In addition to offer a number of services including, interview advice, best route to market, and salary information.
Clients are offered a no-nonsense approach in order to obtain the correct calibre of individuals for their business requirements. We also offer head hunting services on a retained basis, as well as advice on salaries and market conditions.
Recruitment is at all levels from administrative/call centre staff, part qualified & qualified, through to Director and Partner level.
If you are looking for a refreshing new approach to recruitment, and a corporate recruitment company that can truly work in partnership with your requirements, then please contact us on the number above.
The founders of Imperium Financial Recruitment are Andrew Nelson (experience gained within many Professional Service Sectors, along with being a well-known entrepreneur in the retail sector). Russell Corrie, brings many years of recruitment experience gained within many Professional Service Sectors. Between them they have over 25 years experience.
Director & Co-Founder/Finance & Wealth Management Division
Andrew has had a varied career spanning several industries, and has taken that experience, grounding and insight, into each position.
Andrew started as an auditor in the oil industry, before moving as an estimator in the civil engineering industry. Andrew moved to a newly set up company within the civil engineering industry, over-seeing tendering for contracts, managing the resources and labour, health and safety, and business development.
Approximately 19 years ago, Andrew left civil engineering and set up his own retail travel company, which he still owns today. A company that is profitable and expanding. Andrew continues to manage the business.
Having used recruitment companies previously, Andrew saw an opportunity to bring his management experience and business acumen in order to set up a professional services recruitment firm.
Away from work, Andrew loves sport and holidays funnily enough.
Director & Co-Founder/Chartered Accountancy & Insolvency Division
Russell is well known within the Public Practice, Industry & Commerce and Insolvency market places, and has an excellent reputation for candidate placement and offering the highest levels of service.
Russell has an extensive client base and is recognised amongst Manchester’s available pool of candidates.
He has experience of operating amongst a large network of clients and contacts, which regularly refer available vacancies and candidates.
He has been involved for several years with specialist consultancy firms and held down a high-profile role within a well-known niche recruitment firm.
Russell has recruited extensively amongst some of the Northwest’s most prestigious clientele.
Hobbies include sport and fitness, and the more than occasional visit to the theatre.
Head of Resourcing
Amanda started her recruitment career in Commercial Recruitment back in 2006, working from trainee through to Branch Manager. Within this role, she specialised in the recruitment of back-office support staff, ranging from Executive PA/Secretarial level, Legal, HR part qualified accounts and administrative/ customer service support. During her 8 years within Commercial, she was consistently achieving and surpassing personal and company targets, predominantly working on permanent introductions.
Following a period on maternity leave, she took on a new challenge, on a part-time basis, within Senior Finance and Practice Accounts providing a resourcing service to her colleagues. As part of this role, she has covered a vast array of positions, providing candidates for a range of industries including, Public Practice, Industry, Financial Services, Hospitality, Operations, Oil and Gas, and Logistics.
She has a tenacious, hardworking work ethic, and enjoys a challenge, specialising in headhunting, sourcing and screening of suitable candidates to support the sales consultants.
Hobbies include spending time with her family, theatre and the occasional spin class
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According to recent reports, the cost of replacing an employee is between 6-9 months’ salary on average. That figure covers recruitment costs and training expenses for the new employee also. When you factor in the additional costs from the loss of productivity between having to hire and train a new employee, it soon starts to
If there is one hugely appealing plus to a crucial candidate during your recruitment process, it will be a commitment to their growth once they accept an offer of employment. One reason that many new hires end up leaving a company after many years is that they have no further advancement opportunities with the company.
As a business, you will feel the pinch of today’s labour market and the thin avenue of filling top vacancies. No sooner have you found a top candidate than they are being snapped up by the competition, leading to a knowledge of their worth that has them comfortable rejecting excellent offers that they feel can