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New to Market

28 April 2025
Life sciences, Engineering

NEW TO THE MARKET: 28 APRIL-2 MAY 2025

• Jobmatch Sweden, a leader in occupational psychological testing, is expanding in Norway through a new partnership with consulting firm Sund Raad. Sund Raad, which focuses on enhancing employee engagement for small and medium-sized businesses, will integrate Jobmatch’s DNV-certified Talent test into its services. This marks Jobmatch’s second partnership in Norway, following its 2022 collaboration with Hapro Jobb og Karriere. Jobmatch Talent is a scientifically validated tool used for recruitment and employee development, according to the company press release.

• STEM recruitment specialist Matchtech has launched STEM Futures, a free, on-demand employability platform aimed at helping young people break into engineering and technology careers. The programme includes expert-led sessions on job search strategies, CV writing, interviews and personal development, and is part of Matchtech’s broader initiative to address the STEM skills gap and support emerging talent.

In addition, Matchtech has awarded the first two grants from its Materna Fund, a £2.5k bursary created to support engineering students facing financial hardship. The inaugural recipients, Sergio Carreno Vargas and David Sarembock from the University of Portsmouth, are using the funds to focus on their studies and development without the added pressure of financial strain.

• Meet Life Sciences has launched Synergy, a new standalone service designed to tackle people capability challenges in the life sciences sector that go beyond recruitment. As part of Meet’s evolution into a full-service talent solutions partner, Synergy offers tailored support in areas like workforce planning, leadership development, skills mapping, culture embedding and organisational design. Led by vice-president Kirsty Wilson, the service is built specifically for the life sciences industry and is focused on delivering measurable, outcome-driven solutions. Unlike traditional consulting, Synergy provides hands-on support from design through to implementation, helping clients build the capability needed to grow, adapt and lead in a competitive global market.

• Right Management, part of ManpowerGroup, has launched a refreshed brand strategy called ‘The Right Way’. It’s a human-centred, data-backed framework that aligns workforce development with business strategy. The new identity centres on ‘The Right Way loop’, a distinctive visual element with modern colours and typography that will be used across all brand touchpoints.

25 April 2025
Construction & property, Graduates/Apprentices/School leavers

National student lettings agency launches apprenticeship scheme

In a bid to support young people and grow skilled and knowledgeable individuals for the student lettings sector, loc8me recently launched its 18-month programme, which is open to anyone aged 16-18. The scheme will offer hands-on experience, mentorship and the opportunity to engage in paid work.

Raffaele Russo, founder of loc8me, said: “We’re thrilled to launch this apprenticeship programme, giving young professionals a real chance to learn, grow and begin building a career in an exciting industry.

“Now more than ever, young people are seeking opportunities, guidance and goals to pursue. With this programme, we’re investing in their future – and in the future of the lettings sector.”

Apprentices will have the chance to study the theoretical and practical elements of the lettings industry, and on starting, they will be given a mentor from the loc8me team to support their development via regular meetings throughout the course.

loc8me now operates in 13 major university cities across the UK, including Loughborough, Durham, Nottingham, Manchester, Leeds, Cardiff, Newcastle, Birmingham, Liverpool, Leicester, Hull, Bath and Bristol.

Freya Watson-Russo, academy co-ordinator, said: "At loc8me, we’re committed to nurturing the next generation of letting agents. … We’re giving young people the chance to build a future, gain confidence and carve their own path.”

Founded in 2008 by Russo, loc8me manages more than 2,500 properties and employs more than 75 staff members.

(L-r) Apprentice Ollie Coe, loc8me's marketing assistant and academy co-ordinator Freya Watson-Russo and apprentice Isabel Tebbutt ©loc8me

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14 April 2025
Creative/Digital/Media, Engineering

NEW TO THE MARKET: 14-18 APRIL 2025

• Manufacturing and engineering specialist Busy Bee Recruitment has relaunched its website. The refreshed online platform has a modern design and enhanced user functionality, offering an intuitive browsing experience that makes it easier than ever to explore current vacancies, submit CVs quickly and securely, access expert recruitment advice via a blog and submit vacancies directly online.

• Deel, a global payroll and HR provider, has launched a suite of AI-driven products to help companies hire, manage, and pay international teams. Deel will offer an all-in-one global workforce platform integrating payroll, HR, and IT, designed to support compliant operations across borders. Key updates include: Real-Time Payroll in over 53 markets (expanding to 130+ by 2027), offering instant calculations and faster processing; Deel PEO for offering top-tier benefits without enterprise-level costs; Benefits Admin for simplified, compliant benefits management across countries; Deel Talent for streamlined recruitment via trusted agency networks; Workforce Planning, Compensation, and Engage tools – powered by AI – for smarter headcount strategy, global pay management, and employee development; IT Lifecycle Management features like MDM, IAM, and EPP, supporting global device and security control.

11 April 2025
Creative/Digital/Media, IT/Telecoms

Spotted Zebra merges Interview Intelligence and Assessment in one platform

This is technology that transcribes, analyses and evaluates conversations through an AI-powered lens. The merger connects assessment results with interview data, addressing the growing challenge enterprise talent leaders face: making confident, objective hiring decisions when candidate information can be fragmented across multiple tools.

In a statement, Spotted Zebra says that enterprise talent acquisition teams are facing twin pressures from AI-generated candidate applications and deepening skills shortages. 

The launch responds to a critical market challenge, the statement continues; while more than three in four businesses report widening skills gaps, employers are inundated with applications with around half of all jobseekers using AI tools to apply for roles. Current solutions force companies to choose between expensive, disconnected systems or compromise on either assessment breadth and depth, or a scalable interview process and structure.

“We’ve integrated Interview Intelligence with Assessment because our enterprise customers are facing unprecedented challenges in talent acquisition,” said Ian Monk, co-founder and CEO of Spotted Zebra. “By unifying these previously siloed technologies, we’re enabling talent teams to make data-informed decisions based on a complete picture of each candidate’s capabilities.”

Unlike standard Interview Intelligence tools that primarily transcribe conversations, Spotted Zebra’s implementation establishes a data framework that truly connects skill measurements across different evaluation methods:

  • Real-time skill evidence mapping: Comprehensive role skills profiles are automatically created thanks to AI-powered intake meetings between recruiters and hiring managers. 
  • AI-assisted interview questioning technology: The AI-powered Interview Guides automatically generate targeted question paths for specific role skills profiles and each candidate.
  • Consolidated hiring evidence dashboard: The Decision Kit combines summarised skill data from both assessment scores and interview evidence, weighting each source appropriately based on predictive validity for specific skill types. 

According to the company statement, AI in Spotted Zebra enhances human decision-making, ensuring the final call on a candidate’s suitability for a role is objective, data-backed and always in the hands of the hiring team.

Headquartered in the UK, Spotted Zebra was launched in 2020 by Monk and co-founder and chief commercial officer Nick Shaw.

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24 January 2025
HR

Ex-JLP chair leads government ‘Keep Britain Working’ review to reverse inactivity

The review will look at how government and businesses can work together to turn the inactivity around in order to get Britain working again, the government revealed today.

The analysis will be one part of the government’s Plan for Change to kickstart economic growth in partnership with businesses, drive up prosperity and raise living standards across the UK.

Over a third of working age people report a long-term health condition and around a quarter are classed as disabled. The latter group is three times more likely to be not in work or looking for work.

“Beginning today, the review will move at pace concluding in the autumn, with Sir Charlie Mayfield meeting businesses and health and disability organisations across the country to identify the scale, trends, obstacles and opportunities for companies when recruiting and retaining ill and disabled people,” the government said in a statement.

“This phase will conclude in spring, with a report based on the findings from his conversations with company bosses, employees who have been supported to stay in work and organisations who help those out of work to inform wider engagement. Recommendations to the government are expected later this year.”

This will be part of the government’s plan to boost employment by breaking down barriers to opportunity and improving people’s living standards through work and life-changing support, building on the latest data from the ONS (Office for National Statistics) this week showing real earnings have increased by 2.5% on the year.

Sir Charlie Mayfield, who was also chair of the British Retail Consortium and chair of the UK Commission for Employment and Skills, said: “Losing people from the workforce because of ill-health or disability is bad for many of the individuals, for the businesses employing them and for the wider economy.

“It’s a growing problem for us all and it’s one that’s more likely to be resolved by business and government working together.

“I’m looking forward to engaging closely with businesses, government departments and the many organisations committed to improving our performance here,” he said.

The review, which will identify measures to help ill and disabled people get into work and stay in work, comes ahead of significant reforms to health and disability benefits expected in the spring.

Rain Newton-Smith, CEO of the CBI, said: “Lower rates of employment for people with long-term health conditions or disabilities is a tragic waste of potential that holds back economic growth and impacts on well-being.

“It denies people the opportunity to improve their personal financial security through work and prevents businesses from using their valuable skills and experience to grow the economy.

“Sir Charlie’s review is a welcome opportunity for business and government to co-design solutions that have a real impact.”

This business engagement is part of the government’s Get Britain Working White Paper progressing reforms with the aim of the UK’s reaching an ambitious 80% employment rate.

As part of the plan, Jobcentres are to change their focus from monitoring and managing benefit claims to skills and careers; mental health support will be expanded to reduce waiting lists in areas with the highest levels of economic inactivity. Mayors will be empowered to join up local work, health and skills support to tackle the root causes of inactivity in their areas, the government said.

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23 January 2025
Oil & gas/Energy, Engineering, Construction & property, Industrial/Manufacturing, Apprentices/Grads/School leavers

Government launches training support to introduce workers into clean energy jobs

Workers across the UK will be supported with government-backed training programmes so they can benefit from thousands of new job opportunities in the clean energy sector, the government announced this week.

The training programmes are part of the government’s Plan for Change and clean energy superpower mission.

Aberdeen, Cheshire, Lincolnshire and Pembrokeshire have all been identified as key growth regions for clean energy, such as offshore wind, nuclear and solar industries. Local partners will receive funding to identify the skills support that is needed in their area to deliver clean power by 2030.  

“Funding could go towards new training centres, courses or career advisers – supporting local people into opportunities in industries such as welding, electrical engineering and construction,” the government said.

As part of this drive, the government has launched a ‘skills passport’, in collaboration with industry and Scottish Government, the statement said. Oil & gas workers will be able to access the skills passport online, which will initially help them identify routes into several roles in offshore wind including construction and maintenance.

“These initiatives will help build the pipeline of skilled workers needed to deliver clean power by 2030, which will unlock £40bn of investment a year and reindustrialise Britain with thousands of good jobs across the country,” the statement said. It went on to say: “This underscores the government’s commitment to deliver a jobs-rich clean energy transition, putting communities and trade unions at the heart of the UK’s clean energy future.”

Energy secretary Ed Miliband said the Plan for Change is intended to protect the country from “the rollercoaster of fossil fuel markets” but also to “reindustrialise Britain with thousands of well-paid, good union jobs in industrial communities”.

MSP and acting cabinet secretary for net zero and energy Gillian Martin said: “It is absolutely vital that we recognise and retain the considerable skills of oil & gas workers and ensure they are supported, as part of the Scottish Government’s commitment to ensuring a fair and just transition for Scotland.

“That’s why the Scottish Government has provided £3.7m of funding to support oil & gas and renewables industries to jointly develop the Energy Skills Passport – helping to ensure that the skills, experience and expertise of oil & gas workers are harnessed and that they are ready to apply for the long-term sustainable jobs that are created as part of our fair and managed transition to net zero.

“I welcome the pilot phase of the passport, which has been three years in the making and I look forward to seeing further developments in the coming months.”

Many of the skills required for the transition already exist, with research from Offshore Energies UK showing that 90% of oil & gas workers have skills that are relevant to the clean energy transition.

From this week, workers will be able to create an account to access the four career pathways currently available, helping them identify where their existing qualifications are recognised. Led by Renewable UK and Offshore Energies UK, and supported by the UK and funding from Scottish Government, the tool will be expanded over the coming year to recognise other pathways from oil & gas into the renewable sector.

Funding will initially be given to Cheshire West and Chester, North and North-East Lincolnshire and Pembrokeshire, as significant work identifying skills has already been done for Aberdeen. All four areas will be considered for further funding for targeted measures such as new training centres and courses to upskill workers. This could support the offshore wind sector in South Wales, or nuclear fuel cluster in Cheshire. Around £1m will be available for each area, with local and devolved partners empowered to develop their own plans for how best to target the funding.

Employers will also get a handbook which highlights where businesses can access support to grow and upskill their workforce. This will include, for example, sector-based work academy programmes, which help jobseekers into the sector, ensuring they have the necessary skills to deliver clean power by 2030.

It comes as the government recently confirmed that contracts have been signed for the UK’s first carbon capture project in Teesside.

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21 January 2025
Marketing, IT/Telecoms

NEW TO THE MARKET: 20-24 JANUARY 2025

• Appcast, a recruitment marketing platform headquartered in New Hampshire, US, and part of Stepstone Group, has launched AppcastOne. AppcastOne, a solution that transforms candidate engagement and acquisition, fuses recruitment marketing strategy and channels into a single, holistic platform that is powered and optimised by technology and data.

AppcastOne significantly expands the recruitment marketing capabilities, data and tools available to UK employers, according to a company statement, bringing simplicity to the complexity of recruitment marketing, amid a rapidly changing labour market. AppcastOne features world-class partnership from a team of recruitment marketing experts and integrated reporting and insights that provide a complete view of performance. “We’re delighted to bring this solution to UK employers to help tackle what has, and will continue to be, a challenging talent attraction landscape,” said Roy Jacques, managing director for UK and EMEA at Appcast.

16 January 2025
Creative/Digital/Media, IT/Telecoms

REC reveals new AI knowledge hub for members

The hub will showcase usage case studies, guidelines for data management, using AI to improve candidate and team experience, and understanding regulatory issues affecting AI, among other resources.

The AI Hub is available to REC members only.

A stand-out piece with relevance to all recruiters is the following list:
10 top tips from REC members on implementing AI

  1. Start with your wish list. Identify the specific problems you want to solve, focusing on areas that can deliver quick wins and generate the most value.
  2. AI can’t fix all your problems. Take a step back and consider if AI is the right solution for you.
  3. AI doesn't replace your staff. But it might be able to help your staff to do their jobs even better.
  4. Don’t be afraid to play around. You can always decide to stop.
  5. Set up your guardrails. This will also help build comfort and trust in your organisation as well as minimise your risk.
  6. People can tell what’s AI. While it can be really helpful for content generation, proceed with caution.
  7. You don’t know what you don’t know. External expertise can enhance your understanding and perspective.
  8. You can’t ban AI. Your staff may even already be using it. Providing a roadmap for proper AI use can help mitigate risks, especially regarding privacy and GDPR.
  9. Prioritise your data quality. AI is only as good as the data you provide.
  10. AI is changing fast. When making decisions keep the long term in mind to avoid decisions that could potentially limit your business’ scalability in the future.

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