BRADFORD & MARSHC O N S U L T I N G

Recruitment Consultancy

Fix Your Hiring. Not Just Your Hiring Problems.

We step into your business, find where your recruitment is breaking down, and take ownership of fixing it. From process through to delivery.

Start With a Recruitment Audit Get in Touch

Speak to us directly01260 544934

How It Works

Simple, effective, results-driven

1

Tell Us What You Need

Whether it's a single hire, a process review, or ongoing support. We start by understanding your business and your challenge.

2

We Build Your Solution

We tailor the right combination of services around your requirements. No rigid packages. Just practical, flexible support.

3

Results Delivered

High-quality candidates, improved processes, and measurable outcomes. We work until the job is done.

Download

Our Services Brochure

Everything you need to know about Bradford & Marsh in one place. Browse it online or download the PDF.

View Interactive Brochure Download PDF

20+Years Experience

7Core Services

UKWide Coverage

286Roles Benchmarked

About Us

We're on your side.
That's the whole point.

We've spent over twenty years inside UK sales and recruitment teams. Managing pipelines, hitting targets, building processes, and hiring people. Not advising from the sidelines. Actually doing it.

We started Bradford & Marsh because we saw the same problems everywhere: businesses wasting money on broken processes, good candidates being lost to slow hiring, and agencies that post adverts and hope for the best.

We're here to fix that. Whether you need a full recruitment partner or just help with one part of the process, you'll get honesty, structure, and results.

Learn more about us →

Our Services

Flexible support, tailored to your hiring needs

Whether you need us to manage the full process or support on a single stage, our services are designed to be modular and practical.

01

Recruitment Audit

A data-driven assessment of your entire hiring model. Find out where your process is breaking down and what it's costing you.

Learn more →

02

Advertising

Fix your top of funnel. We position your role properly in the market and push it across the channels that produce relevant candidates.

Learn more →

03

Advertising + Sourcing

Targeted advertising plus a dedicated recruiter actively sourcing candidates who aren't applying but are a strong fit.

Learn more →

04

Advertising, Sourcing + Screening

We control the front end of your process. Every candidate is reviewed, qualified, and filtered before you see them.

Learn more →

05

Full Recruitment

End-to-end ownership with behavioural profiling on every candidate. Role definition, sourcing, screening, profiling, and offer management. You interview with confidence, not hope.

Learn more →

Client Testimonials

What our clients say

“

Bradford & Marsh helped us fill three senior roles in under four weeks. Their understanding of what we needed was spot on from day one.

Operations Director

Manufacturing — 350 employees

“

The recruitment audit was a real eye-opener. We had no idea how many candidates we were losing at the interview stage. The report gave us a clear action plan.

HR Manager

Financial Services — 120 employees

“

We've used their CV sourcing service on multiple roles and the quality of candidates has been consistently strong. It's freed up our internal team to focus on other priorities.

Managing Director

Technology — 80 employees

Case Studies

Real results for real businesses

Manufacturing

Reducing time-to-hire across multiple sites

A Midlands-based manufacturer needed to fill 12 production and office roles across two sites. We delivered a full recruitment package, sourcing and screening candidates in parallel.

40%Faster hiring

12Roles filled

6wksTotal time

Financial Services

Overhauling a broken interview process

A growing finance firm was losing top candidates after interview. Our audit revealed inconsistent processes and slow feedback. We restructured their approach end-to-end.

85%Offer acceptance

3Days to feedback

50%Less attrition

Technology

Building a pipeline for hard-to-fill IT roles

An IT services company struggled to attract qualified developers and support engineers. We deployed targeted headhunting and multi-platform sourcing to build a consistent pipeline.

28CVs delivered

5Hires made

92%Retention at 12m

Why Bradford & Marsh Consulting

What sets us apart

20+ Years' Experience

Built on over two decades of hands-on experience within UK sales and recruitment teams.

Operators, Not Consultants

We've done the job ourselves. We understand your challenges because we've lived them.

Flexible & Modular

Pick the services you need. From a single CV search to full delivery, we adapt.

Insights & Resources

Latest from the blog

Recruitment

5 Signs Your Recruitment Process Needs an Audit

If your time-to-hire is creeping up or your offer acceptance rate is dropping, it might be time to take a closer look at your process.

Read more →

Salary Trends

UK Salary Trends for 2026: What Employers Need to Know

With ONS data showing 4.8% wage growth and a median full-time salary of £41,250, here's what the numbers mean for your hiring budget.

Read more →

Hiring Tips

How to Write a Job Advert That Actually Attracts Talent

Most job adverts read like a wishlist. Here's how to write one that speaks to the candidates you actually want to hire.

Read more →

Legal

Legal Recruitment in the North West: What Employers Need to Know

Demand is rising, salaries have moved, and hybrid working is now expected. Here's what legal employers need to do differently in 2026.

Read more →

Candidates

Are You Being Paid Fairly?

Most professionals don’t have a clear view of where they sit in the market.

Our salary benchmarking tool gives you a real-world view of what your role is worth based on UK data — not guesswork.

Whether you’re considering a move or simply want clarity, this gives you the information to make a confident decision.

Check Your Market Value

Back to Home

Our Services

Recruitment Operating Model Audit

Most companies don't have a recruitment problem. They have a process problem. Our audit shows you exactly where your hiring is breaking down and what it's costing you.

£299+ VAT

What Makes This Different

A commercially focused diagnosis

We've built a recruitment audit that goes far beyond a surface-level review. It combines structured diagnostic modelling with live UK hiring benchmarks drawn from job market trends, salary guides, labour market data, and aggregated job advert analysis.

Every input is tested against real-world benchmarks covering time to hire, application volume, offer acceptance, and early attrition. The output is a full scoring breakdown, identification of core constraints, and a prioritised action plan with ownership, timelines, and measurable outcomes.

01

Business Context

Company details, sector, location, headcount, annual hiring volume, and key roles. This sets the benchmark position and shapes the report around your operating environment.

02

Hiring Performance

The hard metrics: time to hire, applications per role, offer acceptance rate, first-year attrition, interview stages, feedback turnaround, and shortlist quality.

03

Process Control

Workforce planning, metric tracking, employer brand, job advert consistency, sourcing channels, screening, interview structure, offer speed, onboarding, candidate feedback, ownership, and hiring manager training.

04

Review & Report Generation

Scored against our maturity model, benchmarked against UK sector data, compiled into a full report with charts and prioritised recommendations — delivered within 24 hours.

The 12 Areas We Score

What the audit measures

◇

Time to Hire — Speed from opening to accepted offer

◇

Candidate Volume — Applications per role

◇

Offer Acceptance — Offers accepted vs declined

◇

First-Year Retention — Hires staying beyond 12 months

◇

Interview Efficiency — Stages and feedback speed

◇

Shortlist Quality — Candidates reaching interview

◇

Workforce Planning — Proactive vs reactive hiring

◇

Employer Brand — Visibility and appeal

◇

Sourcing Strategy — Channel mix and consistency

◇

Screening & Selection — Advert quality and CV review

◇

Onboarding & Offers — Speed and starter experience

◇

Ownership & Accountability — Who owns recruitment

Your Report

What you receive

Full Scoring Breakdown

Every area scored on a maturity scale with clear explanations of what each score means.

UK Sector Benchmarking

Your metrics compared against live UK benchmarks for similar organisations.

Core Constraint Identification

The specific bottlenecks slowing your hiring — candidate quality, process speed, or structure.

Prioritised Action Plan

Clear actions ranked by impact, with ownership, timelines, and measurable outcomes.

At the end of it, you'll know whether:

• Your issue is candidate quality
• Your process is slowing hires down
• Your internal structure is costing you good people

From there, you can fix it internally or have us handle it.

Candidates

Are You Being Paid Fairly?

Most professionals don’t have a clear view of where they sit in the market.

Our salary benchmarking tool gives you a real-world view of what your role is worth based on UK data — not guesswork.

Whether you’re considering a move or simply want clarity, this gives you the information to make a confident decision.

Check Your Market Value

Payment Successful

Thank you for purchasing your Recruitment Operating Model Audit. Use the details below to access the audit tool.

Your Access Password

BM-Audit2026!

Click the password to select it, then copy and paste it when prompted.

Launch Audit Tool

A confirmation email has been sent to you. If you have any questions, contact us at contact@bradfordandmarsh.co.uk

Back to Home

Our Services

Advertising

Fix your top of funnel. If your audit shows weak candidate flow, this is the fix.

The Problem

Most companies don't have a shortage of applicants

They have the wrong message in the wrong places. We take your role, position it properly in the market, and push it across the channels that produce relevant candidates. No generic job ads, no scattergun posting. Every applicant comes directly to you, but now they're aligned with what you need. This is about improving input — better applicants in means better hires out.

01

Role Positioning

We review your vacancy and craft compelling, market-aligned job advertising that speaks directly to the candidates you want to attract.

02

Targeted Channel Selection

Your role is placed across the platforms and job boards where the right candidates are actually looking — not just the obvious ones.

03

Direct Applicant Flow

Every applicant comes directly to you, but now they're aligned with what you need. Better quality in means better hires out.

What You Get

Benefits of our advertising service

◇

Market-aligned job adverts — written to attract the right candidates, not just any candidates

◇

Multi-platform distribution — your role placed across the channels where your ideal candidates are active

◇

Increased application quality — fewer irrelevant CVs, more candidates who match your requirements

◇

Direct applicant flow — every applicant comes straight to you, no middleman delays

◇

Reduced time wasted — less time sifting through unsuitable applications

◇

Employer brand improvement — well-written adverts reflect positively on your organisation

Is This Right For You?

This service is ideal if:

• Your audit shows weak candidate flow or low application volume
• You're getting applications but they're not the right quality
• Your job adverts aren't generating interest
• You want to manage interviews and decisions yourself but need better input
• You need to fill a specific role and want it done properly

Candidates

Are You Being Paid Fairly?

Most professionals don’t have a clear view of where they sit in the market.

Our salary benchmarking tool gives you a real-world view of what your role is worth based on UK data — not guesswork.

Whether you’re considering a move or simply want clarity, this gives you the information to make a confident decision.

Check Your Market Value

Back to Home

Our Services

Advertising + Sourcing

Fix your pipeline and filtering problem. If your audit shows weak candidate quality, time waste, or reliance on inbound applicants, this is where you step up.

Beyond Advertising

We don't just advertise — we actively find the right people

Alongside running targeted job advertising, you'll have a dedicated recruiter sourcing candidates who are not actively applying but are a strong fit for your role. These are the people most businesses miss. Every candidate, inbound or sourced, is reviewed and qualified against your requirements before you ever see them.

01

Targeted Job Advertising

Your role positioned and promoted across the right channels to attract relevant inbound applicants.

02

Dedicated Recruiter Sourcing

A dedicated recruiter actively headhunting candidates through LinkedIn, professional networks, and databases — reaching people who aren't applying anywhere.

03

Qualified Shortlist

You receive a focused shortlist of candidates who are relevant, interested, and worth your time. No noise, no guesswork, no dependency on who happens to apply.

You stay in control of interviews and hiring decisions, but now you're choosing from a stronger, more deliberate pool.

What You Get

Benefits of advertising + sourcing

◇

Access to passive candidates — reach people who aren't actively looking but would move for the right role

◇

Dedicated recruiter — someone actively working your role, not just posting and hoping

◇

Stronger shortlists — candidates from both inbound and sourced channels, all qualified

◇

Reduced dependency on job boards — you're not relying on who happens to apply

◇

Speed — active sourcing fills your pipeline faster than advertising alone

◇

You stay in control — we build the shortlist, you run the interviews and make the decisions

Is This Right For You?

This service is ideal if:

• Advertising alone isn't producing enough quality candidates
• You need to reach people who aren't actively applying
• You want a dedicated recruiter working your role alongside advertising
• You have the capacity to interview but need better candidates to choose from
• Your audit shows a pipeline or candidate quality problem

Candidates

Are You Being Paid Fairly?

Most professionals don’t have a clear view of where they sit in the market.

Our salary benchmarking tool gives you a real-world view of what your role is worth based on UK data — not guesswork.

Whether you’re considering a move or simply want clarity, this gives you the information to make a confident decision.

Check Your Market Value

Back to Home

Our Services

Advertising, Sourcing + Screening

Fix your filtering problem. If your audit shows time waste, poor shortlisting, or inconsistent candidate quality, this is where you step up.

Full Front-End Control

We don't just generate applicants — we control the front end of your process

Alongside targeted job advertising, we actively source candidates who are not applying but match your requirements. This gives you access to a wider, more relevant talent pool. Every candidate, whether inbound or sourced, is reviewed, qualified, and filtered against your requirements before you ever see them.

01

Targeted Advertising

Your role positioned and promoted across the channels that matter for your sector and location.

02

Active Sourcing

We actively source candidates who are not applying but match your requirements — giving you access to a wider, more relevant talent pool.

03

Screening & Qualification

Every candidate is reviewed, qualified, and filtered against your requirements before you ever see them.

04

Clean Shortlist Delivery

You get a clean, focused shortlist of people worth speaking to. No noise, no guesswork, no hours lost going through CVs that were never right.

You stay in control of interviews and hiring decisions, but without the drag.

What You Get

Benefits of advertising, sourcing + screening

◇

Zero CV noise — you only see candidates who have been reviewed, qualified, and matched to your requirements

◇

Hours saved — no more sifting through irrelevant applications or chasing unqualified candidates

◇

Consistent quality — every candidate on your shortlist meets a defined standard

◇

Wider talent pool — sourced candidates plus screened inbound applicants gives you the best of both

◇

Faster decisions — a clean shortlist means you can move to interviews immediately

◇

Full control retained — you still run interviews and make the final hiring decision

Is This Right For You?

This service is ideal if:

• You're spending too much time reviewing CVs that aren't right
• Your shortlists are inconsistent or low quality
• You want to interview but need someone else to handle everything before that point
• Your audit shows time waste or poor filtering in your process
• You need to hire but don't have the internal resource to manage the front end

Candidates

Are You Being Paid Fairly?

Most professionals don’t have a clear view of where they sit in the market.

Our salary benchmarking tool gives you a real-world view of what your role is worth based on UK data — not guesswork.

Whether you’re considering a move or simply want clarity, this gives you the information to make a confident decision.

Check Your Market Value

Back to Home

Our Services

Full Recruitment

Fix the whole system. If your audit shows multiple breakdowns, this is the only real solution.

Complete Ownership

We take ownership from start to finish

We take ownership of the full recruitment process. That includes role definition, market positioning, advertising, screening, shortlisting, interview coordination, feedback handling, and offer management. But more importantly, we bring structure. Most hiring issues come from inconsistency — different people, different standards, no clear process. That's where bad hires happen.

01

Role Definition & Market Positioning

We define the role, benchmark it against the market, and position it to attract the right candidates.

02

Advertising & Sourcing

Multi-channel advertising combined with active headhunting to build a comprehensive candidate pipeline.

03

Screening & Shortlisting

Every candidate screened, qualified, and presented with a clear rationale for why they're on the list.

04

Interview Coordination

We manage scheduling, candidate communication, and provide structured interview frameworks.

05

Feedback & Offer Management

Timely feedback handling, offer negotiation support, and candidate management through to acceptance.

06

Structure & Repeatability

We build a repeatable system around your hiring so every role is handled properly, every time.

You don't chase candidates. You don't manage the process. You get results.

What You Get

Benefits of full recruitment

◇

Complete end-to-end ownership — from role definition through to accepted offer, we handle it all

◇

Structured, repeatable process — every role handled the same way, every time. No inconsistency

◇

Pre-qualified shortlists — you only meet candidates who have been fully vetted against your criteria

◇

Interview frameworks — structured interview guides so your team evaluates candidates consistently

◇

Offer management — we handle negotiations, counter-offers, and candidate management through to start date

◇

Your time back — you focus on running your business, we focus on filling your roles

Is This Right For You?

This service is ideal if:

• Your audit shows multiple breakdowns across your hiring process
• You don't have internal recruitment resource or your team is stretched
• You need consistent, high-quality hires across multiple roles
• You've been burned by bad hires and need a more structured approach
• You want one team accountable for the entire process and the outcome

Candidates

Are You Being Paid Fairly?

Most professionals don’t have a clear view of where they sit in the market.

Our salary benchmarking tool gives you a real-world view of what your role is worth based on UK data — not guesswork.

Whether you’re considering a move or simply want clarity, this gives you the information to make a confident decision.

Check Your Market Value

Candidate Quality

We don't just find candidates. We understand them.

Every candidate we put in front of you has been through our structured behavioural profiling process. It's based on the Big Five (OCEAN) personality model, the most validated framework in occupational psychology. We score five dimensions and give you a full report before the interview even happens.

What we assess

01 Conscientiousness

Organisation, reliability, self-management. Can they deliver consistently without being chased?

02 Extraversion

Relationship-building, energy in group settings. Are they a natural communicator or more reserved?

03 Agreeableness

Team dynamics, directness vs diplomacy. How will they handle difficult clients or colleagues?

04 Openness

Curiosity, adaptability. Will they embrace change or resist it?

05 Emotional Resilience

Composure under pressure, recovery from setbacks. Can they handle what the role will throw at them?

Sample candidate behavioural profile report

Recruiter insights and interview recommendations

Recruiter insights with interview probe recommendations

What you get with every candidate

Full behavioural profile

Scored across all five dimensions with clear, plain-English explanations of what each score means for the role.

Key behavioural strength

We identify the candidate's standout trait and explain how it maps to the role you're hiring for.

Interview probe recommendation

A specific question for you to ask at interview, targeting the dimension that needs the most attention. We tell you what to probe and why.

Role suitability assessment

Our recommendation on whether this candidate should proceed to interview, based on the complete profile.

Recruiter notes

Our honest observations from the registration call. The things you can't see on a CV.

More lifting on our side. Less guesswork on yours.

Most agencies send you a CV and a phone number. We send you a CV, a full behavioural profile, a role suitability assessment, and specific interview questions tailored to each candidate. By the time you sit down with them, you already know their strengths, their risks, and exactly what to probe. That's the difference between hoping for the best and hiring with confidence.

Back to Home

Our Services

Lead Generation

Generating a consistent pipeline of new business opportunities can be challenging and time-consuming. Our service helps businesses connect with potential clients through targeted outbound activity.

How We Generate Leads

Our approach

01

Targeted Prospect Research

We identify and research potential prospects that align with your target market, ensuring outreach is focused on the most relevant businesses.

02

High-Volume Outbound Calling

Our experienced agents conduct professional outbound calls to engage decision-makers, introduce your services, and generate interest.

03

Lead Qualification

We ensure each lead meets your agreed criteria before passing it to your team, so you spend time speaking with genuinely interested businesses.

04

Appointment Setting

Qualified prospects are booked directly into your sales team's diary, ensuring a smooth transition to sales conversations.

Benefits

Why use our lead generation service

◇

Consistent pipeline of qualified business opportunities

◇

Dedicated outbound team representing your brand

◇

More time for your sales team to focus on closing deals

◇

Scalable support depending on your business needs

Candidates

Are You Being Paid Fairly?

Most professionals don’t have a clear view of where they sit in the market.

Our salary benchmarking tool gives you a real-world view of what your role is worth based on UK data — not guesswork.

Whether you’re considering a move or simply want clarity, this gives you the information to make a confident decision.

Check Your Market Value

Our Services

Back to Home

Total Compensation Benchmarking

Go beyond base salary. See the full picture — holiday, pension, bonus, company car, insurance, flexible working, and more — benchmarked against UK market data for 2026/27.

Free for all clients

Benchmark a Role

Enter your criteria

Job Title

Region

Sector

Company Size

Annual Turnover

Back to Home

Insights & Resources

Recruitment Insights

Practical advice, market trends, and hiring tips from the Bradford & Marsh Consulting team.

← Back to all articles

Legal Recruitment

Legal Recruitment in the North West: What Employers Need to Know in 2026

The legal sector in the North West is shifting. Manchester, Chester, and the surrounding towns have seen steady growth in demand for qualified legal professionals, but the market is getting harder to hire in. Here's what employers need to understand if they want to attract and retain the right people.

Demand is rising, but supply isn't keeping up

Conveyancing and property law firms are particularly stretched. The volume of residential transactions has picked up, but experienced conveyancers and property solicitors are in short supply. Firms that were comfortable hiring through job boards alone are finding that the calibre of applicants has dropped, and the best candidates are being snapped up before they even start looking.

The same applies to paralegals and legal secretaries. These roles have historically been straightforward to fill, but rising salaries in adjacent sectors (insurance, compliance, financial services) are pulling candidates away from traditional legal support roles.

Salaries have moved

Our salary benchmarking data across 16 legal roles shows that North West legal salaries have increased by 4-6% over the last 12 months. A qualified solicitor in the North West is now looking at £55,000-£65,000 depending on specialism. Conveyancers sit around £38,000-£45,000, and experienced paralegals are commanding £28,000-£33,000.

The problem isn't just base salary. Candidates are comparing total packages, and firms that don't offer hybrid working, competitive pension contributions, or clear progression are losing out to those that do.

Hybrid working is now expected

Legal professionals who were forced into remote working during 2020-21 have now built their lives around it. Firms insisting on five days in the office are seeing higher decline rates at offer stage and struggling to attract candidates from outside their immediate area. The firms winning talent are offering 2-3 days in the office with flexibility built in.

What should employers do?

Benchmark your salaries properly. Not against what you paid last time, but against what the market is paying right now. Our salary benchmarking tool covers 16 legal roles across the North West and can show you exactly where you sit.

Fix your job adverts. Most legal job adverts read like a job description. They list duties but don't sell the opportunity. Tell candidates what they'll get, not just what you want from them.

Speed up your process. Legal candidates, particularly solicitors and conveyancers, are receiving multiple offers. If your interview process takes three weeks, you'll lose them. Two stages, feedback within 48 hours, offer within a week of final interview.

Consider sourcing, not just advertising. The best legal candidates often aren't on job boards. They need to be found through targeted search and headhunting. That's where working with a recruiter who understands the legal market makes a real difference.

Need help hiring legal professionals in the North West?

We recruit across 16 legal roles from paralegal through to head of legal. We know the North West market, we benchmark salaries properly, and we find candidates who aren't on job boards.

Get in Touch

Recruitment

5 Signs Your Recruitment Process Needs an Audit

Most businesses don't realise their recruitment process is underperforming until the symptoms become impossible to ignore. Here are five warning signs that suggest it's time for a structured review.

1. Your time-to-hire keeps increasing. If roles are taking longer to fill than they used to, there may be bottlenecks in your screening, interview scheduling, or decision-making stages that need addressing.

2. Candidates are dropping out mid-process. A high drop-off rate usually points to poor communication, too many interview stages, or slow feedback. Candidates with options won't wait.

3. Your offer acceptance rate is below 80%. If candidates are turning down offers, your salary, benefits, or candidate experience may not be competitive enough.

4. New hires are leaving within 12 months. High early attrition suggests a mismatch between what was promised and what was delivered — often rooted in the hiring process itself.

5. Nobody owns recruitment end-to-end. When hiring is everyone's job, it's nobody's job. Without clear ownership, processes drift and standards slip.

Get your recruitment audit →

Salary Trends

UK Salary Trends for 2026: What Employers Need to Know

The latest ONS ASHE data (April 2025) shows median full-time earnings at £41,250 — a 4.8% increase year-on-year. With the National Living Wage rising to £12.71 from April 2026, here's what the numbers mean for your hiring budget.

Regional gaps are significant. London commands a 15–25% premium over the national median, but cities like Manchester, Leeds, and Birmingham are closing the gap — particularly for technology and professional services roles.

Benefits matter more than ever. Candidates increasingly weigh up the total package — pension, flexible working, health insurance, and car allowance — not just base salary. Companies that benchmark only on salary are losing talent to those offering a stronger overall deal.

The key takeaway: if you haven't reviewed your salary offerings in the last 12 months, you're likely falling behind. Use our free salary benchmarking tool to check where you stand.

Try the salary benchmarking tool →

Hiring Tips

How to Write a Job Advert That Actually Attracts Talent

Most job adverts read like a wish list of requirements. The best ones read like an opportunity. Here's the difference.

Lead with what you offer, not what you want. Candidates scroll past hundreds of adverts. The ones that stop them lead with salary, flexibility, progression, or purpose — not a 15-bullet list of essential criteria.

Be specific about salary. Adverts with a published salary range receive significantly more applications. "Competitive" isn't competitive — it's vague.

Keep it short. The best adverts are under 500 words. If your advert takes longer to read than to apply, you've lost them.

Need help with your adverts? Get in touch →

Market Analysis

The True Cost of a Bad Hire in 2026

Most businesses think a bad hire costs them a few months of salary. The reality is far worse. When you factor in recruitment fees, onboarding, training, lost productivity, management time, team disruption, and the cost of re-hiring, a bad hire at the £35,000 level typically costs between £17,000 and £55,000.

The numbers add up fast. Research from Oxford Economics puts the average cost of replacing an employee at £30,614. The CIPD estimates that the direct cost of recruiting a replacement — before you even account for lost output — is between £6,000 and £8,000 for a mid-level role.

The real damage is what you can't see on a spreadsheet. Team morale drops. Remaining staff pick up the slack and burn out. Clients notice the inconsistency. Your employer brand takes a hit. And the next time you try to hire for the same role, the market remembers.

The fix isn't spending more on recruitment. It's spending smarter. A structured hiring process with clear criteria, consistent interviewing, and proper screening catches the wrong candidates before they cost you six figures.

Calculate your cost of a bad hire →

Mortgage & Financial Services

Mortgage Advisor Recruitment in 2026: What Employers Need to Know

Recruiting mortgage advisors has never been more competitive. With the market recovering and transaction volumes picking up, demand for experienced, CeMAP-qualified advisors is outstripping supply across most UK regions.

Salary expectations have shifted. The average mortgage advisor base salary in the UK is now around £37,000–£40,000 according to Indeed and Glassdoor data (February 2026), with on-target earnings regularly exceeding £60,000–£80,000 when commission is factored in. Employers still offering £25,000 base packages are finding their adverts ignored.

The best advisors aren't on job boards. Experienced mortgage advisors with established client books and strong completion rates rarely apply for advertised roles. They move through networks, referrals, and direct headhunting. If your recruitment strategy relies on posting an advert and waiting, you're competing for the bottom of the talent pool.

What wins: competitive base salary, uncapped commission with a transparent structure, strong lead flow, dedicated admin support, and hybrid working flexibility. The advisors we place tell us these five factors matter more than brand name or office perks.

Benchmark mortgage advisor salaries →

Process Improvement

Why Internal Recruitment Costs More Than You Think

Ask most business owners what it costs them to recruit internally and they'll give you the job board fee. Maybe the agency invoice. What they almost never account for is the single biggest cost: their own time.

A hiring manager spending 35 hours on a recruitment process is a hidden £1,000+ cost that never appears on any P&L. Add interview panel time, admin, reference checks, and the cost of the role sitting vacant for 6–8 weeks, and a single internal hire can easily cost £5,000–£8,000 in total — before you've even considered whether the person works out.

Then factor in the re-run rate. Industry data suggests around 25–30% of internal hires fail within 12 months or require the role to be re-advertised. Each re-run doubles the cost. At that point, you're not saving money by doing it yourself. You're spending more and getting less.

The question isn't whether you can afford to outsource recruitment. It's whether you can afford not to.

Calculate your recruitment costs →

Back to Home

Employer Tools

Hiring Tools & Calculators

Data-driven tools to help you make smarter hiring decisions, reduce costs, and improve your recruitment process.

Vacancy Cost Ticker

Watch the cost count up live

Cost of a Bad Hire

See what a wrong hire actually costs

Interview Questions

Tailored questions by role

Job Advert Grader

Score your job advert

Recruitment Cost Calculator

Internal vs outsourced

Salary Benchmarking

286 UK roles, full package data

Vacancy Cost Calculator

What's That Empty Seat Actually Costing You?

Most businesses know an empty role costs money. Almost none know how much. Enter your vacancy details and watch the real cost add up in real-time.

Job title

Annual salary (£)

How long has it been vacant?

Department

How many people are currently covering this role?

Calculator

What does a bad hire actually cost?

Most businesses underestimate the true cost of a bad hire by 3–5x. This calculator factors in salary, recruitment costs, onboarding, lost productivity, management time, and the cost of re-hiring. The results are based on CIPD and Oxford Economics research.

Annual Salary of the Role

How long before they left? (months)

Seniority Level

Generator

Interview Question Generator

Select a role category and competency area, and we'll generate structured interview questions with scoring guidance. Built for hiring managers who want consistency without the guesswork.

Role Category

Focus Area

Calculator

Recruitment Cost Calculator

Compare the true cost of hiring internally versus using Bradford & Marsh. Most businesses drastically underestimate how much internal recruitment costs when you factor in time, job boards, advertising, management distraction, and the hidden cost of unfilled roles.

Annual Salary of Role

How many roles per year?

Do you have an internal recruiter?

Which B&M service would you use?

Average time to hire internally (weeks)

Back to Home

Candidate Tools

Tools to Power Your Next Move

Know your worth, prepare for interviews, and understand the market. Everything you need to make your next career move with confidence.

Am I Paid Fairly?

Check your market position

CV Builder

Build and download your CV

Interview Prep

Questions you'll actually be asked

Job Market Pulse

UK hiring trends right now

Salary Check

Am I Being Paid Fairly?

Enter your role, salary, and region to see exactly where you sit against the UK market. Based on 2026/27 data across 286 roles and 12 regions.

Your Current Salary

Your Job Title

Your Region

CV Guide

Build a CV That Actually Gets Interviews

Most CVs get rejected in under 10 seconds. Not because candidates aren't qualified, but because the CV doesn't show it quickly enough. Here's what hiring managers and recruiters actually look for.

Do This

Lead with a personal statement that says who you are, what you do, and what you're looking for. Two to three sentences. No waffle.

Show achievements, not duties. "Managed a team of 5" says nothing. "Grew team output by 30% over 12 months while reducing staff turnover" says everything.

Tailor it for each role. Read the job advert and mirror the language. If they say "stakeholder management" and your CV says "working with people", you've already lost.

Keep it to two pages. Three is too many. One is too few unless you're very early career.

Avoid This

"References available on request" takes up space and says nothing. Everyone has references. Remove it.

A photo. In the UK, this isn't expected and can introduce unconscious bias. Leave it off unless you're in a creative industry.

Long paragraphs. Use short bullet points under each role. Recruiters scan, they don't read.

Generic skills lists. "Excellent communication skills" means nothing on its own. Show it through your experience instead.

The structure that works

01

Personal Statement

2-3 sentences

02

Key Skills

6-8 relevant skills

03

Experience

Most recent first

04

Education

Qualifications + dates

05

Certifications

Industry-specific

06

Interests

Optional, keep brief

7.4

Seconds avg scan time

Ladders Eye-Tracking Study

63%

Want tailored CVs

Recruiters who prefer role-specific CVs

75%

Rejected by ATS

CVs filtered before a human sees them

Want us to review your CV?

Register with us and we'll give you honest, specific feedback on your CV as part of the process. We'll tell you what's working, what's not, and how to fix it. No charge, no obligation.

Register Your CV

CV Builder

Build Your CV

Fill in each section below. Your CV updates live on the right. When you're done, hit the AI button to polish your wording, then download as a PDF.

Smart enhancement built in. Strengthen your wording with one click.

Personal Details

Full Name

Email

Phone

Location

Address

Personal Statement

2-3 sentences: who you are, what you do, what you want next

Key Skills (comma separated)

Work Experience

Education & Qualifications

Interests (optional, keep brief)

Live Preview

Start filling in the form to see your CV here.

Interview Prep

Prepare for Your Next Interview

Select the type of role you're interviewing for and the stage you're at. We'll show you the questions you're most likely to face and what interviewers are actually looking for in your answers.

Role Category

Interview Stage

Market Intelligence

UK Job Market Pulse

A snapshot of the UK hiring market. Updated for 2026/27 based on ONS data, job board analysis, and our own recruitment activity.

£41,250

UK Median Salary

Full-time, ASHE 2025

4.8%

Wage Growth

Year-on-year

62%

Offer Hybrid

UK employers, CIPD

£12.82

Living Wage

From April 2025 (21+)

Sector Demand Snapshot

Sector	Demand	Typical Salary Range	Trend
IT & Technology	Very High	£50k–£70k	▲ Growing
Mortgage & Lending	High	£37k–£55k	▲ Growing
Sales & Commercial	High	£32k–£60k + OTE	▲ Growing
Insurance & Broking	Moderate-High	£30k–£65k	▲ Stable-Growing
Accounting & Finance	Moderate	£28k–£66k	▶ Stable
HR & Recruitment	Moderate	£28k–£55k	▶ Stable
Customer Service	Moderate	£24k–£42k	▶ Stable
Legal & Compliance	Moderate-High	£30k–£95k	▲ Growing
Office & Admin	Steady	£24k–£38k	▶ Stable

What this means for you

If you're in IT, mortgage, or sales, you have leverage — employers are competing for talent and willing to pay for the right person. In stable sectors, focus on standing out through certifications, specialist experience, and flexibility. Either way, knowing where you sit gives you the confidence to negotiate properly.

Sources: ONS ASHE 2025, CIPD Good Work Index 2025, Bradford & Marsh recruitment data.

Back to About

Our People

Meet the Team

We're a small team by design. You deal with the people who actually do the work. No account managers, no handoffs, no layers.

Michael Marsh

Managing Director

Over 20 years leading recruitment and financial services teams across the UK. Has personally placed hundreds of candidates from entry-level through to board appointments. Runs the commercial strategy, client relationships, and the recruitment audit methodology that underpins everything Bradford & Marsh delivers.

michael@bradfordandmarsh.co.uk

Max Powell

Operations & Recruitment Manager

15 years in recruitment and sales, with deep expertise in sourcing, outbound strategy, and process delivery. Leads candidate operations from first contact through to placement. If there's a candidate out there, Max will find them. Known for being structured, thorough, and relentlessly commercially driven.

max@bradfordandmarsh.co.uk

Will Bradford

Specialist Recruiter

Built his career from the front line up, starting as an SDR before moving into full recruitment delivery. Brings raw energy, sharp commercial awareness, and a genuine focus on matching the right candidate to the right role. Handles live vacancies end-to-end and is typically the first voice a candidate hears from Bradford & Marsh.

will@bradfordandmarsh.co.uk

Ronnie Marsh

Chief Barketing Officer

4 years of distinguished service in office morale, visitor relations, and strategic napping. Leads all biscuit acquisition initiatives and provides unsolicited quality assurance on every packed lunch that enters the building. Has never missed a deadline he was aware of. Undefeated in staring contests with the postman.

contact@bradfordandmarsh.co.uk

Back to Tools

Client Resource

Sales & BD Interview Framework

Structured competency-based interview process with scoring. Designed for UK sales and business development hiring.

Overview

Three-stage structured interview process

This framework is built on validated UK occupational research. Structured interviews have twice the predictive validity of unstructured conversations (Schmidt & Hunter, 1998). The questions use the STAR method (Situation, Task, Action, Result) because past behaviour is the strongest predictor of future performance.

Eight competencies are assessed across three interview stages. Each question includes scoring guidance so every interviewer evaluates against the same standard.

1

First Interview

45 minutes. Culture fit, motivation, and commercial awareness. 3 competencies scored.

2

Second Interview

60 minutes. Competency deep-dive with full scoring. 5 competencies assessed.

3

Final Interview

30 minutes. Values alignment, scenario-based questions, and close.

Scoring System

How to score

Score each competency from 1 to 5 based on the evidence provided. Use the indicators below each question to calibrate your score. Do not score based on gut feel, likeability, or how well they present. Score based on what they actually tell you they did.

1

No evidence

2

Limited

3

Meets standard

4

Exceeds

5

Exceptional

Below 24/40

Do not proceed

24-28/40

Proceed with caution

29-35/40

Strong candidate

36-40/40

Exceptional

Stage 1: First Interview (45 minutes)

Culture fit, motivation, and commercial awareness

The first interview establishes whether this person is worth investing more time in. You're assessing three things: do they understand how businesses make money, are they genuinely driven by sales, and will they fit the team dynamic? Keep it conversational but structured.

Competency 1

Commercial Acumen

"Tell me about a time you identified a commercial opportunity that others had missed. What did you see, what did you do, and what was the result?"

Follow-up probes:

"How did you quantify the opportunity?" / "What made you confident it was worth pursuing?" / "What was the financial outcome?"

Score 4-5: look for

Specific financial figures. Clear logic for why they pursued it. Evidence they understood the wider business impact, not just their own target. Shows they think commercially, not just transactionally.

Score 3: adequate

Can describe a relevant example but light on specifics. Understands the concept of commercial opportunity but may not quantify well. Decent awareness of business drivers.

Score 1-2: red flags

Struggles to give a concrete example. Talks about sales activity (calls, meetings) rather than commercial outcomes. No evidence of understanding margin, revenue, or business growth.

Competency 2

Drive & Motivation

"Describe a period where you were significantly behind target. What did you do, and how did it end?"

Follow-up probes:

"At what point did you realise you were behind?" / "Did you change your approach or work harder at the same approach?" / "What did you learn from it?"

Score 4-5: look for

Took ownership immediately. Changed strategy, not just effort. Can articulate exactly what they did differently. Ended with a measurable recovery. Shows genuine competitiveness and self-awareness.

Score 3: adequate

Acknowledges the situation and made some effort to recover. May focus more on working harder than working smarter. Reasonable self-awareness but limited strategic thinking.

Score 1-2: red flags

Blames external factors (market, leads, manager). No evidence of personal accountability. Doesn't seem bothered by missing target. No clear action taken to recover.

Competency 3

Relationship Building

"Give me an example of a client or prospect relationship that took significant time and effort to build. What was your approach, and what came from it?"

Follow-up probes:

"How long did it take?" / "What did you do that was different from a standard sales approach?" / "How did you maintain the relationship after the initial deal?"

Score 4-5: look for

A genuine long-term example with clear patience and strategy. Evidence of investing time without immediate return. Shows understanding that relationships drive recurring revenue. Can articulate the lifetime value, not just the first deal.

Score 3: adequate

Gives a reasonable example of building rapport. May be more transactional than strategic. Understands the value of relationships but evidence is surface-level.

Score 1-2: red flags

Every example is short-term or purely transactional. No evidence of nurturing or long-term thinking. Talks about volume of contacts rather than quality of relationships.

Stage 2: Second Interview (60 minutes)

Competency deep-dive

This is the hard interview. Five competencies, each probed with a primary question and follow-ups. The candidate should be doing 80% of the talking. If you're talking more than them, you're not assessing, you're selling. Let silence do the work after you ask a question.

Competency 4

Resilience & Recovery

"Tell me about the worst professional setback you've experienced. A deal that fell apart, a client you lost, a period where nothing was working. What happened and how did you come through it?"

Follow-up probes:

"How quickly did you recover?" / "Did it change how you operate?" / "What would you do differently now?"

Score 4-5

Gives a genuinely difficult example, not a minor inconvenience. Shows emotional honesty about the impact. Clear evidence of recovery, learning, and improved performance afterwards. Doesn't dramatise or minimise.

Score 3

Adequate example of handling a setback. Shows some resilience but may not demonstrate deep learning or changed behaviour. Recovery was functional rather than impressive.

Score 1-2

Claims to have never had a serious setback (lack of self-awareness). Blames others entirely. Gives a trivial example. Shows no evidence of growth from difficulty.

Competency 5

Communication & Influence

"Describe a situation where you had to persuade someone who was resistant to your idea, product, or proposal. How did you adapt your approach?"

Follow-up probes:

"What was their specific objection?" / "How did you know your first approach wasn't working?" / "What did you change?"

Score 4-5

Identified the real objection (not the stated one). Adapted style to the person, not just the pitch. Evidence of listening more than talking. Won the person round through understanding, not pressure.

Score 3

Reasonable example of persuasion. May have relied on persistence rather than adaptability. Shows some awareness of different communication styles.

Score 1-2

Relied on repeating the same pitch louder. No evidence of adapting to the audience. Talks about overcoming objections with features rather than understanding needs.

Competency 6

Planning & Organisation

"Walk me through how you manage your pipeline. How do you decide what to work on each day, and how do you make sure nothing falls through the cracks?"

Follow-up probes:

"What system or tool do you use?" / "How far ahead do you plan?" / "Give me an example of when your planning prevented a problem."

Score 4-5

Clear, repeatable system. Can articulate their daily, weekly, and monthly rhythm. Uses data to prioritise (not just gut feel). Evidence of forecasting accuracy and pipeline discipline.

Score 3

Has some structure but it's informal. Relies on memory or basic lists. Adequate but wouldn't hold up under increased volume or complexity.

Score 1-2

No system. "I just get on with it." Can't describe how they prioritise. Evidence of missed follow-ups or reactive rather than proactive working.

Competency 7

Problem Solving & Adaptability

"Tell me about a time when your usual approach to winning business didn't work and you had to think differently. What was the situation, what did you try, and what happened?"

Follow-up probes:

"How quickly did you recognise the old approach wasn't working?" / "Where did the new idea come from?" / "Would you use the new approach again?"

Score 4-5

Recognised the failure quickly. Thought creatively about alternatives. Tried something genuinely different, not just a minor tweak. Shows intellectual curiosity and willingness to experiment.

Score 3

Made some adjustment but it was incremental rather than creative. Took longer than ideal to recognise the problem. Adequate flexibility but not impressive.

Score 1-2

Kept doing the same thing. Waited for someone else to solve it. Shows rigidity or over-reliance on one method. No evidence of creative thinking.

Competency 8

Accountability & Ownership

"Tell me about a time you made a mistake that cost your company money or a client relationship. What happened, what did you do about it, and what was the outcome?"

Follow-up probes:

"Did you tell your manager before they found out?" / "What specifically did you do to fix it?" / "How did it change your approach going forward?"

Score 4-5

Owns the mistake completely. Told people proactively. Took specific action to fix it. Changed their process to prevent recurrence. Shows genuine integrity and maturity.

Score 3

Acknowledges the mistake but may downplay their role. Took corrective action but it was reactive rather than proactive. Adequate accountability.

Score 1-2

Claims they've never made a significant mistake. Shifts blame. Minimises the impact. No evidence of self-reflection or learning. Major red flag.

Stage 3: Final Interview (30 minutes)

Values, scenarios, and close

By this stage you know they can do the job. Now you're testing whether they should. This is about values alignment and how they think under pressure. No scoring on this stage. It's a judgement call.

"A client asks you to promise something you know the business can't deliver on time. The deal is worth significant revenue. What do you do?"

Tests integrity vs short-term gain. Strong candidates say no and explain why honesty protects long-term revenue. Weak candidates find ways to justify the promise.

"You've had a terrible month. Nothing's converting. Your manager wants to know your plan. Walk me through what you'd say in that meeting."

Tests self-awareness, planning under pressure, and honesty with leadership. Look for specific actions, not vague positivity.

"What would make you leave this role within the first year?"

Tests self-knowledge and honesty. Strong candidates name real things (lack of progression, broken promises, micromanagement). Weak candidates say "nothing" or give a rehearsed answer.

Using this framework

Score each of the 8 competencies from 1-5 immediately after each question while the evidence is fresh. Total the scores at the end. Use the thresholds above to guide your decision.

If a candidate scores 4+ on six competencies but 2 on one, that one low score is your risk area. Probe it further or flag it for the next stage.

This framework is provided as part of your Bradford & Marsh client package. For help designing interview processes for other role types, contact us.

Research basis: Schmidt & Hunter (1998) meta-analysis on selection method validity. CIPD Competency Frameworks for Commercial Roles. SHL Occupational Personality Questionnaire competency mappings. UK Institute of Sales Management competency standards. Big Five / OCEAN model (Costa & McCrae, 1992). Structured interview design based on UK best practice guidance from the Chartered Institute of Personnel and Development.

Back to Home

Referral Programme

Refer a Business. Earn £250.

Know a business that's hiring? Introduce them to us. If we place a candidate with them, you get £250. Simple as that.

1

You refer

Tell us about a business you know that's looking to hire. Give us the company name and a contact.

2

We deliver

We reach out, understand what they need, and deliver candidates through our recruitment services.

3

You earn

When we successfully place a candidate, we pay you £250. Paid within 14 days of placement.

The Details

How it works

Who can refer? Anyone. You don't need to be a client, a candidate, or in recruitment. If you know a business that's hiring, that's all we need.

What counts as a referral? A company name and a named contact (hiring manager, MD, HR, office manager). We need someone we can speak to directly.

When do I get paid? Within 14 days of the placed candidate starting. Paid by bank transfer.

Is there a limit? No. Refer as many businesses as you like. Each successful placement earns £250.

What if I refer a business you already know? The referral must be a new business relationship for Bradford & Marsh. If we're already in contact with them, it won't qualify. We'll let you know straight away.

Which services qualify? Any placement through our Advertising + Sourcing, Advert/Source/Screen, or Full Recruitment services. Recruitment Audits and Lead Generation don't qualify as there's no placement involved.

Ready to refer someone?

Send us the company name and your contact's details. We'll take it from there and keep you updated.

Email Your Referral WhatsApp Us

Back to Home

Legal

Privacy Policy

Last updated: April 2026

1. Who we are

Bradford & Marsh Consulting LTD is a recruitment consultancy registered in England and Wales. Our registered office is Riverside Mill, Mountbatten Way, Congleton, UK. For data protection queries, contact us at contact@bradfordandmarsh.co.uk or call 01260 544934.

2. What data we collect

We may collect and process the following personal data:

Candidates: Name, email address, phone number, CV/resume, current and desired job title, location preferences, salary expectations, and any other information you provide when registering with us or applying for a role.

Clients & enquiries: Name, email address, phone number, company name, job title, and details of your recruitment requirements submitted via our contact form.

Website visitors: We use cookies and Google Analytics to collect anonymised usage data including pages visited, time on site, and referral source. No personally identifiable information is collected through analytics.

3. How we use your data

We use personal data to: match candidates with suitable job opportunities; communicate with you about roles, applications, and recruitment services; process recruitment audit purchases; respond to enquiries; improve our website and services; and comply with legal obligations. We will never sell your data to third parties.

4. Legal basis for processing

We process your data on the basis of: your consent (when you submit a form or register your CV); our legitimate interest in providing recruitment services; and contractual necessity (when you purchase a service such as the Recruitment Audit).

5. Who we share your data with

We may share your data with: prospective employers (candidates only, and only with your knowledge); our form processing provider (Formspree) for handling enquiries; Stripe for processing payments; and Google Analytics for anonymised website usage data. We do not share your data with any other third parties without your explicit consent.

6. How long we keep your data

Candidate data is retained for up to 24 months from your last interaction with us, unless you ask us to delete it sooner. Client and enquiry data is retained for the duration of our business relationship plus 12 months. Website analytics data is retained for 14 months in accordance with Google Analytics default settings.

7. Your rights

Under UK GDPR, you have the right to: access your personal data; request correction of inaccurate data; request deletion of your data; object to processing; request restriction of processing; and data portability. To exercise any of these rights, contact us at contact@bradfordandmarsh.co.uk. We will respond within 30 days.

8. Cookies

Our website uses cookies for: essential site functionality; Google Analytics (anonymised usage tracking); and remembering your cookie consent preference. You can decline non-essential cookies via the cookie banner shown on your first visit. You can also manage cookies through your browser settings at any time.

9. Changes to this policy

We may update this policy from time to time. Any changes will be posted on this page with the updated date. We encourage you to review this page periodically.

10. Contact

If you have any questions about this privacy policy or how we handle your data, please contact us at:
Bradford & Marsh Consulting LTD
Riverside Mill, Mountbatten Way, Congleton, UK
Email: contact@bradfordandmarsh.co.uk
Phone: 01260 544934

Back to Home

About Us

We're on your side. That's the whole point.

Bradford & Marsh Consulting exists because we believe hiring doesn't have to be painful, expensive, or full of guesswork. We're here to make it easier.

20+Years in Sales & Recruitment

UKWide Coverage

13Sectors Covered

7Core Services

Who We Are

People who get it

We've spent over twenty years working inside UK sales and recruitment teams — managing pipelines, hitting targets, building processes, and hiring people. Not watching from the sidelines. Not advising from a distance. Actually doing it.

That experience taught us something important: most businesses don't have a recruitment problem. They have a process problem. The talent is out there. The challenge is knowing how to attract it, assess it, and keep it — without burning through time and money in the process.

That's why we started Bradford & Marsh Consulting. Not to be another agency. But to be the kind of partner we wished we'd had when we were the ones doing the hiring.

What We Believe

The way we see it

These aren't values on a wall. They're the things that shape every conversation we have, every brief we take, and every candidate we put forward.

Honesty over everything

If your salary is too low, we'll tell you. If your process is putting candidates off, we'll tell you. If we're not the right fit for what you need, we'll tell you that too. We'd rather have a difficult conversation now than waste your time and ours pretending everything is fine.

We listen first

Every business is different. Every role has context that doesn't fit neatly into a job description. Before we do anything, we take the time to properly understand your business, your team, your culture, and what success actually looks like for you. Not what a template says it should look like.

Quality, not volume

We will never send you a stack of CVs just to show we've been busy. If we put a candidate in front of you, it's because we genuinely believe they're worth your time. That might mean a shortlist of three, not thirty. But those three will be the right three.

Relationships, not transactions

We're not here to fill one role and disappear. We want to be the people you call every time you need to hire — because you trust us, because we know your business, and because we've earned the right to be your first call. That kind of relationship takes time to build. We're patient enough to build it properly.

How We Work

Straightforward. Structured. Human.

When you work with us, you'll notice a few things that feel different from other recruitment experiences:

✓

You'll always know what's happening. We don't go quiet. Whether we've got five strong candidates or none yet, you'll hear from us. Regular updates, honest progress reports, and no surprises.

✓

You'll deal with the people who do the work. No account managers, no handoffs, no layers. The people you speak to at the start are the same people sourcing your candidates, screening them, and managing the process through to offer.

✓

You'll only pay for what you need. Our services are modular. If all you need is better job advertising, that's what we'll do. If you need us to run the whole process end to end, we can do that too. We'll never upsell you into something you don't need.

✓

You'll get market intelligence, not just candidates. Every engagement comes with context — what the market is paying, how long similar roles are taking to fill, what competitors are offering, and where your process stacks up. We want you to be smarter about hiring whether you use us again or not.

✓

You'll be treated like a partner, not a client number. We keep our client base deliberately manageable because we'd rather do brilliant work for fewer businesses than average work for loads. If we take you on, you have our full attention.

The Sectors We Know

Where our experience runs deepest

We recruit across a wide range of commercial sectors. These are the areas where we have the strongest networks, the deepest market knowledge, and the most relevant experience.

Mortgage & Lending

Advisors, brokers, underwriters, case managers, compliance

Insurance & Broking

Commercial & personal lines brokers, underwriters, claims

Banking & Finance

Compliance, risk, wealth management, IFAs, analysts

IT & Technology

Developers, data, cloud, cybersecurity, IT leadership

Sales & Commercial

BDMs, account managers, sales managers, directors

Accounting & Finance

Accountants, FDs, payroll, credit control, audit

HR & Recruitment

HR advisors, managers, HRBPs, talent acquisition

Office & Operations

Administrators, PAs, office managers, ops managers

Legal & Compliance

Solicitors, paralegals, conveyancers, legal secretaries, compliance

For Candidates

We work for both sides of the table

Good recruitment serves candidates just as much as employers. We take the time to understand what you're looking for, where you want your career to go, and what actually matters to you beyond salary.

We won't put you forward for a role that isn't right. We won't ghost you after an interview. And we won't pressure you into accepting something you're not sure about. Our reputation depends on people staying in the roles we place them in — and that only happens when the match is genuine.

If you're looking for your next opportunity or just want to know where you stand in the market, we'd love to hear from you.

View Opportunities →

FAQ

Questions we get asked a lot

What does Bradford & Marsh Consulting actually do?

+

We help businesses hire better. That starts with understanding where your recruitment process is working and where it isn't — through our Recruitment Audit. From there, we offer a range of services from job advertising and candidate sourcing through to fully managed recruitment. We also work with candidates looking for their next role across a wide range of sectors.

What types of roles do you recruit for?

+

Permanent, contract, and interim positions from entry-level through to senior leadership. We cover mortgage and specialist lending, insurance and broking, banking and financial services, IT and technology, sales, accounting and finance, HR, customer service, marketing, legal, and operations.

How much do your services cost?

+

It depends on what you need. Advertising starts at £100 + VAT per role. Advertising with sourcing is £250 + VAT. Advertising, sourcing, and screening is £750–£1,000 + VAT. Full recruitment is 10–20% of annual salary + VAT. Our Recruitment Audit is £299 + VAT. No retainers, no hidden fees. You know exactly what you're paying upfront.

What makes you different from other recruiters?

+

We've actually worked in the roles and sectors we recruit for. We start with diagnosis, not a sales pitch. Our services are modular, so you only pay for what you need. And we keep our client base small enough that you get proper attention — not a conveyor belt experience.

Do you work across the whole UK?

+

Yes. We're based in Congleton, Cheshire, but we work with clients and candidates across the UK. Many of our services are delivered remotely, and we have strong networks in all major UK regions.

What if we just want help with one part of hiring?

+

That's exactly how we're set up. If you just need better adverts, we'll write them. If you need sourcing but want to handle interviews yourself, no problem. If you want us to manage everything, we can do that too. Each service works on its own or layers together.

How quickly can you start?

+

Usually within 24–48 hours. Once we've had an initial conversation and understand the brief, we move quickly. For advertising-only services, we can often have your role live within a day.

Candidates

Are You Being Paid Fairly?

Most professionals don’t have a clear view of where they sit in the market.

Our salary benchmarking tool gives you a real-world view of what your role is worth based on UK data — not guesswork.

Whether you’re considering a move or simply want clarity, this gives you the information to make a confident decision.

Check Your Market Value

Opportunities

Your Next Opportunity Starts Here

Whether you're actively looking or just open to the right opportunity, we'd love to hear from you. We work across office services, financial services, IT, sales, HR, and customer service roles.

Current Vacancies

Open roles

These are the roles we're actively recruiting for right now. If you see something that fits, hit Apply Now and we'll be in touch within 24 hours. If nothing here is quite right, register your CV below and you'll be first to hear when new roles come in.

Head of Legal

London • £95,000–£115,000 • Permanent

Apply Now

A well-capitalised financial services firm in the City is seeking a Head of Legal to lead their in-house legal function. You'll take ownership of all legal matters including regulatory compliance, commercial contracts, employment law, and board-level advisory. This is a genuinely senior appointment reporting directly to the CEO. We need a qualified solicitor with significant PQE, ideally with a background in financial services or regulated environments, who can build and lead a small team while remaining hands-on. Strong commercial judgment and the ability to influence at board level are non-negotiable.

LegalFinancial ServicesHybrid£95k–£115k

Commercial Insurance Director

Bristol • £90,000 + Bonus • Permanent

Apply Now

A regional insurance group in Bristol is looking for a Commercial Insurance Director to lead their commercial lines division. You'll have P&L ownership, strategic responsibility for the broker panel, and direct management of a team of senior account executives. We need someone with deep experience in commercial lines broking or underwriting at a senior level, the ability to grow a book of business, and a strong network in the South West or national market. A strong understanding of the FCA's Consumer Duty and its application to commercial clients is essential.

Insurance & BrokingSenior LeadershipHybrid£90k + Bonus

Senior Solicitor — Residential Conveyancing

Birmingham • £55,000–£65,000 • Permanent

Apply Now

A high-volume conveyancing practice in Birmingham is recruiting a Senior Solicitor or Licensed Conveyancer with strong experience in freehold and leasehold transactions, new builds, and Help to Buy. You'll manage your own busy caseload with full admin support and be involved in supervising junior fee earners. The firm is well-established, well-run, and offers genuine progression. We're looking for someone who can work at pace without compromising on quality, and who takes pride in delivering a smooth client experience from instruction to completion.

LegalConveyancingHybrid£55k–£65k

Independent Financial Adviser

Leeds • £50,000 + Trail • Permanent

Apply Now

A Chartered IFA practice in Leeds is expanding and seeking a qualified IFA to join their growing team. You'll advise a mix of existing clients and referrals on investments, pension planning, protection, and estate planning. The firm has a strong compliance framework, a dedicated paraplanning team, and a reputation built on doing things properly. Level 4 Diploma in Financial Planning is required; Chartered status is highly desirable. This is a role for someone who puts client outcomes first and wants to build a long-term career in a firm that does the same.

Financial ServicesIFAHybrid£50k + Trail

Commercial Insurance Account Executive

Manchester • £45,000–£55,000 + Commission • Permanent

Apply Now

A well-regarded commercial broker in Manchester is looking for an Account Executive to manage and grow a portfolio of SME and mid-market clients across property, liability, and combined commercial lines. You'll handle renewals, new business, and mid-term queries while actively developing the book through referrals and networking. The role comes with strong admin support, a competitive commission structure, and genuine autonomy. Cert CII is the minimum requirement; ACII or working towards it would be a significant advantage.

Insurance & BrokingCommercial LinesHybrid£45k–£55k + Commission

Litigation Solicitor — Employment Law

Cardiff • £42,000–£52,000 • Permanent

Apply Now

A respected law firm in Cardiff is recruiting an Employment Law Solicitor with experience in contentious and non-contentious matters. You'll handle tribunal claims, settlement agreements, TUPE, redundancy processes, and day-to-day employment advice for a mixed portfolio of corporate and SME clients. The firm has a collaborative culture, strong mentorship for junior solicitors, and a genuinely manageable caseload. 2–5 years PQE in employment law is ideal, though strong candidates at either end of that range will be considered. Welsh language skills are an advantage but not required.

LegalEmployment LawHybrid£42k–£52k

Mortgage Broker

Bristol • £35,000 + OTE £70,000–£90,000 • Permanent

Apply Now

A rapidly growing mortgage brokerage in Bristol is looking for CeMAP-qualified Mortgage Brokers to join their expanding team. You'll advise clients on residential and buy-to-let mortgages with consistent lead flow provided by the business — no cold calling required. The firm has an outstanding reputation, a supportive culture, and a commission structure that genuinely rewards performance. Ideal for an experienced advisor who's frustrated by poor lead quality elsewhere, or a strong advisor ready to take the next step. Protection experience and a broad lender panel knowledge are a bonus.

Mortgage & LendingHybrid£35k + OTE £70k–£90k

Compliance Manager — Financial Services

Leeds • £55,000–£65,000 • Permanent

Apply Now

An FCA-authorised financial planning firm in Leeds is looking for an experienced Compliance Manager to oversee their regulatory framework. You'll be responsible for maintaining the firm's compliance policies, conducting file reviews, supporting the CF10 function, managing FCA reporting, and advising the senior leadership team on regulatory developments. The ideal candidate has a strong background in retail investment, pension, or mortgage compliance, and a practical, commercial approach to risk management. This is a senior individual contributor role with the possibility of building a small team over time.

Financial ServicesComplianceHybrid£55k–£65k

Conveyancing Paralegal

Nottingham • £26,000–£30,000 • Permanent

Apply Now

A busy conveyancing team in Nottingham is looking for a Paralegal to support fee earners across a high-volume caseload of freehold and leasehold transactions. You'll be raising searches, handling ID verification, drafting standard correspondence, managing exchange and completion logistics, and keeping the case management system up to date. This role suits someone who is organised under pressure, takes ownership of their tasks, and wants to develop within a conveyancing career. Previous experience in a conveyancing or property law environment is required — even at a junior level.

LegalConveyancingOffice-Based£26k–£30k

Insurance Claims Handler

Birmingham • £27,000–£32,000 • Permanent

Apply Now

A national insurer with offices in Birmingham is looking for Claims Handlers to join their household and motor claims team. You'll be managing a portfolio of live claims from first notification through to settlement — assessing liability, negotiating with third parties and repairers, and keeping policyholders informed throughout the process. Strong communication skills, sound judgment, and the ability to manage a varied workload are essential. Previous claims handling experience is preferred, though motivated candidates from a customer service or financial services background will also be considered with the right attitude.

InsuranceClaimsHybrid£27k–£32k

Paraplanner

London • £38,000–£48,000 • Permanent

Apply Now

A boutique wealth management firm in London is looking for an experienced Paraplanner to work closely with a small team of senior advisers. You'll be preparing suitability reports, cash flow models, and research on investment and pension planning matters. The firm works with high-net-worth clients and takes a thorough, client-centric approach. Diploma in Financial Planning is essential; Chartered status or progress towards it is highly valued. This is a role for someone who takes pride in the quality of their work and wants to operate in a firm where standards genuinely matter.

Financial ServicesParaplanningHybrid£38k–£48k

Legal Secretary — Family Law

Newcastle upon Tyne • £25,000–£28,000 • Permanent

Apply Now

A friendly and well-regarded family law practice in Newcastle is looking for a Legal Secretary to support a small team of solicitors. You'll be audio typing, managing diaries, preparing court bundles, filing, and dealing with client enquiries in a professional and compassionate manner. The team handles a sensitive caseload including divorce, financial remedy, and children matters, so a calm and discreet approach is essential. Previous legal secretarial experience is required; family law experience would be ideal but isn't essential for the right candidate.

LegalFamily LawOffice-Based£25k–£28k

Mortgage Administrator

Cardiff • £25,000–£27,000 • Permanent

Apply Now

A growing mortgage brokerage in Cardiff is looking for a Mortgage Administrator to support their adviser team. You'll be processing mortgage applications, chasing lenders and solicitors for updates, managing pipelines in the CRM, preparing documentation, and keeping clients informed at every stage. This is an excellent entry point into financial services for someone who is well-organised, detail-oriented, and keen to learn. Previous admin experience in financial services or a professional services environment is preferred, though full training on mortgage processes will be provided.

Mortgage & LendingOffice-Based£25k–£27k

Commercial Insurance Account Handler

Sheffield • £28,000–£34,000 • Permanent

Apply Now

A well-established commercial broker in Sheffield is recruiting an Account Handler to support a team of account executives across a mixed SME portfolio. You'll handle renewals, mid-term adjustments, policy queries, and general account servicing while building strong working relationships with clients and insurers. This is a great step-up role for someone who has completed Cert CII and wants to develop towards an account executive position. A supportive team, structured progression, and study support are all on offer.

Insurance & BrokingCommercial LinesHybrid£28k–£34k

Legal Apprentice — Conveyancing

Swansea • £14,000–£16,000 • Apprenticeship

Apply Now

A well-respected property law practice in Swansea is offering a Level 3 Legal Apprenticeship within their conveyancing team. This is a genuine career-start opportunity — you'll learn the full conveyancing process from the ground up, working alongside experienced solicitors and paralegals while completing your apprenticeship qualification. No prior legal experience is needed, but you'll need strong GCSEs including English and Maths, excellent attention to detail, and a clear motivation to build a career in law. The firm has a strong record of retaining and developing their apprentices.

LegalApprenticeshipOffice-BasedEntry Level

Financial Services Administrator

Exeter • £25,000–£28,000 • Permanent

Apply Now

A long-established IFA practice in Exeter is looking for a Financial Services Administrator to support their adviser team. You'll be preparing client valuations, processing new business applications, liaising with providers, managing client records, and handling general administration across pensions, investments, and protection. This is a great role for someone looking to start or grow a career in financial services. Previous experience in an IFA or financial planning environment is preferred. Knowledge of back-office systems such as Intelliflo or Xplan would be a strong advantage.

Financial ServicesAdministrationOffice-Based£25k–£28k

Why Register With Us

What we offer candidates

01

Access to Unadvertised Roles

Many of our vacancies are filled before they're ever posted publicly. By registering with us, you'll hear about opportunities first.

02

Honest, Transparent Guidance

We'll give you a straight assessment of where you stand in the market and what roles genuinely match your experience and ambitions.

03

CV & Interview Support

We'll help you present yourself at your best — from refining your CV to preparing you for interviews with our clients.

04

Ongoing Career Support

We don't just place you and move on. We stay in touch, check how you're settling in, and remain a resource for your career.

Submit Your CV

Register with us

Fill in the form below and attach your CV. We'll review it and get back to you within 48 hours.

Candidates

Are You Being Paid Fairly?

Most professionals don’t have a clear view of where they sit in the market.

Our salary benchmarking tool gives you a real-world view of what your role is worth based on UK data — not guesswork.

Whether you’re considering a move or simply want clarity, this gives you the information to make a confident decision.

Check Your Market Value

Client Login

Fix Your Hiring. Not Just Your Hiring Problems.

Simple, effective, results-driven

Tell Us What You Need

We Build Your Solution

Results Delivered

Our Services Brochure

We're on your side.That's the whole point.

Flexible support, tailored to your hiring needs

Recruitment Audit

Advertising

Advertising + Sourcing

Advertising, Sourcing + Screening

Full Recruitment

What our clients say

Real results for real businesses

Reducing time-to-hire across multiple sites

Overhauling a broken interview process

Building a pipeline for hard-to-fill IT roles

What sets us apart

20+ Years' Experience

Operators, Not Consultants

Flexible & Modular

Latest from the blog

5 Signs Your Recruitment Process Needs an Audit

UK Salary Trends for 2026: What Employers Need to Know

How to Write a Job Advert That Actually Attracts Talent

Legal Recruitment in the North West: What Employers Need to Know

Are You Being Paid Fairly?

Ready to improve your hiring process?

Recruitment Operating Model Audit

A commercially focused diagnosis

Business Context

Hiring Performance

Process Control

Review & Report Generation

What the audit measures

What you receive

Full Scoring Breakdown

UK Sector Benchmarking

Core Constraint Identification

Prioritised Action Plan

Are You Being Paid Fairly?

Get your Recruitment Audit — £299 + VAT

Payment Successful

Advertising

Most companies don't have a shortage of applicants

Role Positioning

Targeted Channel Selection

Direct Applicant Flow

Benefits of our advertising service

This service is ideal if:

Are You Being Paid Fairly?

Fix your candidate flow

Advertising + Sourcing

We don't just advertise — we actively find the right people

Targeted Job Advertising

Dedicated Recruiter Sourcing

Qualified Shortlist

Benefits of advertising + sourcing

This service is ideal if:

Are You Being Paid Fairly?

Build a stronger candidate pipeline

Advertising, Sourcing + Screening

We don't just generate applicants — we control the front end of your process

Targeted Advertising

Active Sourcing

Screening & Qualification

Clean Shortlist Delivery

Benefits of advertising, sourcing + screening

This service is ideal if:

Are You Being Paid Fairly?

Cut the noise from your hiring

Full Recruitment

We take ownership from start to finish

Role Definition & Market Positioning

Advertising & Sourcing

Screening & Shortlisting

Interview Coordination

Feedback & Offer Management

We're on your side.
That's the whole point.