How to Choose the Right Recruitment Agency to Grow Your Business

Hiring well can make or break a business – especially when you’re expanding into new territory. If you’re looking to grow your team in the UK, working with a recruitment agency can give you a head start. But only if you choose the right one and manage the relationship well. Here’s how to do it – with practical steps, plus real-world insight into how Oury Clark’s Talent Advisory & Acquisition arm does it differently.

1. Choose Agencies That Know Your Sector

Not all recruitment agencies are created equal. Don’t default to the first one that emails you. Instead, look for:

• Proven experience in your industry
• Knowledge of your niche roles
• A track record of hiring in the UK market

We work with international businesses entering or expanding in the UK and Europe. We understand what it takes to hire the right people when you’re new to the market – from understanding regional talent pools to knowing which personality types thrive in early-stage operations. Our targeted talent searches are backed by salary benchmarking, cultural alignment, and competitor insights.

2. Treat the Job Spec Like a Sales Brochure

A strong job spec doesn’t just describe a role – it sells it. Top candidates are selective, and in a competitive hiring market, your opportunity needs to stand out.

That means writing a job spec that:

• Clearly explains the role
• Highlights opportunities for growth
• Sells your organisation’s story

We work closely with you to craft compelling job briefs that reflect your vision, culture, and strategic goals. We’re not here to tick boxes – we help you articulate why someone would want to join your team and grow with your business.

3. Set Expectations Early

Clarity from day one saves time, money, and stress. Be upfront about:

• Salary range and fee structure
• Recruitment timelines
• Interview process
• Whether there are commissions, bonuses, or probation-related clauses
• Rebate periods if the hire doesn’t work out

At Oury Clark, we set this out in plain English from the start. Our legal and HR teams are on hand to make sure every part of the offer – from contract to benefits – meets UK employment standards, giving you peace of mind and preventing costly misunderstandings later.

4. Appoint a Single Point of Contact

The more voices involved, the messier the process becomes. Appoint someone in your business to act as a central liaison with the recruitment agency.

That person should:

• Be empowered to give feedback and make decisions
• Keep the process on track
• Maintain clear, consistent communication

When you work with us, we embed ourselves in your team – not just as a service provider, but as a strategic partner. You’ll have a dedicated contact who understands your business inside and out, and who can drive the recruitment process forward without unnecessary friction.

5. Stay Actively Involved

You can’t hand off recruitment and hope for the best. Stay engaged with:

• Weekly or bi-weekly check-ins
• Updates on candidate pipelines and interview progress
• Insight into where and how candidates are being sourced

We make this easy. Our team provides structured updates and detailed reporting, so you always know what’s happening. We’re transparent about our methods – whether we’re tapping into our UK networks, using specialist platforms, or running bespoke searches – and we work with you to refine the brief as needed.

6. Control the Decision-Making Process

Ensure your agency knows:

• Who will make the final decision
• When offers are made, and by whom
• Whether negotiations will go through the agency or directly

Miscommunication at this stage can lose great candidates. That’s why we keep your decision-making process streamlined and efficient. Our role is to support, not interfere – so we adapt to your internal structure, while keeping things running smoothly.

7. Think Long Term

Recruitment shouldn’t be one and done. The best results come when you build an ongoing relationship with a recruiter who understands your business.

That’s exactly what we do at Oury Clark. Whether you’re just launching in the UK or scaling up after your initial success, we stay with you. Many of our clients use us as their de facto HR and recruitment team until they’re ready to build one in-house – and sometimes even after.

We help you establish hiring frameworks, create onboarding processes, and navigate complex employment questions – from remote working policies to diversity and inclusion.

8. Get Value for Money

Recruitment in the UK can be expensive – especially if you’re unfamiliar with how agencies operate. To get the best value:

• Choose an agency with transparent pricing
• Compare service levels, not just fees
• Negotiate where appropriate

We are designed to be flexible, scalable, and transparent. There are no long-term tie-ins. You can use us for one hire or ten. And because we combine legal, HR, and recruitment support under one roof, you save time and avoid duplication of effort.

Why Choose Oury Clark’s Talent Advisory & Acquisition Team?

We’re not your average recruiter. We specialise in helping international businesses get set up and scale in the UK – and we understand how complex that can be.

Here’s what you get:

• A tailored recruitment strategy
• Embedded support across HR, employment law, and onboarding
• A focus on long-term hires who align with your business goals
• Flexible, on-demand support that grows with you

Whether you’re looking for your first UK hire or building out a whole team, we help you find the right people – and build the right structure – to succeed.

Ready to grow your team the smart way? Get in touch.