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No account needed to begin.Just choose the closest fit.
YOUR RESEARCH NOTEBOOK
Tell us a little about your business. We’ll build the picture as you go.
Useful observations. Practical next steps. A conversation worth having.
Practical recruitment expertise.Useful technology. Human judgement.How we help
Built around your business.
Professional servicesRetail, hospitality & multi-site employersManufacturing, engineering & field services
01 / The difference it makes
Good recruitment. Real business impact.
Sharper attraction. Less waste. Stronger hiring. Here’s what that has looked like in practice.
Multi-site hospitality01
36working days a year
More time to run the business.
Around three days a month freed up for each Area Manager. Advertising spend fell by over 50% while the business grew from 80 locations to over 200 during three years of support.
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Before our work
More than 80% of applicants dropped out at the first stage. Area Managers spent over a week each month on recruitment, early turnover was high, and a stretched HR team was working with disconnected systems and inconsistent hiring practice.
What changed
Over three years, the work combined attraction, better processes, manager training and ongoing support. Advertising spend reduced by over half as the estate grew. Area Managers gained time for their teams and business performance, while HR gained an experienced resource for strategic and practical projects.
Annualised estimate based on approximately three days saved per month, per Area Manager.
Food manufacturing & processing02
£100,000+saved in recruitment costs over approximately seven months
A stronger route to the right people.
More than £100,000 saved in recruitment costs over approximately seven months. Fifteen of sixteen hires in the first six months were made directly, compared with one of twenty previously.
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Before our work
The business relied on agencies for nineteen out of twenty hires, with reported recruitment costs above £150,000 and only one direct appointment.
What changed
In the first six months, fifteen of sixteen hires were made directly, with only one agency appointment. Recruitment cost savings exceeded £100,000 over approximately seven months. The client reports better choice and selection, alongside less time and administration for hiring managers and HR. The work focused on people who would join and stay.
Client-reported saving over approximately seven months. The 15-of-16 hiring result covers the first six months; the earlier 19-of-20 agency figure comes from a separate recruitment period.
Field service engineering03
90%+lower reported cost per hire
Better choice. Less agency reliance.
Reported cost per hire fell from around £6,000 to £500. Direct applications rose to around thirty CVs a month, with hiring usually completed within a month.
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Before our work
The business relied entirely on agencies, receiving five or six CVs each month. Hiring typically took three months, at around £6,000 per hire, and too many new starters left within their first year.
What changed
Agency spend was eliminated. Reported cost per hire fell to around £500, with around thirty CVs arriving directly each month. Hiring usually took place within a month, and the client reports improved twelve-month retention.
Approximate client-reported costs and hiring times from this individual project.
Multi-site retail04
85%reduction in hires leaving within six months
More confident hiring. Fewer early leavers.
An 85% reduction in hires leaving within their first six months. Clearer role expectations, consistent hiring standards and practical manager training helped the business make better decisions.
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Before our work
Recruitment was expensive and time-consuming, with inconsistent processes and disruptive turnover within the first six months of employment.
What changed
The work connected job descriptions, adverts, invitations and interviews through common standards. Training helped managers make decisions with greater confidence and pace. Candidates understood the role more clearly, resulting in a client-reported 85% reduction in hires leaving within their first six months.
Client-reported reduction in early failed hires, defined as departures within the first six months of employment.
Outcomes reported from individual client projects. Scope, starting points and measurement periods differ.
In our clients’ words
The people we work with.
“We are hiring better people”
Read the full quote
“The understanding of who we were best at employing was fundamental. Then the thought-out approach of defining and linking common standards from job description, to ad, to invite, to interview has given our hiring managers far greater confidence in their pace of decision making. The training has reinforced this. We are hiring better people”
“Having the Rec-Revolution team supporting in the background makes our life easy.”
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“Having the Rec-Revolution team supporting in the background makes our life easy. They are always available for any questions and proactively approach us with new ideas and updates. The savings against a senior recruiter along with their advertising rates, make the relationship a no-brainer for our business”
“Rec-Revolution do just that; friendly, efficient support which has been highly cost effective for our business”
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“As an SME, making time to recruit seemed overwhelming. It was just easier to kick the can down the road and crack on as we were. Our criteria was to be supported whist retaining ownership and control of the actual process itself. Rec-Revolution do just that; friendly, efficient support which has been highly cost effective for our business”
“We now have more, and better candidates”
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“The audit process gave us such insight to where we sat for candidate accessibility, and such quick wins off the back of it. It became clear why we had limited applications. We now have more, and better candidates”
“Recruitment is so much smoother now”
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“The training brought recruitment to life for both our area managers and support team. The team now has a sense of purpose backed up with practical knowledge and technique. Recruitment is so much smoother now”
02 / Built around the real problem
Your recruitment should work for you.
Maybe you need better applicants. Maybe managers are stretched. Maybe a crucial vacancy is holding the business back.
We find the cause, agree the right level of support and get to work alongside your team.
Look at your hiring data, employment offer and candidate journey. Find where time, money and good people are being lost.
A clear starting point. The right priorities.
02
Make it work.
Improve attraction, redesign the process and upskill your team. Give managers practical training, clear responsibilities and the tools to make better hiring repeatable.
Practical changes, made with your team.
03
Keep it moving.
Stay involved where you need us. Agree who owns each action, track what changes and adapt as your business grows.
Experienced support. Clear responsibility.
Alex Foxell & Chris ShawCo-founders, Rec Revolution
03 / The people behind the progress
You’ll know who’s on it.
Alex and Chris bring more than 40 years of combined recruitment experience, across agencies, in-house teams and businesses of every size.
They understand the numbers. They also understand the busy manager, the difficult vacancy and the candidate waiting for a call.
No. We work with employers to improve how recruitment works in their business. That can include strategy, attraction, manager training, practical delivery support and purpose-built technology. We agree who does what at the start, so every part of the process has a clear owner.
Will this work with our existing systems?+
Yes. We start by understanding what you already use. Effective systems can stay. Where there is a gap, we can improve the workflow, connect tools or build something around your needs. The scope comes from the problem we agree to solve.
Is this for volume hiring or specialist roles?+
Both, with a different approach for each. A business filling frontline vacancies needs speed, consistency and retention. A business making a critical specialist hire needs a compelling offer and a carefully managed process. We shape the work around the hiring challenge.
What happens after this recruitment review?+
Your starting points appear on the page, alongside any public sources we could find. You can talk them through with Alex and Chris, or take the free full assessment for a closer look at performance, recruitment costs and priorities. The full assessment uses email-code sign-in so you can save progress and return to your report. Your completed assessment and contact email are available to Alex and Chris to discuss the findings with you.
Let’s start with your business
What would better hiring change for you?
Tell Alex and Chris what’s happening. We’ll start with a conversation about the problem, the priorities and where we can help.
