives in Fortune 500 businesses.​Also, someone who would be able to lead in the implementation of the marketing strategy.Business ChallengesThe business ideally wanted candidates from an Executive Search Background who’d be prepared to work primarily from the Wimbledon Office.The need to knit into the team and understand the verticals implicitly meant remote and generous hybrid working couldn’t be offered which narrowed the pool hugely in the post-pandemic market.Our Approach & SolutionsIdentified a competitor target list across the UK and approached current or previous employees with the applicable background.Worked with the CEO to identify other professional services businesses with a strong pedigree in producing best in class B2B contentUtilised our extensive recruitment network to seek recommendations.Researched and targeted businesses within Pacific’s verticals to offer another possible area of talentCompiled a longlist of suitable candidates, thoroughly briefed and interviewed everyone interested in proceeding, then produced a shortlist of the best candidates in the market.Our ResultsWe secured an outstanding Senior Marketing Manager with extensive recruitment software experience and a very strong history of producing corporate content, all within 8 weeks.

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  • Erlang Solutions

    Rapid-growth Tech consultancy business looking to replace current Head of Marketing who was leaving at short notice.The CEO wanted talent with a proven track record in the tech sector and who could manage challenging internal stakeholders across five global business units.They also needed to be capable of communicating the benefits of complex technology to a non-technical audience, whilst also managing a team of three in a remote-first model.Business ChallengesThe business needed candidates from a tech sector background who’d be prepared to work remotely, but with regular trips to London, Europe and the US. The budget and timescales were tight.​Our Approach & SolutionsConsulted with the Talent team and advised that they’d get better value from candidates based in the NorthIdentified a competitor target list across the UK and approached current or previous employees with the applicable backgroundWorked across our extensive Tech sector network to engage with candidates at the correct level and seek recommendationsCompiled a longlist of suitable candidates, thoroughly briefed and interviewed everyone interested in proceeding, then produced a shortlist of the best five candidates in the marketOur ResultsWe secured an excellent Head of Marketing with extensive tech sector experience within a month and an immediate start date due to recent redundancy.The candidate also had the requisite senior stakeholder management experience having been a Marketing Director before but was now looking for a better culture fit.

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  • The Very Group

    The Very Group is the multi-brand online retailer behind Littlewoods.com and Very.co.uk. The home shopping giant, based in the Speke area of Liverpool, boasts one of the most sophisticated ecommerce and UX teams on the planet.Forward Role help The Very Group to attract the best permanent and interim talent in the region and worked with them on their Employee Value Proposition (EVP) for their UX department, conducting an extensive paid research project.The researchThe Very Group launched its own UX Lab two years ago and it is widely considered to be a leader in the UX field in the North West. This research was commissioned by the group to identify key trends in the North West UX talent market to improve their EVP within the UX team.Key findings46% of UX professionals surveyed spent less than two years in their previous roleBusiness culture and quality of work are the top drivers for UX professionals when choosing a new organisation74% of UX professionals surveyed did not plan for a career in UX and only 2% studied a UX related degree.As a result of the research project, Forward Role proposed that The Very Group needed to engage their UX talent audience proactively. A new event was born; UX Cubed. Forward Role worked with The Very Group to populate and run a 120 person UX event at their Speke Head Offices and on a number of initiatives to link up with future talent through closer links with local universities.What The Very Group say about Forward Role"Agencies that embrace added value services like this are the true recruitment partners for companies in 2017. Absolutely love that you helped our UX team make this event happen and showcase UX in the North West. #ForwardRole #ShopDirect #UX"Comment on a Forward Role LinkedIn post by Simon Halkyard, Leading Talent Acquisition for Shop Direct (now The Very Group."I've worked with Tom at Forward Role over a number of years to recruit multiple UX Design professionals. His ability to find candidates that are both personable and passionate about the field of UX is second to none. All of the recruits he's helped source have been a pleasure to manage and to work with, which is a testament to Tom's excellent skills in the field of UX recruitment."Alex Kelsey - Product Owner at Shop Direct (now The Very Group).

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  • Missguided

    Missguided is one of the UK’s fastest growing online fashion retailer. It boasts celebrity endorsements by Nicole Scherzinger, the Kardashians and Pamela Anderson and saw sales jump 75% to over £200 million in 2017.The business approached FR Executive to recruit three key roles:Head of DigitalHead of EcommerceHead of CRMStrategy and DeliveryWorked with the Marketing & Trading Director to scope role salaries.Mapped the UK market for best in class talent in the above specialisms.Used an executive search methodology to create a highly targeted shortlist. Worked with the CEO on talent pooling strategy.ResultsAll roles successfully filled within the proposed 6 weeks.Candidates placed from Graham & Brown, Mama’s & Papa’s and AutotraderWhat Missguided.com say about usI recently chose Steve and FR Executive to carry out an Executive Search assignment for two key members of my Missguided senior team. Steve was the natural choice because of how well connected and knowledgeable he is in the digital space. It’s great to find a recruiter as passionate about finding great candidates for my team as I am. We’re delighted with the hires we’ve made and the service we received.Victoria Betts – Marketing & Trading Director at Missguided

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  • Sorted

    One of Manchester’s most exciting technology businesses, Sorted is building revolutionary delivery software and consumer apps that will change the face of delivery forever.During 2017 we worked with Sorted, on a business critical project to source 37 permanent and contract IT staff within 6 months.StrategyThis large scale recruitment project meant we had to:Set up a dedicated delivery team – including 2 new Forward Role hires.Invest in niche IT sourcing channels; GitHub, Stack Overflow etc.Invest in new sourcing technology; Sourcebreaker and additional LinkedIn functionalityCreate an inbound flow of talent for the business via social campaigns and online PR developed in house.Think differently – We ran a ‘coding club’ event hosted at our Head Office, targeting difficult to find web developers.Delivery and resultsSat on-site with the Sorted recruitment teamAttended interviews and coached team leads on interview technique37 successful hires of new IT staff Added ValueClient retention is very important to Forward Role, so we have a dedicated programme set up for our loyal clients to ensure we keep our 100% retention record.Having successfully delivered on the first phase of Sorted's recruitment project, we were delighted to host a Summer BBQ for their employees to thank them for their loyalty and custom – and to help the new team bed in.

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    The Amazon Effect: Revolutionising Marketing, Digital, and Tech Recruitment

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    What is Data Science & Why is it Important to Stay Ahead of The Latest Trends?

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