Talent Point are a Hiring Communications business

We help companies plan vacancies that exactly match skills available within Software Engineering, DevOps, Cloud, Agile and Big Data employment markets. We document these vacancies as best practice specifications that really appeal to applicants then smartly and selectively market them as fixed-date Campaigns proven to engage, impress and retain high-value technical talent.

While the result is ultimately a new team member, the process followed to appoint them promotes a positive perception of your firm as an employer, increases staff retention, cuts down vastly on time spent interviewing, and empowers managers to become really good recruiters.

Hiring Communication represents a same-cost, high-value alternative to using recruitment agencies, bringing expert knowledge of documentation, planning, research and change management to hiring functions both large and small.


We compile detailed reports on competitor hiring to rip vacancies apart, rebuilding them around market conditions and business needs as an engaging brief from which it’s possible to fill even the most challenging position.


We market vacancies as pre-planned Campaigns, managing and tracking all communication to deliver the right hire, within time and budget, from only three interviews, including a report detailing every single unsuccessful applicant.


We implement and manage a best practice process spanning an organisation's entire tech hiring, nurturing hiring manager capabilities while owning all sourcing, planning, reporting and documentation.

What is Hiring

Well, what’s communication? First pick a target for a message, now plan the message itself, decide on a delivery method and ensure neither undermines the other. Simple. Yet obviously not simple at all. Unrealistic, poorly planned vacancies are at the root of London’s perceived technical skills shortage. Hiring Communication uses detailed research to create vacancies around a target applicant already proven to exist then tailors all collateral, contact and processes around the single goal of attracting them. It’s uber tech recruitment performed by experts under absolute best practice.

Are you a
recruitment agency?

We provide some services that a recruitment agency does but, no, we could not be more different. At least half of what we do is purely advisory - helping plan and document technical positions that are filled by internal recruiters or a PSL of agencies. The other half includes sourcing applicants but where an agency model assumes that coverage is key to filling roles we believe that when a position is poorly planned the last thing needed is wider coverage. We deliver coverage as research before releasing vacancies to market, protecting the brand and reputation of our customers and saving them a great deal of time typically piled into interviews that didn’t need to happen. While we present our “Fill” and “Manage” customers with applicants, we do so having planned and documented the positions they wish to hire for including showing them why these are the right positions.

I have an internal recruitment
function already

All our services integrate with internal recruitment functions. The key to filling technical roles lies in design based on market knowledge. We equip People Teams with this knowledge, relieving them of troublesome positions that are often extremely challenging to quantify and result in protracted hiring that diverts their attention from other roles.

What do
you charge?

Our fees are both simple and flexible.

If you’d like us to research, plan and document a vacancy we guarantee is fillable, we’ll charge a one-off, fixed price for the work involved.

Where you’d also like us to fill it, there’s no fee until an applicant is appointed, at which point – just for convenience - we charge in the same way a recruitment agency would.

Finally, if you’d like us to own all your technical hiring and provide an onsite resource, we can charge a retainer, a percentage of starting salary for each hire or a combination of both.

Do you offer
contract staff?

Yes. We even modify our vacancy documentation to be extremely attractive to IR35 compliant service providers.

Do you offer
onsite presence?

As part of our “Manage” service, yes, and it comes at no extra cost – in fact we typically insist on a minimum of half a day spent onsite weekly. One of our biggest value adds is that each Account Manager is backed by a large talent and research team who they need to brief and manage throughout campaigns so our most successful customers have an on-site presence of between one and three days per-week.

Where do you
find applicants?

The same places everyone else does. The days of getting any benefit from five recruiters taking a message they barely understand to the job market in order to secure “coverage” are over. The same job boards, LinkedIn Recruiter accounts and access to meet-ups and social networking are firmly embedded across the London recruitment sector, what counts is how much use can be made of them and the message they’re used to send. With most recruiters perpetually drumming up business for their “desk”, racing to be the first to send an applicant or rigidly adhering to KPIs for call rates and mailshots, the time they can truly invest in sourcing and screening is very low. Hiring Communication is designed to have a high impact on applicants who don’t respond to low-quality messages. With a fixed set of dates over which sourcing occurs you get the right applicants not simply the first applicants, and you get them following calm, thorough exploration of every possible source.

How do you guarantee
vacancies will be filled?

By turning them into positions that match the market for skills. We present customers with reports that reveal far more about the employment market than two months spent unsuccessfully recruiting for a role will. We make skills availability indisputably clear then advise on who it’s possible to engage, including how they can be coached and trained to match business needs over time. If we really can’t fill a role (to date it has happened once) we approach a network of very thoroughly screened recruitment agencies that we manage so you don’t have to.

What actual benefits
do you deliver?

Technical vacancies will be filled a lot faster

Irrelevant interviews and CVs will be completely eliminated

Retention will increase

Market visibility and coverage will go up

Recruitment brand will be positively perceived in the employment marketplace

Interviews will become more effective and controlled

Your business will become more appealing to high-value applicants

Talent Point achieved a three-interview to one-hire ratio across 92 roles, saving us considerable time in defining roles, reviewing CVs and conducting interviews, and ensuring we retained appointed staff for longer. I would strongly recommend them for all types of tech hiring - particularly for high-growth businesses.

– Christian Berthelsen, CTO, Fourth

Since starting my first IT Director role I’ve found Talent Point very helpful in designing the vacancies needed to deliver on our objectives. They provide a lot of information about how roles are typically structured in other businesses that I wouldn’t otherwise be able to access. We’ve filled seven roles in three months for which I’ve never seen more than three applicants, often it’s less, and I’ve appointed from the first round of interviews.

– Scott Millett, IT Director, Iglu.com

Talent Point supported us in breaking down roles over months and years then re-planning them with hiring managers to remove “buzz word” skills that were preventing us hiring within budget. This planning process reduced CVs from somewhere around 60 before my arrival to an average of three under Talent Point. It helped build confidence within the team and showed an immediate change for the better under my leadership.

– PJ Jassal, CTO, Encore Tickets

At Vutu.re, we have used Talent Point to manage the rapid growth of our technical team. We've received numerous comments from candidates that the specifications created by Talent Point are the best they have ever seen. They provide real insights into each position while ensuring that Vutu.re only meet applicants who want to work with us and have the skill set required. Planning these roles face to face with Talent Point and being able to see just three people within fixed timelines is a breath of fresh air from the usual flow of unqualified CVs sent by recruitment agencies.

– Tufan Unal, CTO and Partner, Vutu.re

I’ve now worked with Talent Point across two businesses, where in both cases they’ve given us visibility of the employment market I would have struggled to find anywhere else. They complete vacancy design and market appraisal with the hiring manager which allows me to assign budget and have confidence that the role will be filled promptly without any last minute internal salary negotiations. They integrate well with our own direct hiring methods and I would have no hesitation in recommending them to any HR team, or any hiring manager for that matter, to fill technical roles across a wide spectrum of disciplines.

– Caroline Thompson, Semafone

What really sets Talent Point apart is the dedication they have shown to truly understanding our business and the insight they provide into the market, whether that be in formal comprehensive reports or little pieces of advice – a simple call, a message, providing information that really matters in a challenging competitive landscape. Information that helps us stand out and attract people we know will thrive here. As our business has evolved they have evolved with it and they have shown themselves to be a genuine talent partner. This is exemplified by the fact that not only have they made placements for us, they’ve talked us out of hiring for roles which they knew weren’t right for us. As the Head of People Operations, that’s the kind of trusted advisor I want in our corner…

– Jon Walder, Head of People Operations, Fourth

Instasupply have a small but very senior technical team. While hiring the right person is absolutely critical to us, we also need to be very careful how our time is invested. Talent Point were able to draw out the unique appeal of our team then shape positions and selection criteria around it. The results meant vetting focused on potential in applicants who would truly value the learning opportunity they’d access in our senior team. We ran two Campaigns simultaneously over three weeks and appointed two new team members from only six interviews, all of whom were genuinely invested in working for us. This is a very accurate, careful and controlled way of hiring technical staff that I wouldn’t hesitate to recommend

– Tim Huegdon, CTO and Founder, Instasupply

Technology professionals seeking work in and around London can search for opportunities at talentpointjobs.co

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