Our Talent is Finding Yours
Are you looking for a UK-wide recruitment agency? Based in Cambridge, and predominately recruiting in East Anglia and London. Kameo Recruitment specialises in permanent and fixed-term recruitment across the UK.
Jobs by Specialism
Maximise your job search experience by leveraging our six specialised areas to streamline and enhance your recruitment journey...
Our Happy Clients
We are proud to be a recruitment partner for many businesses across multiple sectors; we help them source talent from entry level to c-suite roles.
Our Latest Jobs
- London
- Full Time
- Permanent
- IT / Engineering
£53,000 - £76,000
- Posted
- Cambridgeshire, North Cambridge
- Full Time
- Permanent
- Commercial / Office
£25,000-£27,500
- Posted
- North Cambridge
- Full Time
- Permanent
- Finance
£35,000-£45,000
- Posted
- London
- Full Time
- Permanent
- IT / Engineering
£53,000 - £76,000
- Posted
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Why we're rated 5
I just have to give a huge shout out to Freddy for the amazing job he did in finding not just one but several fantastic new team members! Honestly, working with Freddy was such a breeze. He took the time to get to know our company and what makes us tick which made all the difference.
Sarah
Client
Claudine is off the scale amazing!!! She cares about you getting the right role, not just filling a position. Warm and caring, never rushes you off the phone and makes you feel like you are top of her list always. I’ve never known a recruiter like her, she is top notch! I cannot recommend her enough!
Laura
Candidate - Executive Assistant
Dan has been incredibly helpful throughout the interview process and has ultimately aided me in securing a fantastic job in marketing. Responses were always quick, so the process was super clear.
Claudia
Candidate - Marketing Executive
Claudine was absolutely brilliant throughout the recruitment process, helping to answer any questions I had and always being so welcoming and friendly. She took the time to listen to my requirements and really supported me through a time that can often be quite stressful. Getting my new job has been such a smooth process and it wouldn’t have been so easy without her help. I’d really recommend Kameo Recruitment and Claudine in particular! Thank you😊
Madison
Candidate - Customer Account Manager
Claudine approached me after finding my CV and managed to match me to the perfect job!
Daryl
Candidate - Deputy Sales Team Manager
Claudine was really helpful from start to finish. Replied quickly, always willing to answer questions and provided tips and support for the interviews. Was great.
Toby
Candidate - Account Manager
Daniel was brilliant and listened to what we wanted; we had great communication throughout the process. The candidates were well prepared and met the job requirements and skills. We always use Kameo, they do exactly what they say they will and have always delivered for us.
Warehouse Assistant
Client - Construction Industry
Freddy exceeded our expectations in finding our latest recruit. His personalised approach and dedication made the hiring process seamless and successful! We would definitely return to Kameo for our recruitment needs.
Production Operator
Client - Technical Manufacturer
My whole experience with Kameo Recruitment has been a positive one. I applied for a role and was contacted pretty much straight away! Dan has been absolutely fantastic with his communication and for sorting out this role for me. Everything has been fast-paced and efficient. Very happy with the level of service I’ve received in my job search.
Katherine
Candidate - Senior Marketing Executive
Dan saw my potential and reached out to me asking if I’d be interested in a project manager role. I took my chances and since then it’s been a smooth sail. Dan was ever so helpful with the interview process and gave me lots of tips and advice.
Niffla
Candidate - Project Manager
Very professional, friendly, and efficient. The candidates we’ve seen have also been very complimentary of Kameo. We’re looking forward to working with them again.
Receptionist & Customer Account Manager
Client - Manufacturing Industry
Claudine was so helpful right from my first enquiry. She called me shortly after applying to discuss the role in more detail and making sure it would be a good fit. Her communication through the entire process has been perfect, I couldn’t have asked for anything more! Thank you so much Claudine.
Amy
Candidate - Customer Account Manager
Claudine was my recruiter. They listened to my needs, sent me jobs relevant to my experience and recognised my value. Their communication has been incredible, going above and beyond with communications, as well as promoting me to the employers. The employer told me Claudine’s recommendation aided their decision. Thank you Claudine for all your support.
Natasha
Candidate - Project Administrator
I can’t praise Claudine enough. She made the whole job hunting process so much easier than I’d previously experienced. She was so kind and attentive and found me the perfect job. I could not be more impressed or happier having met her on my job seeking journey!!
Danella
Candidate - Office Manager
Freddy Rhead has great energy and communicated everything that was required, he made sure that my core values and the company’s core values aligned, I felt like I knew everything I could know regarding the company and felt confident through the whole process.
Brent
Candidate - Assistant Accountant
Dan was an absolute star from start to finish. His communication was quick, timely and professional. He guided me well throughout the process and it was good results all around. Highly recommended!
Louise
Candidate - Account Director
Dan has been great in helping get my role! From the interview to the onboarding process, he has been there at every step of my journey with my new employer.
Emily
Candidate - Account Executive
I have used Daniel as a recruitment partner in 2024 and he has done a fantastic job for us. He has found me two senior hires needing very specific experience. Daniel is excellent at communicating, he really has a great tech understanding – we tested it at the brief. In addition and one of the main reasons I go to Kameo, they listen, they partner and they absolutely understand culture fit as well as the right tech knowledge. Danny absolutely wants to find the right fit across all areas. Danny is not a fee chaser and CV thrower and if I had the budget I would immediately go to him (and Kameo) for all my hires! It is such an enjoyable process.
Senior Software Engineer
Client - Global Manufacturing Industry
I have nothing but positive things to say about my experience. Freddy has been a wonderful help throughout the process, with regular updates, support, and encouragement in droves.
Eleonor
Candidate - School Administrator
Claudine has been an absolute pleasure to work with, she has provided me with the relevant information, kept me up to date with everything that has been going on, and overall has been incredibly helpful. I have had the most stress free, organised and productive time of applying for a HR assistant role. Claudine is such a lovely, approachable and kind individual who completes her job to the highest standard.
Marissa
Candidate - HR Assistant
Freddy was absolutely brilliant, very kind, attentive and informative.
Georgia
Candidate - Administrator
No improvement needed with Dan on your team! He was quick responsive and answered all query’s I had! Thanks Dan
Roxanne
Candidate - Project Manager
Claudine provides exceptional service, we wouldn’t consider using anyone else to help us with our recruitment.
Customer Services Executive
Client - Manufacturing
I can’t rate them highly enough, they found me a job. Kyran was brilliant, he kept in contact with me the whole way through and after, one of the most caring firms I have dealt with. I love my job and can’t thank them enough. I even got some lovely cupcakes from them after I got my job 🙂
Emma
Candidate - Customer Service Administrator
Kameo was extremely quick to help us with our candidate search. Their communication was clear and also very quick, they updated us every step of the way. I would recommend them to anyone! Big thanks to Kyran and Sharon!
Finance Administrator
Client - Biotech Industry
Our Journey
Latest News
2024 has seen the UK IT recruitment landscape evolving at a rapid pace. Our industry is witnessing a fascinating interplay between technological advancements and shifting economic dynamics, reshaping how companies approach talent acquisition. We’re seeing firsthand how these changes impact businesses and job seekers alike, making it crucial to stay ahead of the curve in this competitive market.
In this month’s newsletter, we’ll explore the current state of the UK IT recruitment market and delve into the vital recruitment trends for the rest of 2024. We’ll examine how economic growth influences hiring patterns, the role of recruitment technology in streamlining processes, and the emerging strategies defining success in the recruitment industry.
Current State of the UK IT Recruitment Market
Economic Recovery and Market Growth
We’re seeing positive signs in the UK economy, with a strong 0.6% growth in the first quarter of 2024 – the highest among G7 economies. This recovery has had a significant impact on the IT recruitment landscape. Despite recent challenges, the job market remains robust, with over 1.7 million active job adverts. This indicates that hiring activity hasn’t declined as sharply as in previous recessions.
Impact of Skills Shortages
Skills shortages continue to be a significant concern in our industry. A staggering 68% of employers report increased workload on existing staff due to these shortages. This has reduced activity or output for 49% of businesses and decreased profitability for 38%.
Salary Trends in IT Roles
The demand for top talent has driven significant salary increases across the IT sector. On average, technology salaries are now 25% higher than in 2020. For instance, a Chief Technology Officer can earn between £113,899 and £210,276 annually. We’ve observed that salary has become the primary motivator for job changes, closely followed by work flexibility. This trend underscores the importance of competitive compensation packages in attracting and retaining top IT talent.
Key Recruitment Trends for 2024
Rise of Remote and Hybrid Work
We’re seeing a significant shift in work arrangements. Only 30% of UK companies are now working fully on-site, compared to 57% before the pandemic. Over 40% of companies have moved to a hybrid model, with 91% still having employees working this way. This trend meets employee expectations, with nearly 80% reporting satisfaction with their current work model. We’ve noticed that companies are generally flexible, with 59% requiring three days or fewer of weekly office attendance.
Emphasis on Diversity and Inclusion
Diversity and inclusion remain crucial business challenges. We’ve found that 92% of HR/TA/D&I teams consider it a focus in their company. Progress is being made, as seen in the changing makeup of FTSE company boards, but it’s inconsistent. Key areas to address include overcoming bias in recruitment, addressing intersectionality, and providing safe environments for employees to raise issues.
Growing Demand for Cybersecurity Professionals
The cybersecurity skills shortage is becoming increasingly evident. In 2023, 50% of UK businesses had a skills gap in basic cybersecurity. The global talent shortage could reach 85 million workers by 2030, causing approximately $8.5 trillion in unrealised annual revenue. Specifically, four million professionals are urgently needed to plug the talent gap in the global cybersecurity industry. We’ve observed that two-thirds of organisations face additional risks due to these shortages. To address this, there is a need to focus on attracting, training, and retraining cybersecurity professionals.
Conclusion
The IT recruitment landscape in the UK is undergoing significant changes, shaped by economic recovery, evolving work models, and persistent skills shortages. These factors impact hiring practices, salary trends, and companies’ strategies to attract top talent. As we move forward, the focus on diversity and inclusion and the growing demand for cybersecurity professionals will continue to shape the recruitment scene.
To stay ahead in this dynamic environment, businesses must adapt their recruitment strategies. This means offering competitive salaries, embracing flexible work arrangements, and investing in diversity initiatives. It also addresses the cybersecurity skills gap through targeted training and development programmes. By keeping these trends in mind, companies can position themselves to attract and retain the best IT talent in an increasingly competitive market.
At Kameo Recruitment, we stay at the forefront of the industry through constant revision of market trends and discussions with employers and candidates alike. If you want expert support with your IT recruitment, contact our specialists, Daniel Cordy or Kyran Livermore.
Recruiting Well During the Summer
Do you adapt your recruitment process to the seasons?
Summer is officially here! School is almost out for summer, and across the UK, millions are gearing up for staycations and vacations alike. While we might wonder if we’ve already had our share of sunshine in dear old Britain, don’t be deceived into thinking summer’s over—because it’s not! With it comes skeleton staff, more flexible hours, office BBQs, and stocked freezers of ice cream.
As much as we want you to enjoy and create lasting memories this summer, we also want to stress the importance of a fair recruitment process during the holiday season!
So, how do you maintain transparency and recruit fairly when half the office is on beach time? How can you make sure every applicant gets a fair shot at their desired role? Here’s your ultimate playbook for mastering fair recruitment this summer. After all, fairness isn’t just about ticking boxes—it’s about building trust and attracting a diverse mix of talent.
- Clear Job Descriptions (not just for summer, by the way)
Start with job descriptions that are as clear as the sunshine on a summer’s day! Outline everything from responsibilities to the must-haves like you’re writing a recipe for the perfect hire. Did you know, 82% of job seekers say that clear job descriptions improve their perception of a company? (source) So, skip the jargon and buzzwords—be crystal clear about what you need and watch those top-notch applicants roll in like waves on the beach!
- Transparent Recruitment Process
Assuming a candidate will wait for you to offer interviews is not the best recruitment strategy to adopt. We’d argue that you can’t get worse than a lack of transparency! So many still don’t quite understand how important it is; therefore, transparency could be your secret weapon during the summer recruitment frenzy. Spell out the steps, set realistic timelines, and show candidates you’re as straightforward as a perfect beach day forecast. It’s how you build trust, retain candidates, and ensure everyone’s on board for the sunniest hire of the season!
- Flexible Scheduling
Recognise that during the summer holiday season, candidates’ schedules can be as unpredictable as the British weather. Offer flexibility in scheduling interviews to accommodate their commitments and ensure everyone has equal access to opportunities. After all, it could be the difference between sealing the deal and starting the search all over again!
- Keeping new hires engaged over the summer holiday
It’s always important to keep a new hire engaged. The period between offering the job and the candidate’s start date can be fragile and uncertain for the candidate. During the summer, this period might be longer due to holidays and skeleton staff. It’s wise to ensure you don’t bring on a new team member when you’re unable to provide them with an excellent onboarding experience. Did you know? 69% of employees are more likely to stay with a company for three years if they experience great onboarding (source).
Our top tips for maintaining engagement!
- Regular communication – a simple email, text or phone call makes a difference a) it ensures the candidate is happy b) you can spot the red flags quicker, should they arise
- Send welcome messages from the team they’ll be working in or for smaller companies from the entire workforce, this helps the new recruit feel part of the team from the get-go!
- Can you share the employee handbook, relevant online courses, lunch and learns or reading material that will help them get excited about the new role
- Virtual meet-ups or project previews – this will depend on the role they’ll be doing and/or if your business organises virtual meet-ups. Equally, you might be able to switch this out for something your business does offer.
- Customised onboarding plan which includes key dates for their diary e.g., upcoming team events they’ll be part of. The people they’ll meet or learn from on their first day and include links to their LinkedIn profiles. Again, this just increases familiarity and helps the new starter feel welcome and part of the team!
By following the above, you can ensure a fair and engaging recruitment process that stands up to the challenges of the summer season.
So, will you be adapting your recruitment process for the season?
Is there a simple answer to combatting employee disengagement in the UK?
Are you disengaged at work? Or can you identify the people who are? Not only is it a pressing issue in the UK but disengaged employees are having a profound economic implication on the UK economy; in 2023 low employee engagement cost £257 billion, this figure is close to the whole budget allocated to running the entire NHS in 2022. Shocking right?! This astronomical amount underscores a critical challenge for businesses and the economy at large.
What is Employee Disengagement?
Employee Disengagement can look like many things, from decreased productivity and innovation to high turnover rates and increased absenteeism. A workforce that feels disconnected from its organisations missions and goals may feel disengaged. A combination of poor workplace culture, ineffective leadership, lack of career development opportunities and sub-standard communication channels are contributing factors to employee disengagement. The £257 billion annual loss represents a substantial drain on the economy, highlighting the urgent need for proactive measures to address this issue.
How to Combat Employee Disengagement…
- Check-in on your work environment
Does your business promote open communication? Is there a good level of trust between management and employees? How well are employees supported? Employees who feel valued and respected are two fundamental components of a positive work environment. Achieving this is possible through a simple feedback loop (discussed below) and serves as a great starting point for businesses that need to address engagement levels or want to ensure their workforce remains engaged.
- What budget have you assigned to leadership development?
Effective leaders drive employee engagement. When was the last time you sent your leaders on a course or offered them an opportunity for professional growth? Good leaders motivate and inspire teams; while some of these skills are innate, others can be developed. The ability to set clear expectations, provide constructive feedback, and recognise and reward achievements may come less naturally but can be significantly enhanced through learning and development opportunities. Investing in your leaders’ development ensures they have the tools to push on with a motivated and engaged workforce.
- Career maps are key!
If an employee can see an opportunity to grow and advance within an organisation, they’re likely to feel engaged and motivated too! Do you have a buddy or mentor system? This is often an appointed individual, following a similar career path, who can support and motivate employees at work. Do you sit down with your employees and focus on their aspirations? What training do you offer and how ready are you to send your employees on a training course should they ask? Is there an individual learning and development budget? If not, is this something you can look at? Investing in the career development of employees demonstrates a commitment to them which in turn increases retention and improves engagement.
- Enhance Employee Wellbeing
We know investing in employee wellbeing can feel like a significant cost, particularly to smaller businesses. However, there is an abundance of evidence suggesting that investing in employee wellbeing, particularly where mental health is concerned, can yield a positive return on investment. Where budgets are too tight to invest, all businesses should be actively encouraging breaks and promoting the importance of a good work-life balance. How does your business address issues related to stress and burnout? What do you offer when it comes to wellness? How are you promoting and demonstrating a good work-life balance?
- Let’s circle back around…
Feedback loops are pivotal. Without a feedback loop strategy in place, how can an employer identify areas of improvement? Implement anonymous surveys, conduct focus groups, and encourage open dialogue to better understand what is influencing engagement levels within the business. From there, employers can adapt and strategise accordingly.
- Reward and Recognition
We cannot stress this enough: when employees are acknowledged and rewarded for their contributions, it reinforces a culture of appreciation, motivates individuals and encourages employees to continue aiming for high performance. Rewards and recognition are simple and free (or very inexpensive if you decide to assign some budget to them). Simple verbal praise, commendations from colleagues and career advancement opportunities (including pay increases!) are a few simple, yet effective ways employers can show employees that they are both seen and valued.
In a nutshell, focusing solely on your bottom line could be costing you thousands. By building an engagement strategy that promotes and prioritises well-being, businesses can mitigate the substantial economic costs associated with low engagement levels. Even if you’re thinking, “our employees might be disengaged, but I can’t see them leaving,” remember that even if they stay, it is still in your best interest to deploy an engagement strategy. When employees are engaged, your business reaps the benefits too. If you are confident in your existing engagement strategy, consider auditing it and asking the employees who directly benefit from it. It’s as straightforward as 1+1=2. After all, no one wakes up in the morning aspiring to feel disengaged or unfulfilled. Investing in employee engagement is not just a business strategy—it’s a commitment to the wellbeing and happiness of your workforce. Can you afford not to make that investment?
Read more Kameo news here.
5 Things You Can Do to Prevent Employees Experiencing Burnout
Did you know more than 8 out of 10 employees are at risk of burnout this year, according to the 2024 Global Talent Trends report published by Mercer?
Defining Burnout
The World Health Organization (WHO) recognise burnout as a state of physical and emotional exhaustion. It can occur when you experience long-term stress, for example, working a stressful job.
Perhaps this isn’t you, so why should you care about how to prevent it? We all know stats speak for themselves and in a research report carried out by Mental Health UK it was revealed 91% of adults in the UK reported they experienced high or extreme levels of pressure or stress at some point in the past 12 months. So, if you’re in the lucky 9% the likelihood of you working with, living with or simply knowing someone who will experience burnout this year is significantly high.
What does this mean for business?
We’ll try and keep this short and to the point – believe us there is a lot to say on the matter but let’s begin here: the evidence of stress and pressure among adults in the UK underscores a critical issue that businesses cannot afford to ignore. We know it’s tempting to dismiss burnout as an individual problem; however, the impact extends far beyond the individual to affect entire organisations. To that end, we also live and breathe in a people-first world (like it or not!) and when employees are under constant pressure and stress, their productivity, creativity and overall performance suffer. This, in turn, can lead to decreased efficiency, increased absenteeism, and higher turnover rates within companies.
What can businesses do?
In today’s fast-paced and competitive business environment, organisations must recognise that the well-being of their employees is not just a “nice to have” but a strategic imperative. Companies that prioritise employee wellbeing and actively work to prevent burnout are more likely to attract and retain top talent, have a positive work culture, and ultimately achieve long-term success. By investing in programmes and initiatives aimed at reducing stress and promoting work-life balance, businesses can create an environment where employees can thrive, leading to improved performance, innovation, and overall organisational resilience.
5 things you can do to prevent employees from experiencing burnout.
- Promote Frequent Rest Breaks – encouraging regular breaks isn’t about kindness – it’s about mental rejuvenation. Studies confirm that short breaks boost productivity and creativity. Businesses prioritising this culture support well-being and drive innovation. Sustainable success means working smarter, not harder.
- Encourage Work-life Balance – hardly brand-new information but for those who think they have it, do you? A good work-life balance is crucial to preventing burnout, it recognises individuals’ holistic needs. Balancing work and personal life encourages well-being and resilience. Time outside work renews energy and supports meaningful connections. Prioritising work-life balance boosts job satisfaction, reduces turnover, and enhances productivity. If you answer emails outside of work hours, doom scroll through LinkedIn (need we remind you this is first and foremost a professional network?), have an unused holiday allowance at the end of the year, find yourself either considering or genuinely prioritising something work-related over your family or friends then your work-life balance is not harmonising my friend.
- Promote Mental Wellness– Mental health is more than just a personal matter—it significantly impacts our workplaces and economy. In the UK, ill mental health costs a staggering £117.9 billion annually, with over £100 billion of that amount falling on England alone (source). Gone are the days of leaving our personal lives at home; our thoughts and feelings follow us into work, influencing our productivity and success.
That’s why Mental Health Awareness is crucial in the workplace. Normalising conversations around mental health is the first step. Encourage openness and provide resources like counselling services and mental health hotlines. Flexible work arrangements can ease stress, while a supportive culture of empathy and understanding is crucial to well-being. Workshops on stress management and mindfulness empower employees to prioritise their mental health. By investing in mental wellness, we create environments where employees feel valued, supported, and able to thrive.
- Empower Employees – This one is achievable for all businesses – and the benefits are two-fold while it is key to preventing burnout it also comes free or at minimal cost to a business.
When employees feel empowered, they have a sense of ownership over their work and are more motivated to succeed. Two simple, yet effective ways to empower your employees: show them trust and give them your time. - Recognise & Reward Effort (give credit where credit is due) – acknowledging people for a job well done and celebrating both small and large wins alike. This includes praising individuals for tasks or responsibilities that are essential to their role. By offering recognition, we affirm the value of their contributions, making employees feel seen, appreciated, and motivated to continue their efforts. Therefore, reducing the chance of burnout, decreased productivity and so on.
While implementing all of them may not be feasible, simply being aware of burnout, its causes, and how employers can prevent it is a crucial first step toward creating a healthier work environment which ultimately reduces the risk of burnout at work.
And, for those stat lovers among us here’s a little stat set for you to soak up (over your lunchbreak 😉)
- 87% of employees who take daily lunch breaks show increased job satisfaction (source).
- 55% of employees want to work for a company that actively supports their mental health – this percentage has doubled in the last 10 years (source).
- People between the ages of 24 to 44 are twice as likely to prioritise work-life balance over salary (source).
- 96% of employees believe showing empathy is an important way to advance employee retention (source).
- Only 22% of managers strongly agree that their companies provide them with the tools and understanding of how to recognise colleagues effectively. (source).
- 82% of employees are happier when recognised at work (source).
If you’re still asking why is understanding, recognising, and doing more to prevent burnout important? Simply, when recruitment budgets are tightening or being wiped out entirely, and filling jobs isn’t as easy as it was five years ago looking after your teams has never been more important.
Had enough of hearing from us but still intrigued by the topic? Nobody says it better than Mental Health UK.
Read more from Kameo here.
