CELEBRATING 10 YEARS CREATING EXCEPTIONAL EXPERIENCES This year Stanton House celebrates its ten-year anniversary. To reflect on a decade of success, we are taking a look back at the unique journeys of some of our most loyal customers - uncovering how we have helped them with their careers and hiring endeavors over the years. This week, we interviewed Gary Eaves, Director at embracent (no relation to our Co-Founder Nick Eaves!) who first became a customer ten years ago and with whom a trusting relationship has endured throughout. Gary has had a unique journey with us having been both a candidate and a client over the years. embracent has since become a trusted partner to Stanton House delivering several technology initiatives for us. We have even collaborated on insight papers and co-hosted events together to bring expert insight to our customers. Read his story… How did you come to know Stanton House ten years ago?I was working for a consultancy and had been contemplating taking the leap into independent consulting/contracting when I first met Nick and Neil. They had just founded Stanton House and were looking for some support around IT and the systems required to support the business. It was a lovely conversation and it was interesting to hear how they wanted to disrupt the market by offering something different to other recruiters - a much more personal experience and significant focus on finding high quality candidates to meet client demand.I had a few conversations with Nick and through a common contact of ours took on a programme management role for a large transformation project at the UK’s largest housebuilder. It was great working with Nick as he helped me through the whole transition, providing more than the typical recruitment agent guidance and even helped me to set up my limited company. I genuinely felt that Nick cared about me being successful in the role and we had regular check-ins throughout the contract. How and why have you stayed connected?I have pretty much stayed linked into Stanton House ever since. I have run three major programmes placed by Stanton house and recruited dozens of contract and permanent resources through Stanton House. Right now, I am engaging them as a preferred supplier to support the growth of our technology consultancy business - embracent.I have used agencies to recruit permanent and contract resource over the years and I am not sure they all have the same ethics that Stanton House adopt - to really ensure the client and candidate are happy and getting the experience they want. As a client, I love the fact that Stanton House go the extra mile, they really try to understand the requirement in detail, the culture of the business and personality that would fit well within the team. They have a huge network and can find solid candidates time after time. They take the complexity out of the process by presenting 3-4 solid candidates that perfectly match our requirements. I feel like they really care and I depend on them to find the right people…quickly. How has embracent partnered with Stanton House? We’ve partnered in many ways over the years. For example, we have recently produced insight papers on Robotic Process Automation and co-hosted virtual roundtables on intelligent automation for Finance Leaders. embracent have also delivered a number of technology projects for Stanton House including Intranet build, the delivery of automation to drive back office efficiency and more recently, the development of a KPI dashboard to help increase Business Intelligence capability. I look forward to another decade of partnership and collaboration! Please get in touch for hiring or career advice. We are here to support our customers in these difficult times and forge enduring partnerships.
17 Nov 2020
CELEBRATING 10 YEARS CREATING EXCEPTIONAL EXPERIENCES OUR STANTON HOUSE STORY: WHAT'S IN A NAME?Our CEO and Founder, Neil Wilson reflects on the naming of Stanton House as we celebrate 10 successful years in business… Reflecting on 10 successful years2020 will surely be remembered as a year of extraordinary change for people and businesses around the world. It is also a huge milestone for Stanton House as we celebrate ten years in business this October. There have been so many challenges, learns and successes along the way - and almost a decade later - I can say that I am incredibly proud of the resilient business we are today.I profoundly believe that our raison d'etre (reason for being / purpose) which is to ‘create exceptional experiences’ has been the guiding principle which has enabled our diversification, international expansion and continued growth. It has been - and will continue to be - central to all that we do. Over the last few weeks, I have found myself reflecting on the early stages of our journey where - Nick Eaves (Co-founder) and I - laid the foundations for Stanton House. Everything from making the initial decision to start our own business to securing funding and creating a brand identity. However, I specifically wanted to address a question that comes up time and time again. ‘Why did you name your business Stanton House? Why, like so many other recruitment companies, didn’t you use your own name “Wilson” or a combination of yours and your founding partner’s “Eaves”?’. Naming Stanton HouseIn the summer of 2010, once we had decided to take the brave step of setting up a brand-new recruitment business, Nick and I started mapping out what would make the company different and we also started to think about what we would name our company. We were clear that we wanted to develop a scalable, customer centric operating model - but by far the most difficult part was determining the name. We also agreed that we didn’t want to use our own names. Why? Truthfully, our egos were not big enough for that. We went through three stages, taking three months, before we found and finally settled on Stanton House.Stage 1: Realisation Nick and I tried to find the perfect company name. One that would make people sit up and take notice. One that would be synonymous with the amazing company that was being formed. One that would immediately conjure up an image of a business that was fresh and which would blow the industry apart. We wanted an obvious association with concepts such as Customer Experience, Excellence, Relationships, Standing out from the Crowd. This would be straightforward – or so we thought!Days passed with a few suggestions offered up by one and immediately ruled out by the other. We considered Latin alternatives when the English words seemed too obvious. We looked at new words formed from a combination of two words we liked - ‘Relatience’ - anyone? As days turned to weeks the initial energy had disappeared and we were both hoping that the other would suddenly be struck with a moment of inspiration. It didn’t happen. We needed help.Stage 2: Professional help We enlisted the help of brand name specialists. They organised and facilitated multiple sessions. We brainstormed company names for two whole days. The shortlist comprised of: Depth, Polestar, Tomorrow, Futureproof, Acuity, Likemind, Mindshare, Clarity and Alchemy. There was a bit of enthusiasm for Alchemy but there already existed several companies with that name including another recruitment company. Two days later we realised that we couldn’t saddle our beloved, yet to exist company, with any of these names. We were back to square one.Stage 3: Defining some rules It was now late August 2010. Although we had failed in a simple but crucial aspect of starting a business we were not deterred. Better ideas had started to form by now. We had defined some clear rules to guide us:1. The company name should be two words2. Definitely not two names (as in Eaves & Wilson Associates) 3. The second word should be a place or destination. Somewhere people would be happy to go.4. The first word didn’t matter too much We began to realise that our company name didn’t have to be clever or meaningful. Looking at other world-famous brands it was very clear that it would be what we stood for that would count. The company name would become synonymous with that, not the other way round. So, the options for the second word became: Place, Garden, Road, House, Green, Castle, Park, Wood, Forest or Hill.We went through so many possibilities for the first part of the name: Types of tree, plant and flower, colours, animals. I remember that we liked a lot of the combinations with ‘Oak’ but they were already far too popular. The next possibility to review was a list of place names. We were pretty desperate by now. We took a few that we liked Boston, Stanford, Stanton. Finally, we were close. Boston Park was the favourite. Domain names taken. Boston House, already taken. Boston Green, taken. Stanford sounded good. However, just recently Allan Stanford had been imprisoned for fraud in a high-profile case so that felt wrong.What about Stanton? It resonated with me in particular as one of my favourite footballers growing up in Scotland was Pat Stanton. Stanton Green, Stanton Park, Stanton Place – all domain names taken. Stanton House was free. Done. We bought Stantonhouse.com that night. Huge relief all round. Imagine not being able to start a business because you couldn’t come up with a name!It’s now hard to imagine being called anything but Stanton House. To start your journey with us and to find out about the current opportunities we have available please contact Meg Appleby, firstname.lastname@example.org, 0779 590 9781.For more on what it took to start and build Stanton House listen to Nick Eaves in the Stanton House episode of the RAG podcast.
06 Oct 2020
CELEBRATING 10 YEARS CREATING EXCEPTIONAL EXPERIENCES OUR STANTON HOUSE STORY: NICK EAVES, CO-FOUNDEROur Co-Founder, Nick Eaves reflects on Stanton House’s very early days as we celebrate 10 successful years in business… Taking the leap I remember very well what a leap of faith it was to start Stanton House ten years ago. Neil Wilson (my Co-Founder) and I both left our previous employer in March 2010, just after it had been acquired by a massive global recruitment business. After more than 15 years of good times working together, we took this as a sign…it was time to move on. We had plenty of time to plan to start a Company that Summer as we had contractual covenants that prevented us working until 1st October - which is the day we incorporated Stanton House. My wife had recently had our third son and her support did not waver on a path with very uncertain earning potential. It was a very similar situation for Neil, and we have often spoken of how important it has been to have the support of our families in building the business.That summer, we would meet at a pal’s office in Golden Square to work out what sort of new recruitment business would carve out a share of this competitive marketplace. Right from the start we knew it was all about Customers, a term little-used in our sector. There was much we were proud of from our shared experiences at our previous employer, but much we felt could be better. We were adamant that we only wanted to work with people who believed in what we believe – Integrity, Energy, Ambition, and a passion for delivering exceptional customer experiences. Andrew Brown joined the team at the start as Non-Exec Chairman which was a big boost. We wrote a lot of lists! The most important one being of people we knew and trusted to whom we might want to sell the dream! Names like Denise Abrahams, Lee Costello, Kevin Culverhouse and David Fleming. Relearning recruitmentBut the first few days of October it just was Neil and I with two phones in a tiny serviced office on High Holborn, overlooking Sports Direct. The two of us had not hands-on recruited for over a decade so we were well out of our comfort zone in those early months. We didn’t have much of a network to speak of, having been entirely preoccupied with leading people in recent years, rather than doing deals!With all of that in mind, a lot of people thought we were nuts to start a business, and some of them even told us so! 2010 was a very difficult time for the UK economy and plenty of established recruitment businesses were failing. But we knew this was our moment - it was now or never. I believe that often the hardest decisions in life turn out to be the best ones and this was no different. Our plan was for Neil to build our Accountancy & Finance specialism while I concentrated on Change Management. A few firsts Our skinny network did come through with an early £1,000 a day Finance Transformation Role which enabled us to generate some great candidates, some of which we are still in contact with today. I also picked up an opportunity with a pal who had just landed as a Project Director (thank-you Stan!) at a FTSE 250 business delivering a new ERP. That got us off the mark and here are the very first fees paid to Stanton House! The big step forward was when Denise Abrahams joined us! She sorted everything out so Neil and I could just focus on customers and building the team. Then a key moment came for Stanton House, at the Runnymede Hotel on a chilly February evening in 2011. Two of the best recruiters we had ever worked with (Lee Costello and Kevin Culverhouse) decided to join forces with us, it was from that point on that we really started to build momentum.We got used to having the fear day-to-day as we tried to get the business to the point of generating sustainable profit, and that took a couple of years really. But that fear makes you feel very alive. There is lots of adrenaline and the wins are really special. We will be forever grateful for the people who backed us in those early days. Investors, clients, candidates and the colleagues who trusted their career with a business that was not much more than a dream and a set of values. To start your journey with us and to find out about the current opportunities we have available please contact Meg Appleby, email@example.com, 0779 590 9781. For more on what it took to start and build Stanton House listen to Nick in the Stanton House episode of the RAG podcast.
29 Sep 2020
CELEBRATING 10 YEARS CREATING EXCEPTIONAL EXPERIENCESTo celebrate Stanton House’s ten-year anniversary we have profiled the unique journeys of some of our employees. Every one of their personal successes is an accomplishment for our whole business and we want to celebrate these. The My Stanton House Story blog series looks at what they’ve learned, why they love what they do and how they have progressed their careers. What does it take to progress quickly at Stanton House?I joined Stanton House in May 2017 after working with a competing recruitment agency for five years. I had been in touch with Lee Costello (Current Managing Director) on and off over the years. Funnily enough, I was considering leaving agency to go inhouse when I planned to meet Lee for the last time - only to tap into his inhouse contacts - which I was honest with him about! However, after a three-hour meeting, he simply asked me whether I had fallen out of love with recruitment or with my current employer - the rest is history! I joined as a Principal Consultant reporting into Lee, having voiced my interest in management during the recruitment process.Proving myself and expanding my responsibilities After gaining a good understanding of the business, I was given clear goals to progress to Manager level. Within six months I was promoted and then managed the permanent Finance team in Reading for two years. My role then expanded further, and I was given the responsibility of building a team to extend our coverage across Surrey and Sussex. In 2019, I achieved a personal best in terms of billings and my team overachieved their billing target for a second year running. This meant we secured a spot on the high achievers’ trip once again, which was a great accomplishment for us all and made me very proud.I feel that i have been given the opportunity to really develop into a management role here at Stanton House and I have the autonomy and space to not only to develop myself, but also my team. I love working for Stanton House because I constantly feel challenged, in a positive way. Seizing the opportunity to learn from a ‘feedback’ cultureI have always been proactive about my own development and I love working for a growing business that does not limit development because of a rigid structure.In my opinion, the training at Stanton House is second to none. Not only is there a full 26-week training programme for Associate Consultants, who have no or little recruitment experience, but for experienced Consultants and Managers there is also a plethora of training and self-development opportunities available. I personally feel that I have become a better recruiter, negotiator and leader and I put this down to the ingrained feedback culture here. It is never easy receiving constructive feedback but taking that on and then making changes in my process or approach is a skill that I have learned at Stanton House. I have certainly become more empathetic, self-aware and resilient both in my professional and personal life. What you put in is what you get outIt’s said a lot about working in recruitment, but in my experience, it is absolutely true - the more you put in - the more you will be rewarded. One of the things I find most rewarding is training consultants with no experience to become 360 recruiters and celebrating in their many break throughs and successes.I also love being able to have an impact on our ways of working. The senior management team here are always open to new ideas and suggestions. Recently, I have been involved in training teams on best practice across a multitude of processes which is something I have really enjoyed. I am also proud to have hosted events for our clients including our Women in Business series which brought together groups of senior women to discuss how they can develop confidence to ensure they have a voice at the table. There’s also a lot of recognition and praise for outstanding performance at Stanton House. We have quarterly lunch clubs that you can win a seat on (if you hit certain criteria) as well as an annual high achievers’ trip. More importantly however, I would say that the leadership team are all very good at calling out individual performance in the moment and sharing feedback with the rest of the company. My team and I have been on the receiving end of all these initiatives and it makes the hard work all the more worth it. Sometimes praise can mean so much more than a commission cheque at the end of a quarter - although those are good too!Adapting to the new era of remote workingPersonally, I have loved working from home. Although I am very self-motivated and focused when in the office, I have found that having less distraction around me has allowed me to be even more productive. It has also made me realise how much time we waste travelling to meet people when we can be just as productive meeting customers via video.Also, being pregnant during the global pandemic and not having to commute up to an hour into the office each day has been a great relief!A final thought on how to accelerate a career in recruitment You must take responsibility and be accountable for your own development and learning, do not rely on others to do this for you. The three key things you need to be successful in recruitment are self-motivation, organisation and grit. Always strive to be better, do not think you know it all, no matter how much experience you have. Adopt a growth mindset and challenge yourself every day to become a better recruiter! To start your journey with us and to find out about the current opportunities we have available please contact Meg Appleby, firstname.lastname@example.org, 0779 590 9781.
22 Sep 2020
CELEBRATING 10 YEARS CREATING EXCEPTIONAL EXPERIENCESTo celebrate Stanton House’s ten-year anniversary we have profiled the unique journeys of some of our employees. Every one of their personal successes is an accomplishment for our whole business and we want to celebrate these. The My Stanton House Story blog series looks at what they’ve learned, why they love what they do and how they have progressed their careers. FROM GRADUATE TO PRINCIPAL CONSULTANT WITHIN TWO YEARS Choosing the world of recruitment & Stanton HouseI joined Stanton House in 2018 as an Associate Consultant, straight after graduating from the University of Sheffield, with a bachelor's degree in Business Management. I knew I wanted to pursue a career in recruitment as I was keen to have the scope for personal development and opportunity to progress quickly. I interviewed with six recruitment companies over a three-day period and was lucky enough to have three offers. Stanton House was the clear choice for me. It may seem trivial, but as part of the interview process, they took me out socially to meet with some of the team, which made me feel incredibly welcomed and they were the only recruitment company to do this. Learning my craft I started with a focus on recruitment within Private Equity and this is where I learned recruitment best practice and the application of all my initial training. The training, learning and development at Stanton House is the main reason, I believe, I have been able to succeed and progress so quickly. There is a very clear induction program in place which quickly taught me all I needed to know to succeed initially as a trainee Associate Consultant. After eight months, I transitioned across to permanent Finance recruitment where I learnt about the challenges faced by leaders in Accounting and Finance and the intricacies of a whole new profession. After a while, I felt able to provide informed consultancy and expert guidance to customers and was given the opportunity to step up into the more senior role of Consultant. This period was a steep learning curve for me, but also hugely enjoyable as I got to (and still do) speak to so many interesting people. It cemented why I love working in recruitment - supporting professionals to achieve their career aspirations and helping employers to find team members, that can truly add value, is hugely rewarding. Progression to Principal Consultant I was recently promoted to Principal Consultant and am one of the top billers in permanent recruitment across the business. It has not been without challenges or lessons learned along the way. The recruitment profession has many highs and lows and you can’t be afraid to step out of your comfort zone or make mistakes. The key is to learn from those mistakes and to use the people around you for continuous feedback and self-development. Permanent recruitment requires a huge amount of detail in order to match professionals to their ideal employer and role. Ensuring a perfect skills match and cultural fit - on both sides - takes understanding, patience and perseverance. You must leave no stone unturned!I feel that the leadership team at Stanton House run the business in a democratic way and are always open to new ideas. I have always been given the opportunity to help shape new ways of working, share best practice and refine processes but above all else the training and development is second to none – it doesn’t stop when you become a top biller it just gets more focused and bespoke. Learning & development never stops at Stanton House I feel my ability to manage a process from start to finish has increased dramatically over the last six months due to the ongoing training, feedback and development I have received. This has covered everything from improving my negotiations skills, managing customer expectations and genuinely finding ways to help professionals and employers through these difficult times. For example, I have contributed to some of our recent insight papers and career/hiring advice guides which (I hope) provide the guidance our customers need in this new era of work.I have also been lucky enough to have a mentor in Henry Yeomans, our Vice President of our US Cyber Security business, to help guide and push me in the right direction. Our monthly discussions have been invaluable.I feel that the increased responsibility the business has offered me, at each stage of progression, has enabled me to overcome any self-doubts and to become more confident in my own abilities.The Learning & Development team constantly come up with new training sessions and ideas to help everyone in the business develop and progress – whatever level they are. In fact, i have just embarked upon a whole new Exceptional Performance Programme which is designed to fine tune my recruitment skills and capabilities even further. This is exciting, as even after two years with the business, I feel that I am only at the tip of the iceberg of developing my knowledge, skills and expertise and very much look forward to more personal growth! To start your journey with us and to find out about the current opportunities we have available please contact Meg Appleby, email@example.com, 0779 590 9781.
15 Sep 2020