At Spencer & Trent, we believe in supporting our community and empowering individuals to achieve their career aspirations. As part of our commitment to Corporate and Social Responsibility (CSR), we’re proud to offer free career advice and CV reviews through our Career Chat Wednesday programme.
Every Wednesday afternoon, we dedicate our time to helping job seekers enhance their employability and gain valuable guidance on securing new opportunities. Whether you’re looking to refine your CV, prepare for your next interview, or explore potential career paths, we’re here to help.
This initiative reflects our dedication to being a responsible business. As a recruitment agency, we recognise the positive influence we can have on individuals, the community, and society at large. By providing this support, we aim to make a tangible difference and give back to the community that we are proud to serve.
Let us help you take the next step in your career journey—because at Spencer & Trent, your success is our priority.
We can help you:
Explore Career Paths – You can discuss your career goals, receive guidance on potential job opportunities, and explore different industries or roles that align with your skills and aspirations.
Review Your CV For Free – You can get expert feedback on your CV, including formatting, structure, and content improvements to increase your chances of securing interviews.
From tribunal claim to a workforce strategy that protects the business against future claims
The Challenge
A tech company rapidly to deliver a major client project. When the client did not proceed to the next stage the business found itself overstaffed with no no plan or structured process in place. One of the employees they let go filed a tribunal claim creating legal exposure and financial liability the business had not anticipated and was not prepared for.
What We Did
We stepped in to support the leadership team through the tribunal process and built a workforce planning strategy that gave the business the structure to take on new client projects with the right people in place, and a clear process for scaling up or down without the legal and financial risk of getting it wrong.
The Outcome
The business resolved the employment tribunal claim and moved forward with the confidence to take on new projects knowing they had the workforce strategy, legal grounding and people structure to grow without repeating the same costly mistake.
When a high performing manager becomes a legal and financial risk to the business
The Challenge
A property company had a high performing manager who was delivering strong commercial results but quietly damaging team morale. Turnover within the team was rising, engagement was falling and the business was at risk of losing good people without fully understanding why. The situation was creating legal and financial exposure the leadership team had not yet recognised.
What We Did
We worked with the manager through a structured 6-month coaching programme, helping them understand the impact of their leadership style and develop the skills to lead people effectively. We also worked with the wider leadership team to give them the tools to identify and address risks early, before they become legal or financial liabilities for the business.
The Outcome
Team morale improved significantly, turnover stabilised and the business retained both the manager and the talent underneath them, avoiding the legal and financial consequences that unchecked leadership behaviour can quietly create. The leadership team also left the process with a clearer framework for spotting early warning signs before it escalates into something far more costly.
Building a diverse talent pipeline that performs and delivers commercial returns
The Challenge
A boutique asset management firm was struggling to attract and retain talent from underrepresented backgrounds. Despite genuine commitment from leadership, their hiring process, employer brand and retention strategy were all working against their diversity goals and they were losing ground in a competitive market.
What We Did
We audited their entire recruitment and retention strategy, identified the specific barriers that were preventing diverse candidates from joining and staying, and built a DEI and talent retention strategy that addressed each one deliberately. We repositioned diversity as a commercial advantage, helping the firm strengthen their employer brand.
The Outcome
The firm built a more diverse pipeline, improved retention among underrepresented talent and strengthened their employer brand. In an industry where institutional clients increasingly scrutinise the diversity credentials of the firms they allocate capital to, that repositioning carried significant commercial weight.
