Talent Point help organisations amplify their ability to attract, engage and retain technology teams by putting planning, data and career growth at the heart of their hiring.


Design, Manage, Fill

Is your growth inhibited by unfilled positions?

Does poor retention affect your productivity?

Is engineering time diverted to ongoing interviews?

Our core advisory service is a same-cost, high-value alternative to recruitment agencies that brings expert knowledge of documentation, planning, market research, and change management to your hiring function, whether large or small.

By planning all vacancies in micro-detail against business objectives and in-depth employment market data, we create story-based vacancy marketing proven to attract, engage and retain high-value technical talent.

We market these vacancies on your behalf as pre-planned Campaigns, managing and tracking all communication to deliver the right hire – within time and budget, and from only three interviews – including visibility of every single unsuccessful applicant.

To ensure success, we support your management team by designing competency-based interview processes, nurturing engagement and screening capabilities, and ensuring awareness of retention requirements post-hire.

Technology-Specific Interview Training

Are you diverting engineering time to more than 10 interviews per-hire? Is a lengthy tech test essential to confident hiring, or alienating the best applicants? Selection is too important to your growth to rely on ‘gut feel’ interviews.

Combining our unique experience in communication and technology, we support your team to create competency-based, contextualised interview questions that enable quantitative comparison between applicants.

Our training supports clear decision-making with all elements of screening – be it tests, presentations, values, culture or motivation – expressed as binary criteria brought to life by creative questioning.

In the applicant-led technology market, it’s more vital than ever to accentuate the virtues of your business to each and every interviewee. We work with your Hiring Managers to help them answer questions positively, put applicants at ease, and provide a captivating, insight into your company culture, greatly increasing applicant engagement.

Your business is unique and, as such, our training packages can be tailored to any technology discipline and include post-workshop coaching in the creation of questions and interpretation of answers.


Talent Pool Insight: London – Reading Edition

The UK enjoys one of the strongest pools of technology talent. Most of these professionals can be found in London; but there are other hidden gems in South-East England. How do Reading and similar outer-London areas compare to the nation's capital, and what can tech companies expect if they decide to set up their HQ in one of these areas?

View Research Byte

How to Design QA Roles with Retention in Mind

Designing roles that encourage retention is tricky, but incredibly important. In this Byte, we look at how this can be done in a QA position, using a fictional eCommerce business for our case study.

View Research Byte

How To Design Motivating .NET Leadership Positions

With the lines blurring at top .NET positions, how can you ensure you hire the right person for the job and ensure they know what their job entails? We demystify .NET leadership roles, and offer some advice on how to source the talent you need in the .NET space.

View Research Byte

View all resources.

Net Promoter Score

Talent Point are incredibly proud of our total NPS, as voted by our applicants themselves:

-100 0 100

NPS Average for HR (Jan 2019): +16 | NPS Average for Staffing Industry (Dec 2018): +24 | NPS Average for Talent Point (Jan 2019): +50

What is Net Promotor Score?

Net Promoter Score (or NPS) is used to measure customer satisfaction and loyalty. The possible score ranges from -100 to +100, however industry averages are rarely > +50 and the staffing industry had an average of only +24 in 2018!

NPS is calculated from responses to a single question rated on a 1-10 scale: "How likely is it that you would recommend Talent Point to a friend or colleague?". Scores of 7 or more result in a positive score; those of 6 or less are negative. For a full breakdown on the methods behind calculating NPS see Wikipedia or NetPromoter.com.

Talent Point uses NPS as our key metric because it is an internationally recognised standard that allows us to focus on improving our services in line with applicant needs. Over two-thirds of Fortune 1000 companies now use NPS, including the likes of Apple, Hubspot, Slack, and Tesla.

Applicant Comments

I found Ashley and Sam to be incredibly helpful throughout the whole process, from receiving the job advert right through to job offer.

The brief was far more detailed than any other I'd seen from other agencies and Sam prepped me well. Never felt like I was being ushered into a role not quite right for me, there was a clear effort to make sure it was the right fit for both me and the hiring company. Couldn't recommend them more!

Product Owner

The support provided by Flo throughout the process was invaluable in giving me the best chance at success. The detailed brief was so helpful in understanding what the role and business structure would look like.

Product Director

Amelia and Victoria were both very detailed and accurate with all their explanations about the role. They were always available to help and I have been very impressed with the service provided all round.

Product Manager

Kieran really helped guide me through the process, giving me more detail about what to expect than any other recruiter has in the past. He was always on hand to answer any questions I had, and was really helpful in telling me exactly where I was in the process. I felt throughout that Kieran was representing me really well, and had my best interests at heart, and although I didn't join the company Kieran was hiring for, I wouldn't hesitate to recommend Talent Point and Kieran to anyone looking for a position or any business looking to hire. Hands down the best recruitment experience that I've had.

Account Manager

Billy [Hazeltine] was great.

Really good communication, thorough in my understanding of the role and a welcoming attitude. 

Lead .NET Developer

When Talent Point said they weren't like other agencies I rolled my eyes, but they were fantastic throughout the entire process!

They sat in the interview and prompted me to mention things that I hadn't remembered, helped me negotiate a higher salary offer and generally went out of their way to give me the best possible chance of success.

Senior PHP Engineer

Looking for a Tech Job?

Browse our open roles at talentpointjobs.co

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

Looking for a Tech Job?

Browse our open roles at talentpointjobs.co


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