Recruiter Roundtables

removing bias: fair & equitable hiring processes.

community focused employers

Make every stage of your hiring fairer — and prove your commitment to inclusion with action, not just words.

For recruiters in housing, charities, care services, early years education and public bodies, fair hiring isn’t a nice-to-have — it’s core to your mission and reputation. But even with the best intentions, bias can creep.

inclusive candidate experience.

sports

Make every candidate feel welcome — and show your values from the very first interaction.

For in-house recruiters in professional clubs and sporting bodies, a fair, inclusive hiring experience gives a clear signal of what it’s like to work with you. Whether someone gets the job or not, how you treat them shapes how they talk about you — and who feels confident applying in the first place.

DEI for small teams: big goals, limited resources.

Education

Swap ideas for making a real difference on diversity — even when you don’t have a huge team or budget.

For recruiters in schools, colleges and universities, diversity, equity and inclusion aren’t just tick boxes — they’re vital for your students, staff and wider community. But pushing DEI forward with a small recruitment team (and not much budget) can feel like an uphill battle.

accessible hiring: accommodating disabilities & neurodiversity.

leisure & lifestyle

Make sure every candidate —no matter how they apply or interview — gets a fair shot at joining your team.

For recruiters inhospitality, retail, travel, lifestyle and leisure, accessibility often get stalked about on the customer side — but what about for your candidates? From frontline roles to head office positions, making your hiring process genuinely accessible helps you reach brilliant people who might otherwise be put off or left out.

language check: writing inclusive job descriptions.

fmcg & logistics

Use the right words to open doors — and attract a wider, fairer pool of candidates.

For recruiters in FMCG, manufacturing, warehousing and supply chain, the words you choose in a job ad can make or break who feels welcome to apply. Make every stage of your hiring fairer — and prove your commitment to inclusion with action, not just words.

creative ways to build an employer brand on a budget.

open to everyone

Attract great people and stand out — without blowing your whole budget on glossy campaigns you don’t really need.
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For in-house recruiters in smaller or mixed-function organisations, employer branding can feel like a luxury — but it doesn’t have to be. You don’t need an agency or a big comms team to show the real stories behind your business. Sometimes the genuine and unpolished stuff works better anyway. The challenge? Finding the time, ideas and allies in the business to help you keep it going.

what your funnel is really telling you.

professional services

Spot where good candidates drop off — and fix it before you lose another perfect hire.
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For recruiters in legal and accountancy firms, every stage of your hiring funnel affects how quickly you can get the right people in front of partners and clients. But too often, it’s hard to tell where things are stalling.

partners, not order takers: collaborating with hiring managers.

professional services

Stop just taking briefs — start driving better hires together, from day one.
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For recruiters in legal and accountancy firms, a smooth hiring process hinges on hiring managers seeing you as a trusted partner — not just an admin service for posting ads and sending CVs. But when demands are high and time is tight, that partnership can quickly slip into a one-sided to-do list.

smarter intake meetings that drive better hiring.

education

Get your hiring managers on the same page from day one — and avoid surprises down the line.
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For recruiters in schools, colleges and universities, a wobbly job brief can derail the best-laid recruitment plans. This session is all about how a clear, structured intake meeting can save you time, stop last-minute changes and make sure everyone knows exactly what (and who) you’re looking for.

creative ways to build an employer brand on a budget.

community focused employers

Get smart ideas for growing your reputation as an employer of choice — without spending the money you don’t have.
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For recruiters working in housing, charities, care services, early years education and the public sector, every penny counts — and so does your employer brand.

removing bias: fair & equitable hiring processes.

tech & saas

Make your hiring fairer — and build a team that reflects your values as well as your goals.
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For in-house recruiters in tech, SaaS and digital companies, tackling bias isn’t just about policies — it’s about spotting where it creeps in, calling it out and fixing it for good. Whether it’s how you shortlist, who does the interviewing or how feedback is shared, every step is an opportunity to keep your process fair, consistent and genuinely inclusive.

what your funnel is really telling you.

tech & Saas

Turn your conversion data into answers — so you know exactly where your hiring process needs fixing.
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For in-house recruiters in tech, SaaS and digital companies, your funnel data can feel like a black box — full of numbers but short on real clues. Applications are up but interviews are down. Interviews are happening but offers aren’t landing. Knowing where things are stalling (and why) is what separates a funnel that just looks busy from one that actually delivers hires.

data driven hiring decisions.

fmcg & logistics

Use what you know — not just what you feel — to fill roles faster and smarter.
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For recruiters in FMCG, manufacturing, warehousing and supply chain, hiring at pace means you can’t always rely on gut instinct alone. When margins are tight and staff churn costs you dearly.

building a data driven culture in TA.

leisure & lifestyle

Make your recruitment decisions stick — with data everyone trusts (and actually uses).
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For recruiters in hospitality, retail, travel, lifestyle and leisure, gut feel is great on the shop floor — but when you’re hiring at pace, with lots of moving parts, having data on your side makes a big difference. From high-turnover frontline roles to head office support, using simple data well can help you prove what’s working, spot what’s not.

streamlining the recruitment process.

education

Find practical ways to cut the faff, speed things up and hire faster — without sacrificing quality.
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For recruiters in schools, colleges and universities, long-winded hiring processes can cost you brilliant candidates — especially when they get snapped up elsewhere before your offer is even typed up.

future-proofing the TA team: upskilling & development.

open to everyone

Keep your team ready for tomorrow’s challenges — even when you’re a small group juggling a lot today.
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For in-house recruiters across mixed-function organisations, it’s not enough to fill today’s roles — you also need to think ahead. New skills, new tools, new ways of working… and usually not much extra budget to make it happen. Whether you’re growing your team’s digital know-how, brushing up on data skills or helping people step into new roles, small steps now can make a big difference later.

hiring for potential: tackling skills gaps with transferable talent.

open to everyone

Fill tough roles by looking beyond tick-box experience — and back people to grow with you.

For in-house recruiters across mixed-function organisations, the perfect candidate on paper often doesn’t exist — or they’re snapped up before you can make an offer. That’s where hiring for potential comes in. It’s about spotting the core skills and mindset that matter, not just the job titles on someone’s CV. But it takes trust, clear expectations and good onboarding to make it work — especially when budgets and training time are tight.

standing out in the inbox: job ads that convert.

community focused employers

Cut through the noise with adverts that actually get read — and get people to hit apply, not delete.
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For recruiters in housing, charities, care, early years education and public bodies, it’s tough when every job board is overflowing and candidates feel spoilt for choice (or just plain overwhelmed).

from ghosting to engagement: reducing candidate drop-off.

fmcg & logistics

Keep candidates warm, interested and turning up — instead of vanishing halfway through.
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For recruiters in FMCG, manufacturing, warehousing and supply chain, candidate ghosting can feel like part of the job — but it doesn’t have to be.

passive, not passive: converting passive candidates.

professional services

Turn “I’m not looking” into “Tell me more” — without putting people off.
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For recruiters in legal and accountancy firms, the best talent often isn’t browsing job boards — they’re busy billing hours, growing client books and not giving your vacancy a second thought. So how do you get on their radar.

choosing the right tech stack: ATS, AI & more.

sports

Get the right tools working for you — even when budgets are tight and sign-off takes forever.
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For in-house recruiters in professional clubs and sporting bodies, picking the right recruitment tech can feel like a minefield — especially when you’re juggling big expectations with small budgets. From the basics of an ATS to smart sourcing tools and AI add-ons, there’s no shortage of shiny options promising to save you time and money. But what’s worth it, what’s not, and how do you get the sign-off when every penny has to prove its worth?

recruiter roundtable events.

removing bias: fair & equitable hiring processes.

inclusive candidate experience.

DEI for small teams: big goals, limited resources.

accessible hiring: accommodating disabilities & neurodiversity.

language check: writing inclusive job descriptions.

creative ways to build an employer brand on a budget.

what your funnel is really telling you.

partners, not order takers: collaborating with hiring managers.

smarter intake meetings that drive better hiring.

creative ways to build an employer brand on a budget.

removing bias: fair & equitable hiring processes.

what your funnel is really telling you.

data driven hiring decisions.

building a data driven culture in TA.

streamlining the recruitment process.

future-proofing the TA team: upskilling & development.

hiring for potential: tackling skills gaps with transferable talent.

standing out in the inbox: job ads that convert.

from ghosting to engagement: reducing candidate drop-off.

passive, not passive: converting passive candidates.

choosing the right tech stack: ATS, AI & more.

recruitment shouldn't be a solo activity.

hear from our roundtable delegates

links

contact us

recruiter roundtable events.

removing bias: fair & equitable hiring processes.

inclusive candidate experience.

DEI for small teams: big goals, limited resources.

accessible hiring: accommodating disabilities & neurodiversity.

language check: writing inclusive job descriptions.

creative ways to build an employer brand on a budget.

what your funnel is really telling you.

partners, not order takers: collaborating with hiring managers.

smarter intake meetings that drive better hiring.

creative ways to build an employer brand on a budget.

removing bias: fair & equitable hiring processes.

what your funnel is really telling you.

data driven hiring decisions.

building a data driven culture in TA.

streamlining the recruitment process.

future-proofing the TA team: upskilling & development.

hiring for potential: tackling skills gaps with transferable talent.

standing out in the inbox: job ads that convert.

from ghosting to engagement: reducing candidate drop-off.

passive, not passive: converting passive candidates.

choosing the right tech stack: ATS, AI & more.

recruitment shouldn't be a solo activity.

hear from our roundtable delegates

links

contact us

follow us