The maximum recruitment fee we will agree to is a fixed 15% of the annual starting salary of the candidate.
At 1973 we operate a 6 month probationary period to ensure an applicant is a good fit after the necessary training and bedding in has taken place. In the unlikely event that a problem should arise, we feel that the short rebate periods offered by some recruitment agencies would encourage us to move quickly to dismiss a candidate rather than to work with the person to succeed. We therefore prefer to work with 6 month terms where if a candidate leaves 1973 within six months of the commencement of the engagement for any reason other than redundancy then the agency shall refund one-sixth of the recruitment fee for each whole month of that six-month period which is remaining.
If the candidate leaves in the second month then the agency shall refund 5/6 of the fee, if they leave during the fourth month then the agency shall refund half the fee.
Quality Not Quantity
We have to filter applicants around our regular day jobs. Therefore, we won’t partner with agencies that don’t filter candidates adequately prior to sending or who generate a lot of unnecessary “back and forth”. We hope we provide enough detail on our requirements, and feedback on unsuccessful candidates to help with this.
Following the Covid pandemic, we all work remotely from home and will meet up occasionally at our old offices in Chalgrove. Candidates may need to get to Monument Business Park in Chalgrove once every couple of months and will need a car to do so as it’s not accessible via public transport.
Please send all candidates to firstname.lastname@example.org. This is a shared inbox so means there’ll be someone there to monitor.
- 20 days holiday with one extra day per full years’ service to a maximum of 25)
- Pension Scheme (auto enrolment with People’s Pension)
- Remote working.
The process as described here applies primarily to developers, however the general principles apply across all roles.
Stage 1: CV and portfolio
Once a candidate has been reviewed and vetted by yourself, and you’d like to put them forward to us, please supply us with their location, salary expectations, notice period, CV and some examples of things they’ve made.
Stage 2: Telephone Interview
The next step would be a very short telephone interview – usually around 15 minutes or so. One of the directors will give the candidate a call and have a quick chat to determine whether both parties are interested in principal and get an impression of whether there could be a mutually a good fit.
Stage 3: Tech Test (Email developer only)
Once interest and suitability has been established, an HTML email test will be sent to the candidate to complete. This will not be a live project and templates and assets will be provided with the aim to make it as straightforward and simple as possible. Once the test is received, we will feedback on whether we’d like to progress with a candidate or not. Please note, we can’t always give specific feedback on the tech test as this can influence future candidate’s applications.
Stage 4: Face to Face Interview
These will be via a video call and will cover the following:
- An overview of 1973 Ltd and the role.
- A chat about the candidate’s experience and skills.
- Candidate talks us through examples of their work, projects they are proud of, how they approached them and what problems they had to overcome.
- An informal chat to get to know the candidate and give them a feel for what it’s like to work here.
The candidate may be asked to come in again, but this would only be to aid a final decision.
Stage 5: Offer
If the face-to-face interview has gone well, we may make the candidate a verbal offer then and there. We may want to take a bit of time, so may make an offer directly with the candidate and then update yourselves.
Any offers are subject to successful references.
If you agree to these terms please email email@example.com to confirm this along with some information about your agency.