Permanent recruitment
Find carefully matched people for long-term roles. Bridge & Talent supports employers with permanent recruitment across Nottingham and the East Midlands.
Build a team with the skills and motivation to stay. Bridge & Talent supports considered recruitment for permanent roles, starting with a clear understanding of the work, your team and the expectations on both sides.
A clear brief makes a better hire
Tell us why you are recruiting, what success looks like and which skills are essential. We discuss salary, location, working arrangements and the interview process so candidates can make an informed decision. A useful brief distinguishes requirements from preferences and avoids excluding capable people unnecessarily.
From initial conversation to an offer
- Understand the role. Agree responsibilities, experience, practical requirements and a realistic timetable.
- Consider the shortlist. Review relevant experience and motivations against the same criteria.
- Prepare for interviews. Share the process, coordinate feedback and clarify outstanding questions.
- Confirm the next step. Support offer discussions and agreed onboarding arrangements.
Support for candidates
Look for a role that fits your working life as well as your CV. Review the vacancy details, keep your profile accurate and tell us about your location, availability and career priorities. Applications through the job board are saved privately in your account.
Questions employers often ask
What should we provide first?
A job description, salary range, work location, essential skills and the decision makers involved. If the brief is still taking shape, start with the problem the new hire needs to solve.
Can you promise a hire by a fixed date?
Timing depends on the role, candidate availability and your selection process. Agree a realistic plan during the initial conversation; this page does not guarantee an appointment or a particular outcome.
How are fees agreed?
Any fees, replacement provisions and commercial terms must be set out in a separate written agreement before a paid search begins.
Build a role brief people can understand
A long list of skills is less useful than a clear account of the work. Describe the decisions the person will make, the team they will join and the problems they will need to solve during their first few months. Separate essential experience from skills that can be learned.
- Practical fit: explain the location, working pattern, travel and any genuine on-site requirements.
- Reward and responsibility: give a meaningful salary range and explain the scope of the role.
- Selection: decide who will interview, what evidence they need and how feedback will be shared.
Make selection useful on both sides
For employers, consistent questions and clear assessment criteria make candidate comparisons more useful. Prepare the interview team before meeting people, and avoid asking candidates to repeat the same conversation without a purpose.
For candidates, prepare examples of relevant work rather than rehearsed general answers. Ask about the team, the priorities of the role and how success will be assessed. Raise questions about salary, location or working arrangements early enough for both sides to make an informed choice.
Before a permanent appointment
Check the offer details, proposed start date, notice period and any conditions before making commitments. Employers should explain their own onboarding and checks; candidates should confirm what is still outstanding. Recruitment support helps organise these conversations, while the employment terms remain for the employer and candidate to agree.
Start your next permanent search
Share a role or ask about the next step for your team in Nottingham and the East Midlands.