Our Talent is Finding Yours
We’re award-winning 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.
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
- London
- Full Time
- Permanent
- Marketing
£45,000 - £55,000
- Posted 5 days ago
- Ely
- Full Time
- Permanent
- Commercial / Office
Competitive
- Posted 6 days ago
- Cambridge
- Full Time
- Contract
- Commercial / Office
£25,000
- Posted 1 week ago
- Cambridge
- Full Time
- Permanent
- Finance
£24,000 - £30,000
- Posted 1 week ago
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
Alex has been brilliant. She has been very friendly and professional over the phone and they found me a job super quickly.
Andrea
Candidate - Payroll Officer
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
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
Client - Scientific Industry
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!
Amber
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.
Charles
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.
Karolina
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
Client - Scientific Industry
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
Client - Marketing Industry
Excellent service from Claude, great selection of candidates and supportive throughout the process.
HR Manager
Client - Engineering Industry
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.
Kirsty
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.
Amber
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.
Lolly
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
Client - Marketing Industry
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!
Rachael
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.
Jessica
Candidate - Customer Service
I had a great experience and the advice provided greatly aided me in obtaining my position.
Alex
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 compliments, concerning Daiane, he stated, “Daiane is very good, she found and arranged interviews with three superb candidates and wasted no time.
Engineering Position
Client - IT / Software Industry
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)
Account Manager
Client - Marketing Industry
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.
Victoria
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!
Iman
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
Candidate
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!
Commercial Analyst
Client - Life Science Industry
Our Journey
Latest News
Could You Have More Success with an Exclusive Recruitment Partnership?
An exclusive partnership will allow your chosen agency to dig deep and make that perfect match – all skilled recruitment consultants take real pride in this!
Some candidates may view being contacted about the same job by multiple recruiters as a negative because it devalues the job, lowers an employer’s value proposition, and is ultimately wasted time. Bear in mind those active job seekers who are keen to find something new feel disheartened when they carve time out of their day to speak with agencies only to find out they are discussing the same job repeatedly. In truth, you could end up with the same number of candidates but not the same quality you’re hoping for, as some of the agencies could feel pressured to get the “CV across” first. An exclusive partnership removes the “first past the post” (thanks, Greg Savage) mentality and ultimately the result, for the client, is the same but neither party feels bombarded – win, win.
Before we stick our teeth a little bit further into the benefits of an exclusive partnership, we have one final consideration to share. Did you know some recruiters may turn roles away that are shared with multiple agencies?
If we may be bold enough to make a suggestion here – ask yourself this “What do you get from the agencies you’ve partnered with? What are you looking for in a recruitment partner? And who is delivering on that? Finally, you can be exclusive with more than one agency. How? Kameo, for example, has 6 core specialities perhaps you’d like to exclusively partner with us for your office / administrative recruitment roles (no pressure though!) and perhaps a further 50% of your recruitment comes from manufacturing roles. Now, Kameo is not best placed to serve you here (not yet anyway!) so you could seek to partner exclusively with an agency that will serve you in this sector. The agencies you partner with should recruit as passionately for you as they would their own company. The current market is candidate-short, and recruiters need commitment, the market has changed and therefore clients need to be happy to embrace these.
The advantages of an exclusive partnership
Did you know? The cost of a bad hire is estimated to be three times higher than the salary paid.
Why?
It includes the cost of training, lost productivity, decreased morale among employees, and the cost of finding and hiring a replacement!
Could an exclusive recruitment partnership reduce your chances of a bad hire? I’d be lying if I could determine each and every move your future hires are going to make however, there are several things we can be sure of when a recruitment partnership is exclusive.
⭐ Time Saver: Working exclusively with an agency will undoubtedly save time because there is no need to go through the job vacancy and process that follows in detail each time; because your chosen agency will have established a strong relationship with you and will have in-depth knowledge about your company values, team, culture and so on.
⭐ Faster Time-to-Hire: Exclusive partnerships streamline the hiring process e.g., you’ll spend less time on the phone with lots of recruiters, leading to quicker candidate placements and reduced time-to-fill positions.
⭐Quality Over Quantity: There is a shift from the speed of the service to the quality of delivery when the agency isn’t competing with others. Something pretty magical happens when a recruitment consultant is afforded the time to properly consult with each “potential” candidate, a novelty only available to a recruitment agency that is working exclusively on a role. Essentially doing the first round of interviews for the client. This means the CVs the client does receive are likely to be very well-suited.
⭐Reduced Costs: When a client partners exclusively with a recruitment agency they are likely to see a higher level of service, not to mention the agency the client is working with is far more likely (but not guaranteed) to lower their rates for an exclusive partnership with multiple roles.
6 things to look for when establishing a recruitment partnership?
Empowerment: Work with an agency that inspires and empowers their candidates to be the very best version of themselves.
Collaboration: Collaboration helps you reach your goals, whilst boosting productivity. For clients and candidates, this means you’re on the receiving end of an efficient process and clear communication throughout.
Passion: Passion takes an agency from good to great. Partner with a recruitment agency that leaves no doubt in your mind as to how passionate they are about getting this hire right.
Integrity: Working with an ethical and honest agency means they will take responsibility for their actions. Apologise when they should and take ownership.
Consultative and Solution Led: Your chosen agency should act as a fountain of knowledge ready and prepared to share market insights with you, and where they haven’t got the answer, signpost you in the right direction. This is crucial in the current market when companies are searching for a similar skill set thinking outside of the box is imperative.
Excellence: Look for an agency that embraces change, challenge, or uncertainty to deliver the best service possible 100% of the time. An excellent recruitment partner should be willing to go above and beyond if you’re not getting that you need to raise a concern because you deserve the very best.
Could you have more success with an exclusive recruitment partnership? It’s certainly very possible. An exclusive recruitment partnership could be a game-changer for your organisation, allowing you to take the time to really hear what your chosen agency is saying which will enable you to access top talent and accelerate your hiring process. To unlock the full potential of such partnerships, it’s essential to establish a clear and collaborative working relationship with your chosen recruitment agency. With a dedicated focus on your hiring needs your organisation will be well-equipped to thrive in the competitive world of talent acquisition.
Read more from Kameo Recruitment here.
Could we support your recruitment needs, or guide your recruitment process in some way? Please do not hesitate to get in touch.
Award-winning recruitment agency in Cambridge! 👏
Kameo Recruitment Win Gold! 🏆
We attended the Cambridge Independent SME Awards on Thursday 28th September and were delighted to take home gold for Business Person of the Year!
We are incredibly grateful for the recognition we received at the Cambridgeshire SME Awards on Thursday, September 28th. It was an absolute honour to be awarded the Gold for Business Person of the Year, which was won by our very own Director, Sharon Livermore. We are humbled by this recognition and grateful for the opportunity to be a part of such a prestigious event. We would like to express our sincere gratitude to everyone who supported us throughout this journey and made this achievement possible. We will continue to strive for excellence in everything we do and remain committed to providing our customers with the highest quality service possible ✨
Here’s to our future as an award-winning recruitment agency in Cambridge 🎆
A heartfelt thank you to everyone who has supported our journey, without it would not have been possible! We are proud to be an award-winning recruitment agency in Cambridge who have been recognised for their commitment to the community and diligent recruitment service 👏
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!
- Your Q4 hire will be settled in and hopefully ready to hit the ground running in Q1.
- You’ll have reduced competition (the beginning of the calendar & fiscal year are typically the busiest hiring periods, so beat the rush!)
- Minimise Disruption
- Training and onboarding
- 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!
- Define Business Objectives – What are your goals, and current and predicted challenges? E.g., expanding market reach.
- 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.
- 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.
- Compatibility & Integration – Your tech stack ideally needs to work well together. Data silos and inefficient communication can hinder productivity.
- User experience – prioritise tools that enhance user experience both internally and externally.
- Future proof – Select technologies that are adaptable to future innovations, and avoid anything that you fear may become obsolete.
- 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.
- 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…
- Emerging marketing strategies
- New / improved targeted and effective campaigns that speak directly to your customers and clients’ needs and desires.
- 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/
