Recruitment and Staffing Agencies Editing and Proofreading Services

A consultant takes a role over the phone in eleven minutes, writes it up in twenty, and posts it. Over the next fortnight that advert generates ninety applications, of which four are relevant, and the client rejects three of the four for reasons the consultant could not have predicted from what they were told. Everybody blames the market. The market had very little to do with it.

We edit what recruitment and staffing agencies produce — job specifications and adverts written from client briefs, candidate submission summaries and cover notes, client terms of business and rebate schedules, candidate registration and compliance documentation, right to work and vetting procedures, temporary worker handbooks and assignment details, timesheet and payment guidance, client service level and process documentation, market and salary insight reports, candidate care and rejection communications, tender responses for preferred supplier arrangements, and internal consultant training and process material. Our editors work on the document that determines whether a search succeeds.

The job specification taken from the client is where a placement is set up to work or to waste six weeks, and the fix is a briefing structure rather than a longer form. Clients describe the person they imagine; the consultant needs the job. We build these so the brief captures what the person will actually do in the first ninety days, because a list of responsibilities describes a category and the first ninety days describes the job; so the requirements are separated into what cannot be trained and what can, since "five years' experience" is almost never the real constraint and mixing the two produces the ninety-application advert; so the reason the role exists is recorded — growth, a resignation, a restructure — as candidates ask and the honest answer shapes who is interested; so the salary is agreed as a range with what would stretch it, given that a consultant who has not had that conversation will have it later at the offer stage under worse conditions; so the client's actual dealbreakers are drawn out, because these are what rejections turn on and they are rarely on the specification; and so the process is fixed at the brief — who interviews, how many stages, and when they are available in the next three weeks. Briefs taken this way produce shortlists of four rather than longlists of ninety.

Everything you send is treated in confidence, including client vacancies, candidate details and commercial terms. We are editors rather than recruiters or employment advisers, and we offer no view on hiring, candidates or compliance obligations. What we can do is make the brief capture the job rather than the wish list.