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. 

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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

£65,000

This is a fantastic opportunity to work with the design team at a global manufacturing company, building and iterating on UI components in a pattern library and driving the integration...

£26,000

Are you a natural communicator? Do you pride yourself on your strong organisational skills, excellent attention to detail and ability to work under pressure? If yes, and you have...

Up to £38,000

Are you an enthusiastic and dedicated HR Officer looking for a 360-generalist role? Do you have experience supporting and leading ER casework? This is a pivotal role where you will...

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Discover how partnering with our specialist recruitment agency can make a significant impact on your hiring process.

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We take the stress out of job searching. Simply send us your CV, and our expert team will handle your job search!

Why we're rated 5

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

I have nothing negative to say about Kameo Recruitment. I have been dealing with a few recruitment agencies recently and I can honestly say in comparison the contact, communication and assistance received from Kameo has been 100%.

Kath

Candidate - Office Coordinator

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 helped me through the whole process and gave me great advice for my interview. I can’t thank her enough, she actually cared and was so lovely about it all.

Olivia

Candidate - Administrator

Dan was absolutely amazing!! Loved every step of the process! Very thankful for him and the company!

Halley

Candidate - Marketing Intern

Claudine provides exceptional service, we wouldn’t consider using anyone else to help us with our recruitment.

Customer Services Executive

Client - Manufacturing

Claudine was very supportive and friendly. She was very thorough in finding out about my skills and what I was looking for, which meant jobs she suggested for me were a good fit. Although, ultimately, I found a new job via a different route Kameo were a great agency to deal with.

Heather

Candidate - Senior Administrator / Office Manager

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

My experience with Kameo has been amazing and felt like Claudine really understood what I wanted from a job as well as how important it is to me to have a good work life balance. The whole process has been seamless and incredibly quick with amazing support from Claudine.

Lorraine

Candidate - Office Manager

Sharon, Claudine and the team were excellent – I would thoroughly recommend them!

HR Manager

Client - IT / Software Industry

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

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

Office Coordinator

Client - Telecoms Industry

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

Tina

Candidate - Office Administrator

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!

 

Katie

Candidate - Marketing Position

Our Journey

2018
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Latest News

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.

  1. 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.
  2. 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.
  3. 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.

  1. 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.
  2. 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. 

Spring into Identifying the Skills Gap in Your Business!

Almost three-quarters (72%) of organisations say that a skills shortage has led to an increased workload for other staff, and 78% say they are experiencing reduced output and profitability as a result (source).

Two things we know so far about 2024:

  • Job vacancies are falling
  • Skills-first hiring is not embedded into the recruitment strategy of enough businesses.

Are you struggling to keep up with the ever-evolving labour market? Uncertain where to focus your recruitment efforts, or which role to hire for first?

First things first: tip or at least balance the focus on skills-first hiring. The traditional method of valuing education over skills is not doing you any favours; in 2024 skills reign supreme and those businesses who already know this have access to a wider pool of candidates, appear more attractive on paper, and are likely to see a reduction in their miss-hire rate (source: Forbes).

The Rise of the Skills Economy

In recent years, the global economy has witnessed a seismic shift towards what is often referred to as the “skills economy.” This shift is driven by rapid technological advancements, evolving job roles, and the demand for specialised expertise across industries. As a result, employers are placing greater emphasis on candidates’ practical skills and capabilities rather than their formal education.

So, our questions to you:

  • When was the last time you carried out a skills-gap audit?
  • Are your employees falling behind?
  • Is your business struggling to make a profit?
  • Have you considered how quickly the world evolves, and is your business evolving with it?

If you answered never or yes to any of these questions read on…

Conduct a Skills Assessment

This is simple, attainable, and measurable. What are the current skills of your employees? Has technology allowed for their role to adapt, grow or change for the better? And, are you making room for this advancement in their position? If most of your employees are failing to meet the requirements of their role, as outlined by your organisation’s strategic objectives, we suggest you point fewer fingers of blame and look within, now is the time to conduct surveys, interview employees, carry out market research and understand the gap between the skills they need and the skills they currently possess.

Drop in with Employees!

The world seems to be spinning a little faster these days, right?! Truth is, we’re all busy! But, if you’re a team leader, manager or similar, we encourage you to set intentional time aside to focus on employees within your team or business. Do you encourage open communication? Do you actively listen? Note the difference between listening and active listening. Through open communication managers can better understand the career aspirations of their team this may include their skill development needs, and areas where they feel they could benefit from additional training or support. Employee feedback can and will provide valuable insights into skills gaps, especially if more than one person has a similar thought or feeling.

What is the Competition Doing?

We often emphasise the importance of staying in your lane, but sometimes we forget to notice when the speed limit changes from 40 to 60 mph. Nobody likes admitting they’re on the back foot or not doing as well as their competitors, but it is worthwhile, now, and again, to compare your organisation’s skill requirements and capabilities to those of competitors and industry benchmarks. Identify areas where your organisation may be lagging e.g., are you up to date with the latest tech for your industry? Is there a significant disparity in skills?

Access Industry Trends and Future Needs

Stay informed about industry trends, technological advancements, and changes in the business environment that may impact the skills required for success in your organisation. Anticipate future skill needs and proactively address potential gaps through strategic planning. Again, just a like a social media manager must incorporate engagement into their planning time, you too will need to set time aside to focus on industry trends and the needs of your team.

Monitor Recruitment and Hiring Challenges

It’s a hard pill to swallow but people don’t leave bad companies, and whilst they don’t necessarily leave bad managers either they may leave for a better opportunity. We encourage you to pay attention to recruitment and hiring challenges, such as difficulty finding candidates with specific skills or high turnover rates in certain roles. If you’re fortunate enough to have a talent acquisition team, can they do a quarterly audit on this? If not, it is something we encourage you to pay attention to and review regularly. Ultimately, some of the hiring challenges may indicate underlying skill gaps within the organisation that need to be addressed. Do you carry out exit interviews? Do you truly understand why employees leave, where they go next and what lead them there?

How to bridge the skills gap?

Now, we’re not the type to present you with a problem without looking for the solution too! So, if you’ve read this and thought – yes, there is probably a skills gap issue in my business and/ or you’ve carried out an audit and know one exists, we can help with that too…

  1. Develop Training Programmes: all training offered should address identified skills gaps, training can include a mix of internal and external training resources.

Roughly 86% of employees say that job training is important to them – and nearly three out of every four (74%) are willing to learn things outside of work hours to improve their job performance (source).

  1. Take advantage of free webinars, workshops etc: anything to help your team upskill! We advise regularly logging onto Eventbrite and widening your network on LinkedIn to stay on top of the businesses who regularly hold training sessions.
  2. Introduce mentorship and coaching: pair employees with mentor or coaches who can provide guidance, support, and feedback as they work to develop new skills.

Organisations with strong coaching culture had a 47% higher revenue per employee than those without (source).

  1. Feedback and recognition: regularly assess the effectiveness of initiatives aimed at bridging the skills gap and adjust as needed based on feedback from stakeholders and changing market demands. In addition, regularly gathering feedback and recognising employees builds someone’s sense of value and purpose; it also reinforces positive habits and encourages more of the performance an employer wants to see.
  2. Investment in technology: the IT and technology skills-gap is getting wider, and businesses must start leveraging technology to mitigate a lack of skilled resources.

 In 2023 Forbes research found that 93% of UK businesses acknowledge an IT skills gap (source).

To summarise, in today’s dynamic business world, recognising and addressing skills gaps is crucial for staying competitive. Assess your workforce’s skills, stay updated on industry trends, and invest in training to bridge any gaps. Businesses who are open to and invest in a culture of learning and growth, can thrive in this changing world if you look toward developing a business fit and ready for 2024 and beyond!

Is your business already working on bridging the skills gap? Which of these methods have you deployed or what are you doing that is different? Let us know [email protected]!

For more Kameo updates, insights and news click here.

The Christmas story of one tube station's 'Mind the Gap' voice | Cities |  The Guardian

Navigating the Landscape of Expected Pay Awards for 2024: Strategies for Transparent Communication with Staff

In 2024, companies are taking different paths with employee pay. Some plan big raises, others are freezing pay. With 24% aiming for 4–4.99% increases, 19% going for 2–2.99%, and 17% planning above 6%, they all have one thing in common: clear communication is vital for staff.

Understanding the makeup of these anticipated pay awards is crucial for both employers and employees alike. For businesses, it signifies a delicate balancing act between managing financial resources, retaining talent, and remaining competitive in the market. On the other hand, for employees, it directly impacts their financial well-being, morale, and perception of their value within the business.

For businesses planning substantial pay increases, it’s an opportunity to demonstrate their commitment to employee satisfaction and retention. Such businesses can leverage these planned increments as a tool for attracting top talent and rewarding high performance. However, effective communication is key to ensuring that these efforts are perceived positively by the workforce. Transparency regarding the rationale behind the pay increases, such as company performance, market trends, or employee contributions, fosters trust and reinforces a sense of fairness among employees.

However, for businesses contemplating pay freezes or a modest pay rise, the challenge lies in managing employee expectations whilst maintaining morale and engagement. In such cases, honest and empathetic communication is crucial. Employers should prepare to openly address the reasons behind these decisions, whether they stem from economic uncertainties, budget constraints, or strategic considerations. Additionally, offering alternative forms of recognition, such as non-monetary incentives, will help with employee morale.  According to People Management (PM), 50% of UK workers would rather have “great relationships” at work than a 10% pay increase (source). While salary is undoubtedly crucial, employees consistently show that they also value feeling appreciated, fostering positive relationships, and ultimately experiencing job satisfaction.

Regardless of the chosen approach, effective communication with staff is essential to navigating the complexities of expected pay rises for 2024. Here are some strategies to facilitate transparent communication and foster employee understanding and engagement:

  1. Provide Context: Clearly articulate the factors influencing the business decision regarding pay rises, such as market conditions, financial performance, and strategic objectives. This helps employees comprehend the rationale behind the chosen approach.
  2. Seek Feedback: Encourage open dialogue with employees to understand their concerns, expectations, and suggestions regarding pay. Actively listening to their perspectives promotes a sense of inclusivity and demonstrates respect for their input.
  3. Offer Clarity and Transparency: Be transparent about the criteria used for determining pay increases or freezes, ensuring consistency and fairness in the process. Clear communication helps alleviate uncertainty and minimises misconceptions among employees.
  4. Empathise and Support: Acknowledge the potential impact of pay decisions on employees and express empathy towards their concerns. Offer support mechanisms, such as access to resources for financial planning or opportunities for career development, to assist employees during periods of uncertainty.
  5. Emphasise Future Opportunities: Communicate the business’s commitment to employee growth and development, highlighting future opportunities for advancement, skill enhancement, and reward. Aim to adopt a culture of continuous learning and progression as this reinforces employee engagement and retention.

In conclusion, navigating the landscape of expected pay for 2024 requires a strategic blend of financial prudence, employee engagement, and transparent communication. By proactively addressing employee concerns, offering clarity and empathy, and emphasising opportunities for growth, businesses can effectively communicate their decisions regarding pay and embrace a culture of trust, fairness, and collaboration within the workforce.

For related content, see here. 

 

 

 

Strength in Partnership: Why Businesses Thrive with Recruitment Agencies by Their Side

A talent acquisition team without a trusty recruitment partner could be like coffee without caffeine ☕

Who benefits? You, the teams you recruit for, the new people you hire and of course, us!

Five reasons you can elevate success with us…

Reason one: access to a larger talent pool:

It’s no secret that recruitment agencies have access to a vast network and an ever-evolving database of candidates, passive and active.

As much as 70% of the workforce is made up of passive candidates who aren’t actively seeking work. If you are only relying on active job seekers, you’re cutting your talent pool down to just 30% (source).

You see, you need us, and we need you.

Reason two: specialist expertise:

Recruitment agencies often specialise in specific industries or job roles. Their recruiters have a deep understanding of the market, industry trends, and the skills required for various positions. This specialised knowledge can be beneficial when hiring for niche or technical roles.

A poor hiring decision could be detrimental to your finances, the estimated cost of a bad hire is approximately 3 times more than the salary paid (source).

Reason three: time and cost savings:

How much time is your current talent acquisition team spending on sifting through endless CVS, before they even begin conducting interviews? That’s the magic of partnering with a recruitment agency; they’re essentially the superhero sidekick your team never knew they needed. They will prevent you from spending your precious time and resources so you can focus on moving the business forward in other ways e.g., mastering that onboarding experience of ensuring the first day in the new job is incredible!

Specialist agencies will often have access to a treasure trove of talent your internal team might not even know exists. They’ve got the tools, the know-how, and the secret suave to identify, woo, and win over your ideal candidate.

Did we mention cost savings? Sure, there’s a fee involved, but think of it as an investment in efficiency. By slashing your time-to-hire and minimising turnover, a specialist recruitment partner can save you plenty of pennies in the long run.

Reason Four: hard to fill roles:

We’ve all seen them and most of us dread them, but not your trusted specialist agency! No, they thrive off a hard to fill role. Nothing says success better than finding you your perfect candidate for that “hard to fill” role.

Truthfully, you could do it yourself but roles like this need an amended game plan and an extra bit of finesse!

Our top strategies for filling your “hard to fill” roles include:

  1. Targeted search, we deploy specialised tactics to track down the perfect fit.
  2. Creative sourcing, we think outside the box every day – we LOVE it!
  3. Personalised approach because we know one size doesn’t fit all when it comes to hard-to-fill roles. We craft tailored messages and elevate your brand to woo candidates and show them why your opportunity is the one they’ve been waiting for.
  4. Tapping into that passive market, remember the one you don’t have access to?!
  5. Persistence and patience, because Rome wasn’t built in a day, and neither is a dream team. Specialist agencies use their market knowledge to paint you a realistic picture of how long it might take to find the perfect match. Sometimes recruitment is about weathering the storm.

Reason Five: Market Insights:

Recruitment agencies aren’t just matchmakers; they’re like talent scouts armed with insider info! They’re salary benchmarking experts, they can spill the tea on competitors’ hiring tactics, and even forecast talent trends like psychic recruiters. With their market insights, you’ll make strategic moves that leave the competition scratching their heads and scrambling to keep up. Think of them as your secret weapon in the war for talent!

To summarise, who doesn’t like maximising their time and seeing their fill rate soar? Partnering with a specialist recruitment agency can do just that! For optimal results choose wisely, and select an agency that aligns with your values and goals. We’re big fans of communication here, and it’s crucial to a successful and thriving recruitment partnership (in our opinion!) Why waste another minute drowning in CVs for hard-to-fill roles when you could be conquering the other complexities of the talent world? Partner up with an expert recruitment agency and watch your team soar to new heights – while they handle the rest!

Read more Kameo news here.