WheelOfWork finds specialists and managers for permanent positions. Our talent agents study the role, meet candidates and consider both their experience and career ambitions. We help companies and candidates understand each other’s expectations before deciding to work together.
The search starts with practical questions: what will the person do, which resources will they have and who will they work with? These answers add context to the job description.
A new role is an important career decision. Discuss your experience and expectations around management, responsibilities, the working environment and future prospects.
The company describes the responsibilities and the team, then the skills and the terms. We turn that into the priority criteria.
We meet candidates, examine their achievements and discuss their motivations. We present selected profiles and prepare the interviews with your team.
The terms, timing and first priorities are agreed with the selected candidate. Your WheelOfWork contact supports the discussions and follows up during onboarding.
Start with the ongoing responsibilities: what the person will do and decide. Your WheelOfWork contact discusses the team, priorities and terms with you to prepare the search.
Clarify who the person reports to, which teams they work with and what they decide. The same title may describe a specialist, a team leader or a manager across several sites. Workload, tools and ongoing changes help determine the experience to look for.
Distinguish the initial priorities from ongoing responsibilities. Explain whether the role is a replacement, a new position or part of a reorganisation. In finance, accounting and legal as in health and social care, the setting matters alongside skills and responsibilities.
Define the skills, experience and responsibilities to explore before the interviews. This gives the company and candidate specific topics to discuss. WheelOfWork supports the conversation to understand the candidate’s experience and identify open questions.
Use real work situations. For an accountant, ask how they organised a close and coordinated teams. For a manager, discuss decisions, team leadership and problem-solving. Aim to understand their contribution with the resources they had.
Also explain the available resources, how management works and what is still being built. Give the candidate time to ask questions. After the interviews, sort it out: what is confirmed, what is acceptable as it stands, what still needs checking.
Compare the role’s responsibilities with your experience and what you want to do next. Share your achievements, priorities and constraints with WheelOfWork. This helps us prepare a focused conversation when a recruitment opportunity fits your plans.
Describe the work you want to continue or develop and the responsibilities you are seeking. Changing sectors, moving into management or relocating may be part of your plans. Explain your reasons so we can understand where you want your career to go next.
Ask who sets priorities, how decisions are made and what is expected when you join. Discuss pay, location and timing too. You can share your career plans even if some of your criteria are still being defined.
Permanent recruitment fills an ongoing employee role. For a senior leader or leadership team member, Executive Search explores responsibilities and governance in more detail. Once a decision is taking shape, the company and candidate clarify terms, timing and initial priorities.
Executive Search covers general, functional, technology and industrial leadership roles. For temporary leadership, explore Interim Management. The choice depends on duration, decision-making responsibilities and the role’s place in the organisation.
Identify the people to meet, work to take over and information about the team. Confirm the joining arrangements before setting a final date. To start the conversation, describe the role and any open questions in the company section.
We recruit across our specialist areas, including finance, accounting and health and social care. The responsibilities and criteria for each search are discussed with the team doing the hiring.
Executive Search focuses on senior leaders and leadership team members. The service page explains these searches and their governance considerations.
Permanent recruitment fills an ongoing role. Interim Management provides temporary leadership, with defined objectives and an agreed duration.
Companies: describe the role, context and proposed terms. Candidates: share your experience, career plans, mobility and availability.
A description of the context, responsibilities and team is enough to begin. Flag open questions such as reporting lines or team management. We define the priority criteria before meeting candidates.
