Our Talent is Finding Yours

We're recruitment experts with offices in Cambridgeshire and Suffolk, recruiting throughout East Anglia and London, we specialise in Sales, Marketing, HR, Finance, Commercial / Office Support & Technical Recruitment.

Employers: Got a job opening?

Jobs by Sector

Recruitment can be a time consuming and daunting process, but it doesn’t have to be – let Kameo Recruitment take away the hassle of finding your next recruit!







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


Kameo Recruitment is pleased to be recruiting for a Administrator to join a flexible and supportive office team within this manufacturing business. Under general guidance from the Club Assembly manager,...

£22,000 - £23,000

Kameo Recruitment is pleased to be recruiting for a Customer Service Administrator to join a country-wide design & manufacturing company based in Brandon, Suffolk. This is an excellent opportunity to...

£24,329 pro rata

Kameo Recruitment is looking for an Administrator (term-time) to work within a well-established school in Cambridge city centre. Our client is seeking an enthusiastic and professional administrator to cover reception/front...

£41,000 - £48,000

Kameo Recruitment is searching for a Head of Research & Evaluation to join a fantastic charitable establishment based in Cambridge. This non-for-profit organisation provides research, intelligence, and innovation services...

Looking for Talent?

We’re a specialist recruitment agency committed to making a difference; when you partner with us you become part of our story – find out how. 

Looking for a job?

We hope to eliminate the unnecessary stress looking for a new job can cause; send us your CV and allow us to do the job searching for you! 

Why we're rated 5

Excellent service as expected. Claudine understood the brief and delivered. 10/10

Office Coordinator


Faultless, informative the best agency that I used! Very supportive and were responsible for me getting my perfect match job.


Candidate (Office Position)

Sharon is an extraordinary recruiter who has had a profound impact on my journey. Her unwavering belief in my abilities has been incredibly motivating. Her meticulous preparation, exceptional communication, and friendly approach make working with her an absolute pleasure. What truly sets Sharon apart is her genuine interest in you as a person. So goes beyond the role of a recruiter, showing sincere care for your growth. Her constant support and enthusiasm are palpable, making me feel like she’s genuinely cheering for your success. She’s not just a recruiter; she’s a remarkable example for all recruiters to emulate.
Massive thanks to Sharon and the whole of the Kameo Recruitment team!



Candidate (Marketing Position)

In my experience the service could not be improved: the response to my enquiry was very fast; the understanding of our company’s requirements was excellent; the quality of the CVs was what we required and suited the role’s brief.

Office Operations Manager


Claudine has been an absolute pleasure to speak to. I have enjoyed her upbeat conversations, level of detail in spoken and written comms. She truly cares about both the companies she’s promoting and the candidate which creates a wonderful recruitment experience for all. Thank you so much you are the best recruiter I’ve ever worked with!


Candidate (HR Position)

The entire experience was great. Dan has been very supportive and always available when I needed him. Would be happy to use your services again in the future.


Candidate (Sales Position)

Sharon and Claudine are fantastic in providing a professional, knowledgeable and friendly service. After being in close contact, first with Sharon and then with Claudine, I was offered a suitable position with a new employer after two weeks. I would definitely highly recommend Kameo Recruitment to all my contacts looking for new jobs.


Candidate (Customer Service)

We were extremely impressed with Kameo Recruitment. They were professional, efficient and totally understood the type of candidate we were looking for. Their screening process was outstanding and only sent through CVs that were worthy of serious consideration. I would highly recommend Claudine and the team.

Business Administrator Position


I have really enjoyed working with Dan on recruiting roles for us. He has been excellent at sharing great candidates who have all been great fits for the role. I also felt like I wasn’t inundated which is a positive thing and meant that Dan had already done the work to filter out any unsuitable candidates. Dan is always quick to respond and clear with communication.

Senior Project Manager


Excellent service from Claude, great selection of candidates and supportive throughout the process.

HR Manager


Dan was very helpful and a great communicator between the company and myself. I never felt out of the loop but still had the time to think through my choices without feeling under pressure.


Candidate (Marketing Position)

Kameo has been great, from initial contact, through the interview process to my landing the perfect role. I highly recommend Kameo for all your recruitment and career needs.


Candidate (Executive Assistant)

I’m very pleased with the service I received from Kameo Recruitment, who were very professional, and efficient with their services. I was notified throughout the process of my application and interview stage.


Candidate (Administrator)

Claudine took the time to get to know me, the business and the role before firing over any old CV. The communication was excellent from start to finish.

Finance Administrator


The experience with Kameo was brilliant from the moment I contacted them regarding the job opening, to the information I received about my interview, and finally to receiving the job offer. The staff at Kameo are understanding and encouraging – they take the time to get to know candidates and clients, it is carefully considered recruitment!


Candidate (Membership & Engagement Manager)

Claudine was absolutely wonderful and made the experience of finding jobs and attending interview way less daunting, she was always free to offer support or listen to any worries i had. She got feedback from my interviews promptly which helped put me at ease throughout the process. A generally lovely person who has made what can be a scary process rather enjoyable.


Candidate (Customer Service)

I had a great experience and the advice provided greatly aided me in obtaining my position.


Candidate (Project Co-Ordinator)

Daiane has excelled on all fronts finding three superb candidates, arranging for their interviews rapidly in a professional manner. My original plan was to hire one engineer, but she has done such a good job that I may have to hire two. My business partner rarely complements, concerning Daiane, he stated, “Daiane is very good, she found arranged interviews with three superb candidates and wasted no time.

Engineering Position


Dan is super proactive and very good at communicating. The recruitment process for this position was filled quickly and efficiently, and we are very pleased with the service received as well as our future employee! It’s also really nice to have little added extra from the Cameo team like the pen, post its and car air freshener (proudly hanging in the company car)

Marketing Agency

Client (Account Manager)

Misha’s professionalism, enthusiasm and encouragement were second to none. She really listened to my needs and thoughts. I haven’t started the job yet but I’m excited to begin as it seems like a great fit.


Candidate (Editorial Administrator)

Misha was incredible in helping me find a job on short notice. She was so helpful through the entire process, giving interview tips and afterwards calling me to talk through how it all went. She was very uplifting and positive and I ended up getting a position I didn’t think I would have chance of getting! Absolutely recommend Misha and Kameo recruitment.Misha was incredible in helping me find a job on short notice. She was so helpful through the entire process, giving interview tips and afterwards calling me to talk through how it all went. She was very uplifting and positive and I ended up getting a position I didn’t think I would have chance of getting! Absolutely recommend Misha and Kameo recruitment.


Candidate (Digital Content Assistant)

I spoke to Misha earlier on in the year and found her to be very professional, knowledgeable and great at her job. The position at the time wasn’t something I wanted to follow through with and decided on taking time out to complete the course I was doing. Once completed and on noticing a position advertised I contacted Kameo overnight and by 8am the next day Misha was on the phone, by early afternoon an interview was arranged and by the following week I was offered the position. She filled me with great confidence and actually having an agency that has your back and doesn’t just treat you as a cv is amazing. Due to my line of work I use agencies and this experience has forged a partnership for the future.


Candidate (Office Manager)

Being made redundant after 22 years with my employer could have been a very stressful time for me. Having worked with Claudine previously, her professionalism and support shone through as always, and I can’t thank her and Kameo enough for helping me find the perfect role for this new chapter in my career.


Candidate (Office Manager)

Had a great experience with Kameo. Dan was super helpful and at hand all the way. He was in communication with me throughout the process, and set up the interviews super quick. An all round smooth and successful experience!


Candidate (Marketing Operations Manager)

Claudine is a credit to Kameo Recruitment. Very professional, knowledgeable, super friendly and reassuring. I applied for a job via Reed and the same morning Claudine contacted me for another position that she believed was more suitable. 4 days later I accepted a job offer with great opportunities. Claudine understands matching your skillset to the Clients’ requirements and is very encouraging and supportive when discussing all matters. Claudine is on hand via the phone and email throughout the process and I would 100% recommend Kameo and especially Claudine if you are looking for your next opportunity.

Office Manager


Sharon listened to our needs and found a great group of candidates for us reflecting everything we required. We now have a new team member who encompasses everything we discussed. Thank you for your support!

Life Science Company

Client (Commercial Analyst Position)

Sharon was great from to start to finish. Hugely supportive and always believed in me, gave me great confidence and reassurance when applying throughout the whole process. Thanks Sharon.


Candidate (Customer Service & Finance Assistant)

I’m super grateful to Claudine for all her help and advice. Thank you so much.

HR Professional


Our Journey

When it began
Roles filled
Clients worked with
Repeat clients
Roles filles with one company
Roles filled with one client

Latest News

Begin your New Year with a Bang… Hire New Starters Now! 🎇

It’s all about the maths! ➗

Did you know? The average interview process in the UK takes about 27.5 days to complete, that’s just over 5 weeks 😲

If you’re reading this on October 5th there are only 57 working days between now and Christmas Day.

3 questions for you. …

Are you thinking about hiring in January? ❄️

Why are you waiting until then? 🤔

Could you start the hiring process today? 😃

Below you’ll read why your future self will thank you for starting the hiring process in Q4!

  1. Your Q4 hire will be settled in and hopefully ready to hit the ground running in Q1.
  2. You’ll have reduced competition (the beginning of the calendar & fiscal year are typically the busiest hiring periods, so beat the rush!)
  3. Minimise Disruption
  4. Training and onboarding
  5. Lead Time

Your Q4 hire will be settled in and hopefully ready to hit the ground running in Q1!

Like it or not throwing someone in at the deep end and assuming anyone can hit the ground running from the get-go is wrong. Your new hire may have several years of experience doing the role already or maybe they’re just starting their career journey; in both cases one thing is certain, they will need to familiarise themselves with your business, the systems, and colleagues!

Each of these things takes time so we’d always suggest a “baby steps” approach to start with by giving each new employee time to settle, adjust and adapt to the culture of their new surroundings. It can take anywhere from three to six months to fully settle into a new job. If you hire in November, you’re looking at full steam ahead by February or April. Alternatively, wait until January and spend Q1 in the “baby steps” stage. (This period of the calendar year also coincides with the beginning of the fiscal year). Do you want to be in Q3 before they are fully settled???

You’ll have reduced competition (the beginning of the calendar & fiscal year are typically the busiest hiring periods, so beat the rush!)

Increased jobs on the market, plus a lack of candidates, could mean your vacancy sits open for a while! In January the recruitment sector usually experiences a “January jobs rush” and an influx of candidates jumping on the “new year, new career” band wagon. Research shows businesses are hiring at a much faster rate than they were a year ago, the number of jobs advertised in August 2023 was robust, and every region in the UK experienced growth. There were 28.8% more new jobs on the market than in August 2022 (Recruitment Market Update, September 2023).

Q4 is a unique window of opportunity to access top-tier talent, capitalising on this timing can help your business secure exceptional candidates who may be unavailable in the new year and/or face other competitive offers!

Minimise Disruption to your business / office / individual teams.

Remember when you were a kid, and everyone wanted to say hey to the new kid?! Well, that mentality extends well into our adult lives. Good thing too, it’s important to be inclusive!

But this may cause some disruption to your business as people spend more time introducing themselves and/or supporting the onboarding process. Now we know not all industries experience a slightly slower pace in the lead up to Christmas but if your business is one of them wouldn’t it be worthwhile to get this process done and dusted ahead of the Christmas break?

In addition, the new employee can overcome the information overload and lack of work / responsibility often associated with the first week or two. They will also have the chance to immerse themselves into the company culture, especially if you’ve got a Christmas party planned! Because there’s no such thing as a stupid question, we’re sure you’re no stranger to the sheer volume of questions every new hire can fire at you.

In short, hiring new employees can disrupt the workflow and productivity of existing teams. Plan ahead and complete the hiring process in Q4 ensuring you minimise disruption during the busy and ambitious period of the new year.

Training and onboarding

Planning for and hiring in Q4 allows you to coordinate training and onboarding activities, this ensures new employees are well-prepared to contribute to the organisation from day one of the new year.

Are you familiar with the 4C’s of onboarding? See here for our top tips!

Come January those November hires will be onboarded & relatively well internationally into the company culture, ensuring they are fully prepared to contribute effectively from Q1 onwards.

Lead Time

Coming full circle!

We began by discussing how lengthy a process taking on a new hire can be! It’s a multi-step process which involves writing a job advert, posting said job advert across multiple channels to enhance exposure and maximise the candidate market. Once CVs begin trickling through, you’ll need to contact applicants to arrange an interview or two (maybe even 3!) – to reiterate all of this can take 5 weeks, sometimes less sometimes more!

A few things to bear in mind 🧠

  • On average hiring managers interview 6 candidates for every 1 vacancy
  • On average a job applicant will meet 3 members of the employer’s staff (if they make it through the entire interview process)
  • The average job interview process has 2 stages & the average length of time per interview is 30-35 minutes.
  • Do the maths here: for your individual business, how much time is it going to take you to interview everyone? Now if time is money, is this the best use of your time in January, or is doing it early just what the productivity Doctor ordered? 🤔

(All stats from StandOutCV May 2023)

Give your business the gift of a new employee this Christmas! 🎁

Making a hire in the fourth quarter will enable you to thrive in Q1 and stay competitive, it’s about strategically positioning your company for the year ahead. The decision to go ahead and write that job description this month will address your staffing needs and positively impact your long-term success and 2024 goals.

Well, what are you waiting for?

How is Business Development Evolving?

Staying on top of the latest industry trends, news, software etc. feels like a full-time job at times! Fortunately, we’re here to do the hard work for you and in this article, we’ll be discussing all things Business Development!

Business Development has and continues to go through a remarkable transformation, we’re more rapidly seeing a huge shift from a traditional focus on sales and partnerships to a dynamic strategy encompassing market insights, innovative collaborations and harnessing cutting-edge technologies. Through the wonder of technology, the globe is fully connected, and business development has evolved into a multifaceted discipline that emphasises customer-centric approaches, data-driven decision making and the ability to respond to an ever-changing market!

It’s no wonder that the industry continues to boom; with a UK growth rate of 7.2% between March 2022 and March 2023 we’ve drawn the conclusion that businesses need to stay on top of BizDev trends to ensure they can continue to hire top sales / BD talent!

The pandemic changed the “BD Game Rules” forever. Long gone are the days where you scroll through the database and start calling; according to Forbes the average sales professional should have “an average of 10 or more [sales] tools to deliver on pipeline targets.” How many tools does your sales team have at their disposal?

Examples include CRM System e.g., Salesforce, Zoho or HubSpot, Sales Engagement Platforms e.g., HubSpot or MailShake, Lead Gen & Prospecting Tools e.g., SalesLoft, Sales Analytics & Reporting e.g., HubSpot or Zoho, Predictive Analytics Tools e.g., SAP Analytics Cloud, Contract Management e.g., DocuSign or Adobe Sign, Sales Performance Management e.g., Zoho, Virtual Meeting and Comms Tools e.g., Zoom or Microsoft Teams, Sales Training & Onboarding Platforms e.g., Allego

(We promise this is not affiliate marketing BUT we do want to provide you with some examples of brands you may recognise!)

All the tools mentioned above must be considered in their own merit, taking into consideration their integration capabilities (many of the above examples provide more than one function and could be a 3 in 1 tool) and how user-friendly the tools are. Is business growth on your horizon? Each of these things will influence the tools you select.

Try before you buy & get the team involved too!

A few other things to consider…

Has your BD team got the right tech stack?

It’s not an easy choice, the options are endless, and your tech stack needs to change as your business develops. There doesn’t seem to be a right size fits all and of course, everyone selling their product claims it’s the best! Not to mention choosing the wrong tools could cost you huge amounts of money! So, how do you choose what works for you?

A brief definition of tech stack: a collection of tools, platforms, apps, and software that a company uses to build its products, carry out its business operations and monitor performance metrics.

Here’s a mini guide to help you choose the tech stack that works for you!

  1. Define Business Objectives – What are your goals, and current and predicted challenges? E.g., expanding market reach.
  2. Assess your requirements – Consider factors like scalability, security, integrations, user experience and data analytics. Create a list of essential features and functionalities your tech stack should address.
  3. Research & then research some more – Read case studies, look at what your competitors are doing (if possible), consult with experts and stay up to date with emerging trends and innovations.
  4. Compatibility & Integration – Your tech stack ideally needs to work well together. Data silos and inefficient communication can hinder productivity.
  5. User experience – prioritise tools that enhance user experience both internally and externally.
  6. Future proof – Select technologies that are adaptable to future innovations, and avoid anything that you fear may become obsolete.
  7. Budget – Investing is crucial but so is your bottom line. Invest wisely and where necessary gradually, always consider the initial costs and ongoing expenses. Look for open-source solutions and cloud-based options that offer cost savings and flexibility.
  8. Test – don’t take a product because the person selling it says it’s good! Test it for yourself, ask for a trial, and extend where necessary. You’ll need to see some proof it’s going to work before fully committing.

Harmonise the link between marketing and sales!

Do you have a separate sales and marketing department? Do you treat the two like allies in your business? Because we’re here to tell you that sales and marketing collaboration is the cornerstone of a successful business development strategy. The synergy between these two functions creates a powerful force for growth and when their efforts are aligned, sales and marketing teams can seamlessly bridge the gap between attracting potential customers and turning them into loyal clients.

Your sales teams are your eyes and ears on the ground, the frontline soldiers if you like. Your marketing department should be regularly tapping into the unique insights of your sales team. Can you regularly hear ongoing conversations around…

  1. Emerging marketing strategies
  2. New / improved targeted and effective campaigns that speak directly to your customers and clients’ needs and desires.
  3. Up-to-date and relevant content that will spark engagement, educate & inform your customer base.

Targeted campaigns, content creation and strategic outreach attract potential customers and nurture them through the sales funnel.

Brand familiarity or the ability to see and become familiar with brands influences 80% of customers to purchase something (https://nealschaffer.com/social-media-marketing-statistics/). Who does your branding? That’s right the marketing team! Lean on them, encourage monthly meetings between the sales and marketing heads / full team, whatever works for your business, because what doesn’t work is continuing to treat the two functions as separate entities.

First comes sales proposition, next comes direct selling….

The difference is simple: a sales value proposition is a tight statement that outlines the unique benefits and value your product and/or service offers to your target audience, sometimes before they even know they need you. Direct selling refers to the process whereby a sales team or individual engages with potential customers either face to face or via another method of communication e.g., telephone or email.

In a world full of choices what makes you different from your competitors? Why am I buying from you over someone else? Your sales proposition must answer these questions, you must tell your customers how you’re addressing their specific needs or pain points and emphasise your competitive edge. This method is a strategic messaging tool that will influence how your brand is perceived and ultimately guide the sales pitch.



The direct sale aims at directly building relationships and very importantly trust, addressing objections, and tailoring conversations. Ultimately, both are important for driving successful sales outcomes, but we believe you should be using the sales proposition to frame the conversation and direct selling to drive the conversation.


Lastly, never stop relying on the Kameo 3 T’s!

Trust: Trust is the foundation of any successful sales relationship. Be honest, transparent, and reliable.

Technology: We may have mentioned it once or twice, but on a serious note it’s coming for you, and you need to be using it. The technologies you invest in will be your tools for showcasing how good you are.

Tailored Approach: We’re all unique, so tailoring your sales approach to specific needs and preferences is crucial for success. Listen actively to pain points, goals, and challenges. Use your value proposition and direct sales techniques to hone in on them. Always customise your solutions because it demonstrates you genuinely care about their success which in turn increases your likelihood of a long-term relationship (assuming you want one!).

For Kameo News – https://kameorecruitment.com/news/

For Market Insights – https://kameorecruitment.com/market-insights/clients/



Our Recruitment Consultants have made the “White Ribbon Promise”! 💪

We are proud of each and every one of our recruitment consultants. Still, in August 2023 we felt a deep sense of pride for our Sales & Marketing Recruitment Manager, Dan, and our two newest recruits, Associate Recruitment Consultants Kyran and Freddy who all made the “White Ribbon Promise” – To never use, excuse or remain silent about men’s violence against women. 👏

Our sister company, Domestic Abuse Education, is a White Ribbon Supporter Organisation, and it is great to see that our Recruitment Consultants have decided to make a positive impact themselves under the Kameo banner too.

If you want to find out more about White Ribbon UK, please visit https://www.whiteribbon.org.uk/


Recruitment Consultants Make the White Ribbon Promise

Have you just stumbled across us?

In a nutshell, we are a Cambridge-based recruitment company that recruits across East Anglia, we specialise in Office Recruitment, Sales and Marketing Recruitment, IT Recruitment, HR Recruitment and Finance Recruitment.

According to research carried out by StandOut Cv in 2023 60% of UK employees claim that a poor work-life balance has had a negative effect on their relationships at home, are you one of them?

So, why are we struggling? And why is a healthy work-life balance so important?

See our list of 10 struggles so many face coupled with a solution for each!

Struggle one: Constant connectivity through emails, messaging apps, and virtual meetings blurs the boundaries between work and personal life.

Solution one: Set clear boundaries: establish specific hours and communicate them with your colleagues and superiors. Stick to these boundaries and avoided checking work-related emails or messages outside of those hours. 

Struggle Two: Competitive Work Culture, the fear of falling behind colleagues or competitors can push people to prioritize work over other essential aspects of life.

Solution Two: Say no. It’s okay to decline additional work or social commitments if you feel overwhelmed. Saying no can help you protect your time and energy for more important tasks and personal activities.

Struggle Three: Poor time management skills can lead to inefficiencies, causing work tasks to spill over into personal time or vice versa.

Solution Three: Create a to-do list or a task management system to prioritize your work tasks and personal activities. Focus on completing the most important and time-sensitive tasks first. 

See our time management blog. 

Struggle Four: Failure to streamline processes and move with the times. This may leave you feeling inadequate and below the mark in comparison to your peers or competitors.

Solution Four: Utilise technology wisely: Leverage productivity tools and apps to streamline your work processes and save time. Automation can help you become more efficient and reduce the time spent on repetitive tasks.

Struggle Five: Guilt & self-imposed expectations, do you impost unrealistic expectations of yourself? Are you striving to excel in both professional and personal spheres? When we put pressure on ourselves it can lead to feelings of guilt when unable to meet high expectations.

Solution Five: Practice self-compassion and acknowledge that it’s okay not to be perfect in all aspects of life. Set realistic expectations and recognize that achieving a balance is a process, not an immediate outcome. 

Struggle Six: Adequate rest throughout the working day.

Solution Six: Schedule short breaks throughout your workday to relax and recharge. Stepping away from work for a few minutes can improve focus and productivity when you return.

Struggle Seven: Unable to disconnect.

Solution Seven: Set aside time each day to disconnect from electronic devices and social media. Engaging in screen-free activities can promote relaxation and improve sleep quality.

Struggle Eight: Not making time for yourself, your hobbies & interests

Solution Eight: Schedule regular time for activities you enjoy outside of work, such as hobbies, exercise, reading, or spending time with loved ones. Engaging in these activities can help you relax and recharge.

Struggle Nine: Do you have a designated work space?

Solution Nine: Having a designated area for work helps signal your brain to focus during working hours and allows you to mentally detach from work when you leave that space.

Struggle Ten: Unable to identify the problem, e.g., you think you’ve got a great work-life balance. Have you raised that question with your family / loved ones? Blurred lines between work life & personal life (especially for those who are fully remote) may go unnoticed, and responses like “I just need to take this quick call” or “it can’t wait” don’t scream out “I’ve got my work-life balance under control”

Solution Ten: Seek support from others: Communicate your work-life balance goals with your family, friends, and colleagues. Having a support system can encourage you to maintain your boundaries and help you find solutions when challenges arise.

What are the benefits of a healthy work-life balance?

  1. Improved productivity
  2. Reduced absenteeism
  3. A happier, less stressed workforce.

How can your business promote a good work-life balance?

  1. Lead by example – demonstrate the value of a good work-life balance!
  2. Offer flexible arrangements –  flexible hours, or compressed workweeks, telecommuting etc This allows employees to manage their work responsibilities while accommodating personal commitments.
  3. Create a positive work environment – share successes, promote well-being, emphasis work-life balance, and discourage overworking (and when required, off that time back). Can you offer a wellness programme? If not, utilise FREE options to encourage staff to de-stress, slow time and take time-out.

Remember, achieving a healthy work-life balance is an ongoing process that requires conscious effort and adjustment. Be kind to yourself, and don’t be afraid to reevaluate and make changes as needed to find the balance that works best for you.