why meadows?

  • We value simplicity: we help unravel a complicated world to steer you to success
  • We enjoy being inquisitive: it gives us a creative edge when solving resourcing problems
  • We are responsible: caring about corporate value - especially value for money
  • You'll find us refreshing: it's our job to look at your team in a different way
  • Our approach is collaborative: we know the market inside out, but we won't assume to know your business better than you
  • We are connected: Meadows' collaboration stretches beyond clients to industry colleagues; working together we provide the benefit of the widest possible network

We know the market because - together - we are the market.

succession planning

“Succession planning is core business thinking – not something to be done when the last man leaving has turned off the lights.”

It seems to make common sense that a company’s overall business plan should contain an accurate programme with detailed objectives illustrating the path to succession – not only for senior management positions such as CEO, but also for middle-managerial positions.  Corporations must carefully and effectively manage through critical issues that could affect their ability to grow and compete profitably.

Identifying a healthy pipeline of new and usable talent should start as early as the recruitment process.  Qualities and skills needed for the future leadership of the business should be identified as early as possible.  Good planning and proactivity in choosing leaders and creating a state of readiness in the company reduces overall recruitment and development costs, increases confidence from both internal and external stakeholders, attracts the right people to the company in the first instance and reduces the possibility of the wrong person being allowed to stay in a job indefinitely. In addition, if succession planning forms part of a business strategy, it can help the organisation prepare for the future by identifying the skills it is currently lacking but might need to flourish in the future.

The key stages of succession planning include:

  • Establishing the business case, ensuring that both internal and external stakeholders are bought into the process.
  • Setting out cost benefits of programme to senior management.
  • Creating assessment processes.
  • Developing feedback and development plans.
  • Integrating development and recruitment policies and merging these into existing HR processes

how we work

Our cooperative recruitment model is about working collaboratively, transparently and imaginatively. We are also proud to follow industry best practice:

Meadows good recruitment practice / Meadows duties to client firms / Meadows duties to contract personnel

happy to share

Enjoy the best of our knowledge. Help yourself to our useful guidelines on:

structuring your team / retaining the best people / succession planning

Meadows has recently renewed an exclusive contract to act as Master Vendor for all IT recruitment at IPC Media, where a close relationship with the IT Director has fostered smart recruitment.
Meadows is responsible for IT recruitment at Macmillan, where he incorporates a high level of challenge with a fresh external perspective to help build a high performing IT team: from senior management to technical staff.
Meadows is responsible for IT recruitment in the UK for Heinz: working closely with the management team to ensure the right level of skill and cultural fit across the organisation.
Meadows has recently recruited several Business Analysts for Penguin Books.
Meadows has recently placed an IT services manager into Ford Retail: a position that had previously proved difficult to fill.
Meadows is helping the geographically dispersed global IT group at Sara Lee to become a high performing team.
Meadows has recently provided sales training for this ad media agency: the leading supplier of mapping and information to councils, police forces and tourist organisations nationwide.