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Fiona Wilson (Managing Director and Headhunter, FJWilson Talent Services) writes: Our clients are organisations for professionals. They include membership organisations, awarding bodies, and learning providers.

Clients use our services to help them acquire, assess, and develop talent for senior and mid-level roles.

How do we add value for clients?

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Fiona Wilson

Specialist expertise: The sector that we specialise in has distinctive values and requirements. Having specialised in this sector since our foundation in 2009, we’ve developed a sixth sense for what clients do and don’t want. This helps us to assess the degree of cultural fit between employer and candidates.

Widening the field: our processes are designed to widen the range of talent available to our clients. We achieve this in two ways:

  • In recruitment, finding active candidates — those who have decided to look for a new opportunity and to make themselves available — is one thing; discovering passive candidates — those who aren’t actively looking to move but who would be interested if approached — is quite another. Our research techniques are designed to uncover passive candidates as well as active ones
  • Clients often have well-developed networks of their own, yet would like to discover candidates from beyond those networks. Doing so provides a greater range to select from and also helps the client to source more diverse, and non-traditional, candidates. For example, organisations for professional people often desire to bring in employees with commercial mentalities: this becomes easier when the candidate search accesses networks in a range of sectors.

Timeliness: Often clients wish to fill a role speedily — not only because they need someone in post, but also because many of the labour markets we work in are strong: where talent is scarce, tardiness can result in losing a potential employee. Our lean model of recruitment is designed to maximise efficiency and so prevent delays.

Continuity: Our clients, and candidates, are provided with not one FJWTS contact, but two. The makes for continuity of service, in particular by managing  contingencies day-to-day, as well as during holidays and any unplanned absences.


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Dilly Clack & Lina Beynar

Personal touch: When we look at the professional discussion of talent services, we’re amazed at how often the industry overlooks the simple fact that talent services are about people. Our style of working is designed to ensure we always present a very human face.

As our case studies illustrate, candidates recognise that we do things with a distinctive personal touch. In addition, potential candidates can arrange to speak with us at times that suit them (often outside the working day/week), making for both convenience and discretion.

Not only does this help us to compile strong fields of candidates to present to clients: positive candidate experiences also help to present employers themselves in a good light.

Meeting us

Clients may meet us either at their offices or at a local branch of the Institute of Directors (IoD). IoD locations are accessible for wheelchair users (though please notify us in advance if you have any special requirements).

Candidates typically meet us over Zoom, Skype, Facetime or Google hangouts. This enables us to provide a highly flexible service outside the traditional working day and  week. We’re also happy to meet candidates in person, at a location to suit.

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Hannah Olsen & Fiona Wilson

Our team

Portraits of our team members, comprising employees and long-term associates, are provided on our team page.

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Left to right: Dilly Clack; Lina Beynar; Sherah Beckley (facilitator); Anth Mckeown; Anthony Haynes; Hannah Olsen (plus Fiona Wilson’s head!)

The functions they fulfil are as follows:

Case studies

To illustrate how a talent services agency can add value for employers and candidates alike, we’ve published a series of case studies. They cover our work with

  • AAT, available here
  • The Institution of Civil Engineers: two cases, available here and here
  • The Sport and Recreation Alliance, available here

Corporate information

F.J.Wilson Ltd is a company registered in England (co. no. 7083525), founded in 2009. Our registered office is at 3 King’s Court, Willie Snaith Road, Newmarket, Suffolk, CB8 7SG.

‘FJWilson’, ‘FJWTS’, and ‘FJWilson Talent Services’ are all trading styles of F.J.Wilson Ltd.

Our terms and conditions for this website are available here. We’re registered with the Information Commissioner and for VAT (registration no. 98311134).

Candidate information

Our candidate GDPR Privacy Notice is available here.

Our Blog

Latest Updates

Anthony Haynes writes: Last year we published a post about a psychological study on the relationship between noise and creative work. The research, by Ravi Mehta, Rui (Juliet) Zhu, and Amar Cheema, indicated, somewhat  counter-intuitively, that if we want to be creative, then rather than seeking somewhere quite to work we might be better off seeking… Read More

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Anthony Haynes writes: As readers of our mini-series on remote working will know, we’ve long been interested in people’s work spaces. What kinds of places do people like to work in? How do those places affect them? So here we begin an occasional series of brief posts in which we display individuals’ work spaces and… Read More

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Anthony Haynes writes: Our clients — all organisations for professionals — are drawn from various sectors, one of the most important of which is engineering. So we’d like here to promote LGBTSTEM Day, the second anniversary of which falls on Friday, 5 July. The day provides a great opportunity for employers and other organisations to… Read More

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Anthony Haynes writes: “We’ve got a meeting scheduled”: GROAN. Quite possibly, an even longer groan if it’s an internal meeting. Meetings have, quite justifiably, a strong reputation for wasting time. Yet it doesn’t have to be so. Meetings have long been the focus of research — and the findings from such research indicate things we… Read More

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Anthony Haynes writes: Last month the Secretary of State for Education in England presented to parliament a review (now popularly referred to as the Augar Review) produced by an independent panel chaired by Dr Philip Augar. Panel-produced reviews can tend towards blandness, but to their credit this panel, which comprised some genuine authorities — people… Read More

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Anthony Haynes writes: I find that A lot of people recoil from the idea of networking. The problem, more often not, is that networking has negative associations: we tend to associate it with notions of working the room and having to sell oneself. This is a problem, because the truth of the matter is that… Read More

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