Scientific Recruitment

We specialise in recruiting high-calibre professionals for your key technical and scientific roles, allowing you to be at the forefront of technological advancements.

Start a conversation with our scientific recruitment specialists

Send a brief overview of your requirements and we will contact you to find out more about your needs.

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We know scientific recruitment

We specialise in recruiting high-calibre professionals for your key technical and scientific roles, allowing you to be at the forefront of technological advancements.

The majority of our scientific recruitment specialists have a degree in a science-related field, giving you a unique combination of recruitment expertise and in-depth knowledge of the market. As a result, we can find you professionals for a variety of roles with the right skills, experience, working entitlements and references to hit the ground running. Our specialist scientific teams will work with you to create bespoke recruitment strategy depending on your needs, as opposed to a ‘one-size-fits-all’ approach.

We operate across a broad spectrum of markets within the scientific industry, and traditional roles which we recruit for include:

  • Commercial Directors & Managers

  • Head of Clinical Diagnostics

  • Operations Managers

  • Clinical Education

Our scientific recruiters only recruit for the sector and many have a degree in a science-related field, giving you a unique combination of recruitment expertise and in-depth knowledge of the market, providing you with the reassurance you need from a trusted partner.

And understand your pain points...

  • Cost savings 

    • Each time your direct hiring process is extended or doesn’t work out, your costs increase. By working with us we can save you time and money in the long-run.

    • We offer a variety of service options to suit all requirements, from staged payments to help manage your cash flow to industry-leading guarantees of up to 12months to give you that added peace of mind.

  • Candidates only seeking remote working

    • All applicants that we consider for your roles are fully vetted and undergo an interview process with your Reed specialist consultant. At this stage, we confer with you on any pre-screening questions you require, whether that be about their remote working expectations or whether working on weekends is required.

    • This helps us ensure all applicants are assessed to your specification before we recommend them for interviews. It also provides transparency between us and the professionals we are speaking to, so no problems arise further along in the process.

  • Candidate suitability

    • At Reed, our consultants work in partnership with you to get a clear understanding of your business and requirements for the role. Combined with access to our extensive professional networks, candidate database and in-depth market knowledge, we ensure that the only candidates you speak to are those who will be a great fit for your position. As well as saving you time and money, this ultimately ensures you hire and retain the right professionals with the required skillset in the geographical location you desire.

  • Handling counteroffers

    • There’s nothing worse than going through a thorough process and pinpointing the perfect recruit, only for them to accept another offer. This is regular challenge in the current market, with professionals in high demand. They will often have several offers at any one time, as well as being counter offered by their current employer.

    • Our experienced consultants always highlight the prospect of counteroffers throughout the engagement process with both you and your prospective employee, and take the time assess their motivations, skills and salary expectations to ensure they are just as committed to the process as you are. We also offer you our years of knowledge and up-to-date insight into your industry, in areas such as the latest benefits and salary benchmarks. You can use this knowledge to create an overall package which stands out against your competitors.

  • Too many agencies to choose from

    • As the world’s largest family-run recruitment company, we have been helping to improve lives through work for over 60 years. Our specialist recruiters are well versed in their sectors, they’re aware of the latest market trends, and have the best salary benchmarking information - all vital for finding the best candidates, promptly.

    • Our specialist recruiters will work in partnership with you and other stakeholders, using their extensive experience to ensure you get the right professionals for the task at hand. Reed’s fair, open and honest attitude to recruitment, market-leading guarantees and practice-led approach mean we can help you solve your people challenges fast. 

Our scientific specialists

Sakti Turner

Sakti Turner

CEO Turner Talent Acquisition International - Part of the Reed Group

​​Sakti has her bachelor's degree in political science from Bridgewater State University in Massachusetts as well as her certification in Human Resources Management from Bryant University in Rhode Island. With a background of over 20 years in Human Resources as well as over a decade of scientific recruitment in Biotechnology, out of Cambridge, MA, Sakti is poised as a seasoned and successful recruitment specialist ready to fill the needs of her clients and candidates.

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Start a conversation with one of our specialist scientific recruiters

Send a brief overview of your requirements and we will contact you to find out more about your needs.

What's happening...

How to become a hotel manager
2 mins read

How to become a hotel manager

​When it comes to the hospitality industry, the role of a hotel manager is crucial in ensuring the smooth operation of a hotel. From overseeing day-to-day operations to managing staff and ensuring guest satisfaction, hotel managers play a key role in the success of a hotel. If you are considering a career in hotel management, it's important to understand what the role entails and whether it is the right fit for you.

What does a Hotel Manager do?

A hotel manager is responsible for overseeing the overall operations of a hotel, including managing staff, ensuring guest satisfaction, and maximizing revenue. They are typically in charge of setting and achieving financial goals, developing and implementing policies and procedures, and maintaining high standards of customer service. Hotel managers also handle issues such as staffing, budgeting, marketing, and public relations to ensure the hotel runs smoothly and efficiently.

Is a career as a Hotel Manager right for me?

A career as a hotel manager can be both rewarding and challenging. If you have a passion for hospitality, strong leadership skills, and a knack for problem-solving, a career in hotel management may be a good fit for you. It's important to be able to work well under pressure, communicate effectively with staff and guests, and adapt to changing situations in a fast-paced environment. Additionally, a willingness to work long hours, including nights and weekends, is often required in this role.

Key responsibilities of a Hotel Manager

Some key responsibilities of a hotel manager include:

  • Overseeing day-to-day operations of the hotel

  • Managing staff and ensuring they are properly trained and motivated

  • Ensuring guest satisfaction and responding to guest feedback

  • Developing and implementing strategic plans to achieve financial goals

  • Managing budgets and controlling costs

  • Marketing and promoting the hotel to attract guests

  • Maintaining high standards of cleanliness and safety

  • Handling any issues or complaints that arise

Career progression

For those interested in a career in hotel management, there are opportunities for career progression. Many hotel managers start out in entry-level positions and work their way up through the ranks. With experience and dedication, it is possible to advance to higher-level management roles such as general manager or regional manager. Continuing education and professional development can also help hotel managers advance their careers and stay current in the industry.

A career as a hotel manager can be a fulfilling and challenging path for those with a passion for hospitality and leadership. By understanding the role, responsibilities, and potential for career progression, you can determine if a career in hotel management is the right fit for you.

Search for our latest hospitality jobs.

Employee tenure: long-term relationship or short-term fling?
5 mins read

Employee tenure: long-term relationship or short-term fling?

​We all want committed employees but is length of service a true indicator of engagement? Does simply staying around in an employment relationship mean you’re all in? Of course, there are no simple answers to these questions – each situation is as individual as the parties involved – but it is worth thinking about what benefits both short and long tenure bring – and not rushing to build assumptions (or recruitment practices) on one or the other. 

So, what is employee tenure? It is generally defined as the length of time an individual spends with the same organisation or working for the same employer. According to the CIPD, the most common length of service is between two and five years (22.4%) but employees with over five years’ service make up nearly 50% of the workforce (Jan-Dec 2022).  

Is a long-term relationship better? You can certainly be forgiven for thinking so, as our corporate landscape often places value on long service and actively engages with strategies to lengthen or reward employee tenure. But why? Here are some key benefits of both short- and long-term tenures:

Long-term employee tenure

Increased productivity

Tenured employees tend to have a clear understanding of their roles and company goals due to their experience and time with the organisation. This familiarity with processes and procedures can allow them to work efficiently and contribute positively to productivity, as they are able to navigate the idiosyncrasies inherent in all companies. Quite often, they will have developed practices that enable the most efficient use of time to achieve objectives and outputs; and are then able to influence wider practices to spread the word. 

Stability and commitment 

Tenured employees will often feel more secure in their positions and so, can demonstrate greater commitment to the company. Their loyalty contributes to a stable work environment, which can positively impact team dynamics and overall organisational success. My current HR team has an average tenure of around 10 years, and this contributes to a very supportive and effective working environment – although how they’ve put up with me over the years is still a mystery! 

Skill set and knowledge base

Over time, tenured employees accumulate valuable knowledge and skills specific to their roles. This expertise can not only be passed down to new hires, benefitting the organisation as a whole, but also help with integrating new technologies and processes, ensuring they work for the business. We all have a ‘go-to’ person in our companies who is the fount of all knowledge and can help give a perspective gained from years of experience and insight. 

Company ambassadors

A company that retains its workforce builds a reputation for employee satisfaction. In a world where Employee Value Proposition (EVP) plays an important role in both retention and attraction, having employees who are aligned with the company ethos and happy to talk about why they’ve stayed so long, is a real asset. Plus, they are able to share this insight with new hires, acting as mentors and imparting knowledge and enthusiasm for the company. 

Short-term employee tenure

So, if long tenured employees are the utopia, why does an interim market exist, I hear you ask? What about those contractors who enjoy short-term assignments or project-based roles? Well, as I mentioned earlier, there are benefits to both forms of tenure and while the above benefits can be true of long-term relationships, there is also a lot to be said for a short-term fling (from an employment perspective, I hasten to add): 

Career experience 

Demonstrating experience in diverse roles can make employees more attractive to potential employers, not only for permanent positions but also where a specific skill set or experience is needed. Working in various short-terms roles can help to provide this and organisations then benefit from someone who can bring real-life examples from different workplaces. 

Versatility

Working across different organisations and/or industries means employees will have experience of adapting to new environments or taking on responsibilities they haven't had before. This can encourage a mindset that is open to new ideas, as well as sharing them, and so means organisations benefit from having a versatile employee who excels in new environments. 

Openness

By accepting that an individual is not planning on bedding down within the organisation, employers may find a level of openness and challenge that is not there in others. The short-termer will be happy to challenge the status quo and focus on meeting the objectives in hand, even if that means coming up with new ways of working or unsettling the cart. While this might not be comfortable for all involved, it will foster an environment where ‘this is how it’s always been done’ is no longer a mantra. 

Ambition and drive 

Employees who are prepared to leave a company to seek new challenges or career development that is not available to them if they stay, show a level of ambition that is likely to have benefitted the company during their employment. In addition, they could well be the individuals who return to the organisation as future leaders, and so allowing them the opportunity to gain new experiences, while leaving on good terms, is a no brainer. 

Final thoughts 

With benefits of both types of tenure, where does this leave you? Should you be looking for a serial monogamist or a more open relationship? Well, as with most things in life, there isn’t a simple answer. It’s primarily about striking the right balance within your workforce and accepting that people have different preferences and needs.

Of course, you should be looking to encourage retention and reward those who show loyalty to the company, but you should also embrace those who leave sooner than hoped as they may one day wish to return. Many people, having gained certain skills and experience elsewhere, will fondly remember their experience at an organisation and consider rejoining. Therefore, the main thing to remember is how all employees are treated and valued during their time with you. Who knows, you may rekindle a relationship with an old flame further down the line! 

Looking for your next great hire in the HR space, or looking for pastures new? Contact our specialist consultants to start the journey.

Hospitality resume template
2 mins read

Hospitality resume template

​Build the perfect hospitality resume with our free template

[Full Name]
[Home address]
[Contact Number] • [Email Address]

Personal Statement

Stick to no more than four sentences in this section of your CV.

“I am a professionally qualified chef with over 15 years’ experience. During this time I have worked in fine dining restaurants up to a 2 rosette standard and spent two years working for high society event caterers across Europe. I hold an up to date Level 3 Certificate in Food Hygiene, and am now looking for my first Head Chef role.”

Education

This is your chance to talk about your qualifications, academic and vocational. This is a particularly important section for those with little experience. You should give detail about what you studied, where and when, and list them in chronological order.

If you have many of one qualification, such as GCSEs or professional qualification e.g. HND in Hotel Management/NVQ Level 3 Professional Cookery etc. you might find it useful to group them together.

[University Name]
[Date M/Y– Date M/Y]

[Degree Class]
[Degree Name]

[College/School Name]
[Date M/Y– Date M/Y]

A-levels:

  • [Subject] – [Grade]

  • [Subject] – [Grade]

  • [Subject] – [Grade]

GCSEs:

  • [Number] GCSEs, grades [range], including Maths and English

Work Experience

Try not to repeat yourself when you are bullet pointing each job. Mix it up, and try to think of different skills/styles of environment you’ve worked in. This should be brief and, as a general rule of thumb, focus on the last five years of your career, or last three roles, in chronological order with the most recent at the top. You should highlight your key achievements and use bullet points rather than lengthy descriptions.

October 2010 – Present

Senior Sous Chef, REED Restaurant, London, 3 rosettes

  • Brief overview: [state any promotions you’ve had and your responsibilities e.g. staff training, recruitment, stock/cost control P&L, marketing strategy, managing suppliers etc.]

  • Environment worked within: I worked in a [size of brigade/team] to produce [style of food] in a [establishment e.g. hotel/bar/restaurant] with [status e.g. Rosette, Michelin etc.]. Or I worked on [event/contract catering/food retail/production/New Product Development] with [result].

  • Worked/managed [different sections/departments/teams e.g. F&B, events, reception, general/kitchen, corporate or leisure sales, revenue management etc.]

  • Received a [include achievements e.g. Bib Gourmand/Rosette/Michelin/Trip Advisor score, increase in revenue etc.] for [reason]

Hobbies and Interests

If you are a chef, clients would expect to see that at least one of your hobbies relates to cooking or eating out.

If you work front of house it would be advised to include interests in different styles of restaurants or bars, give examples of your knowledge.

“I have a keen interest in craft beer and whisky, and have recently discovered The East London Liquor Company.”

Make it relevant.

References

References are available upon request.