When we are successful in being chosen to support your organisation, we recommend a timely face to face meeting to set the parameters of the campaign in detail, agree input from each business and confirm timescale of processes.

Together, we design and agree the content and timescales for information pack to be provided to all applicants including job and person specifications if needed.

We have developed a strong voice in the housing market. Our Head of Marketing & Communications allows us to engage with housing professionals across all social media platforms. This digital strategy enables us to achieve wide coverage and will ensure the opportunity reaches our target audience

We are proud to attest that much of our success is built around the relationships we have built and the high level of recommendations from our trusted advisors in the market. This search option now includes our robust professional social media networks. This varied, extensive combination allows us to reach out to a diverse and wide-ranging pool of potential candidates.

When carrying out initial interviews, our project team will be assessing candidates’ skills and knowledge against pre-agreed questions, questioning around their career aspirations and motivations and understand their level of interest and commitment to the opportunity.

Utilising the questioning put together with you, we will carry out first-round technical interviews on site at your offices or at a suitable location locally. Post interviews, we will present a shortlist of applicants to you who have scored against our assessment criteria, given us confidence in their commitment to the organisation and who we know have the required skill level to deliver the role effectively.

We understand the importance of your organisation’s reputation in the marketplace as well as the danger of hiring a candidate without sense checking their delivery style and capability from those they have worked with, and for previously. We therefore put emphasis on this part of the process to carry out our due diligence.

We have longstanding relationships with testing companies and internally, we have a qualified practitioner in the administration and interpretation of SHL Testing. We can utilise SHL Testing Suite, a Chartered Occupational Psychologist or Meyers Briggs MBTI Personal Impact Reports when necessary and where they would add value to the recruitment process.

We will design and deliver a thought-out and relevant final interview or assessment day with you. We can have as much or as little input on the day as pre-agreed. We can be as creative or established as the situation, role and attraction dictates.

We always work hard to manage expectations and participate in contract negotiations, critically, at offer stage management. We will work with you to ensure that the offer is made, and the successful candidate supported through the decision-making process into the notice handling

We have invested heavily in helping to answer the sectors need for empowering and coaching future leaders. Part of our work around this is to pledge a follow up service to unsuccessful candidates to help them understand why they were unsuccessful for your role and offer feedback on the process and testing, face to face with a Greenacre representative.

Every partnership that Greenacre are part of is treated as a learning opportunity. Post offer, we would expect a meeting with you to discuss the process we have delivered and any feedback both parties have.

The design and planning stages include: Understanding – The reasons and thinking behind an interim recruitment solution. Identifying – The key objectives and deliverables. Agreeing – The specific expertise required, timeframes, budget and IR35 status

We have proven expertise and an acute awareness of market conditions in addition to a well-established network of talented interims and consultants who operate across the full scope of the housing sector. We are aware that the housing sector encompasses commercial and not for profit thinking and there is a need to engage with out of sector talent. Our network reflects these complex demands. We have identified talented experts who can bring new ideas and ways of working and we place emphasis on continuing to build this talent pool.

We work to your pace and we ensure you are kept updated every step of the way. We will always provide honest feedback on market conditions to consult with you on the best available options to deliver the brief. We put emphasis on managing the reputation of our clients, as well as our own. Effective due diligence is crucial to managing reputational risk and we will work with you to avoid any hiring mistakes.

We put emphasis on managing the reputation of our clients, as well as our own. Effective due diligence is crucial to managing reputational risk and we will work with you to avoid any hiring mistakes.