WAKE FIT Personal training

Samuel's own fitness business. His mission statement is to concentrate on his passion: coaching clients and helping them achieve their fitness goals. Samuel practices what he preaches and applies his knowledge by competing in 'physique competitions' and other fitness challenges. He is still involved with elite level sport and performs the role of Strength and Conditioning coach for the GB Luge team. This multi faceted approach ensures he has all the tools at his disposal to work towards the clients ultimate fitness aim, whatever that may be.

Samuel currently conducts his personal training from a state-of-the-art fitness facility in central London as well as outdoor/home visits. Samuel has a diverse portfolio of clients from celebrities, actors and West-end performers to 'office based' professionals. He is also a regular writer and advisor for Men’s Fitness magazine.

Founder & Head coach

Robert Walters

Robert Walters IT Contract Division recruits Technology contractors for Financial Services and Commerce and Industry clients. We align our consultants in a vertical matrix to prioritise candidate skillsets and sector knowledge.

Robert Walters plc is one of the world's leading specialist professional recruitment consultancies with 51 offices spanning 23 countries. 

The vast majority of our competitors operate on an individual commission basis however success through team performance and a non-commision based renumeration model are fundamental values at Robert Walters, when speaking to clients and candidates or interviewing people to join my team I can honestly say that this strategy serves long term relationships.

Because every recruitment challenge is characterised by differing circumstances our candidate sourcing campaigns and solutions are designed specifically for each client.

Recruitment Consultant

Royal Air Force

Co-ordinating and scheduling chartered privately owned aircraft as part of a NATO contract to assist the military heavy lift capability.

Operations Officer (manager)

Officer

RAF- Defence Supply Chain Organisation and Management

Responsibility as part of a team to co-ordinate and plan all RAF heavy lift air movements world wide.  This involved solving complex logistics and mathmatical problems within such issues as crew duty planning, slot prioritisation and fleet management.

Airlift Task Planning

I help busy professional male leaders achieve their body/fitness goals through time efficient online coaching around their lifestyle. Fully personalised high end service achieving a guaranteed lean, fit & healthy body.

After completing my degree in Sports Science I went on to serve 10 years as an RAF Officer initially as a pilot and later as an Operations Officer. During my military career I was fortunate to work in a variety of countries in many dynamic and fast moving positions.  As a team leader I have been responsible for the welfare, training and development of subordinates as well as bearing overall responsibility for mission success. 

I left the RAF in Dec 2012 and took a role in recruitment. During this time I made the decision to follow my passion for exercise and take my fitness work fulltime. I left Robert Walters after an enjoyable year to establish my own business.

Sam Wake

Greg Wyatt

Bircham Wyatt Recruitment

Go-to-Market, Operational and Technical key hire recruitment. Formed around your business needs and objectives, without being prescriptive, at an appropriate fee.

I fill your key vacancies with the right people.

I set my business up in 2011, and had the privilege of supporting my Dad during the final years of his illness. He worked with me delivering on some key projects, and was incorrigible about it. Time I wouldn't trade for anything. Mike died in 2013 - if you knew him, I'd love to hear your stories.

Since then my business has been a platform for supporting my family and provide the best service I can to employers and candidates. 

I don't hide behind smoke and mirrors - I'll always tell you how it is, if I can help, and what we need to do to get the right outcome.

Bircham Wyatt is my business, and I'm accountable for everything in it - my successes and mistakes.

Recruiter / Founder

Cognate

Insourced, personalised recruitment for STEM and manufacturing SME's. In-house, enablement, projects, process improvement, employer branding and writing. 

www.bwrecruitment.co.uk/wp/cognate/ 
#cognatersi

A Bircham Wyatt Recruitment service.

We can do part, or all, of your internal recruitment for you, improving your processes for a better result. Or we can help you do it better.

Individually designed around your employment context, growth plans and business needs.

DM or call me if you'd like to establish how this can help your business.


I called this service Cognate as a tribute to Dad. His company was Cognate RSI. We chose Cognate for him, because it means 'from a common ancestor' in linguistics. Family and business.

Fractional embedded recruitment - a Bircham Wyatt Recruitment service

Workplace Law Group

Business development lead for HR / Health & Safety training, consultancy and support services.

Commercial Manager

Whitehill Pelham

Recruitment of staff at mid to senior level providing services in

Contingency
Search
Advertising & Selection

High level of success in recruiting roles in HR, Health and Safety, Sales, Marketing and Technical. Strong track record with a reputation for excellent service delivery, professionalism and integrity.

My proudest achievement was highlighted to me during an account review with a Cambs based multi-£bn CRO, placing 15 HR practitioners within their large matrix organisation. Our relationship was working on a contingency basis in competition with other HR recruiters, and as a US owned business metrics were important across all facets of operation. Their anecdotal feedback was great, but their numerical analysis was better - across all areas of recruitment locally, in a business of 3,000 staff internationally, I was their most effective supplier looking at ratio of volume of vacancies, against CVs sent and placements made.

This was a pivotal moment in my career and was key in my moving away from a transactional model. In looking at why we were successful here, it became clear that the processes I learnt during my earlier career in search, were what made me effective as a contingency supplier to this business. But the key thing was working to the business' needs, and while they limited the number of suppliers they worked with they had benefit in working multi-supplier. So I learnt that offering an adaptive approach that worked in line with a company's recruitment objectives, while challenging them appropriately, was how I could be most effective.

Senior Consultant, previously Consultant

Senior Account Manager, previously Account Manager

TNG Associates

Independent Search and Selection firm that worked in partnership with technology companies in the Cambridge area.

I learnt recruitment and search from the ground up, working for my Dad's business. I'd file and update CV's during my school holidays, learn how to find technical candidates in the early days of boolean search engines, then took over the day to day running of the IT, candidate management and business systems on graduation from my degree. All while learning the trade of a researcher in an executive and technical search firm that was highly regarded in the local tech community.

Researcher / Operations Manager

Outcome-led recruitment. Commercial, Operations, and Technical UK key hires.

I partner with STEM, manufacturing, product, service and digital employers where a transactional approach isn't working.

I'll help you recruit the right people while reducing the risk of getting it wrong.

You choose from services that fill these vacancies directly, run your recruitment for you, or enable you to do it better.

I work from insight, digging deep into your context, interpreting this with meaning, comprehensively accessing the market and advocating your business effectively.

Your candidates will experience a service that puts their needs first, cutting through a white noise marketplace. While treating everyone else decently.

Employers will tell you this is what I do, saving them time and technical debt compared to previous suppliers, while improving hiring accuracy and retention.

You can expect:

▪ A personal service designed against your needs
▪ effective consultation to ensure the right approach and hire
▪ qualified candidates who meet your requirements and enhance your culture
▪ 99.1% fill rate since 2020 (except for projects cancelled due to the economic climate)
▪ 1-year free replacement guarantee (I have been asked to do so twice in 12 years of trading)
▪ pay it forward with my 'Reciprocate' jobseeker coaching paid for by one-sixth of all profit from assignments. 

You'll see better accessibility and inclusion, leading to a more diverse team, with all the benefits that ensue.

The outcome is key hires often exceed expectations with an average retention of 3.9 years.


07896 092024 / greg.wyatt@bwrecruitment.co.uk / DM

Check out gregwyatt.substack.com for philosophy and tips on better recruitment, and jobseekerbasics.substack.com for advice on navigating the modern jobs market.

"Recruitment's secret weapon. Greg's consultative approach and lateral thinking have been invaluable to me on many occasions, particularly when filling senior roles and building teams. I owe him a huge "THANK YOU!" His forthright advice, honesty, and pragmatism foster enduring relationships. Moreover, I've recommended Greg for recruitment opportunities beyond my purview, and have consistently heard high praise."

Ask for a reference, check out my recommendations or go to https://www.trustpilot.com/review/bwrecruitment.co.uk to see how I work.

-


40,675 hours in - the more I learn, the less I know.

Go-to-Market, Operational and Technical key hire recruitment. Formed around your business needs and objectives, without being prescriptive, at an appropriate fee.

I fill your key vacancies with the right people.

I set my business up in 2011, and had the privilege of supporting my Dad during the final years of his illness. He worked with me delivering on some key projects, and was incorrigible about it. Time I wouldn't trade for anything. Mike died in 2013 - if you knew him, I'd love to hear your stories.

Since then my business has been a platform for supporting my family and provide the best service I can to employers and candidates. 

This testimonial from Rob tells you what I aspire to:

"Greg's consultative approach and lateral thinking have been invaluable to me on many occasions, particularly when filling senior roles and building teams. I owe him a huge "THANK YOU!" His forthright advice, honesty, and pragmatism foster enduring relationships. Moreover, I've recommended Greg for recruitment opportunities beyond my purview, and have consistently heard high praise."

I don't hide behind smoke and mirrors - I'll always tell you how it is, if I can help, and what we need to do to get the right outcome.


Bircham Wyatt is my business, and I'm accountable for everything in it - my successes and mistakes.

You'll see Product Search and Cognate below - they are service lines not separate businesses.

Unfortunately it appears a glitch has accidentally deleted my comment on the below post. And I don't appear to be able to see Michelle's account any more.

I'm sure this wasn't intentional given it's important to have open dialog.

My comment was this:

"It's interesting you should say this - in my research TA folk prioritised on people who are #opentowork.

They tell me that responsiveness and availability, combined with relevance and alignment is a killer combination.

I know several people who have gained employment specifically because they used the banner.

I'm sure there are people who will discriminate, and this may depend on demographic of role too. This just makes it important to understand the balance of risk in 'your' specific market.

While selling on fear, well that's not a good look."

I'm sure this was a mistake. @michelle volberg would you care to reply?

Outcome–led recruitment when your context matters. Commercial, operations and technical key hires. Problem solver. Author of A Career Breakdown Kit.

This BLACK FRIDAY, leverage a 97% discount on our standard MEGATRON-ATS-COMMAND HAXOR v1.209a ATS+AI override system.

For £997 (price previously £9809809*) you can enjoy the power of CVResume compliance and beat the bots straight into a 150k job**.

Order before Friday at 7am and receive a free upgrade to the Deluxe Plus Max Ultra edition.

Simply comment AVADA KEDAVRA and I’ll send a you free coupon (admin fees apply).

🚀 follow #GaryW for the real deal 💥 

 


*price correct 29/02/1997 in our Uranus office.
**your career may be at risk
 





(***employees of R361 (do one, better) cannot guarantee any knowledge of recruitment, talent acquisition or experience, but we read about Automated Tracking Systems in a blog somewhere)

Controversial opinion


🚀 Follow #GaryW for cliffhangers 💥

Introducing my new service: Recruitment for Dummies

The absolute bog standard that you can expect from me, whether you ask me to fill an easy vacancy or a tough to fill key hire:

- I will meet you about your vacancy
- I will push back if your vacancy isn't realistic
- I will help you make it realistic
- I will advertise, whether that's on a job board, in a message, or on the phone
- These adverts will give your ideal potential candidates reason to want to find out more
- I will speak to all candidates and tell them who you are before sending their CVs over
- I will check they can do your job - whether that's capability, salary, location, right to work or something else. No surprises
- No one will get ghosted (ideally including me). Everyone will get feedback appropriate to their investment
- Everyone in the process gets a free eReader copy of A Career Breakdown Kit
- I'll make sure they can give their best at interview
- I'll listen and help them make better decisions
- I'll make sure where I can that anyone in your process leaves with their lives a little better for it (you have a part to play too)
- I'll help with those steps where things can fall apart, during offer management, before they start and during the early days

The basics of what you should expect, and something that is an investment in your team's future, not just a cost.

If you aren't at least getting this from your suppliers, find some who will - there are plenty around. It doesn't have to be me.

Recruitment should be your competitive advantage, not something that leads to resentment.

A poll for employers and recruiters only.

What percentage of the job applications that you receive are viewed by a human?

I last ran this poll 6 months ago, with the result that 12% voted less than 25% of applications, while 81% voted over 75%.

In following it up with direct questions to the respondents, of that 81%, the overwhelming majority actually meant 100% of applications are reviewed by a human, representing more than 10,000 vacancies. Applications received were between 50 to 400 per vacancy.

So - have things changed?

Certainly LinkedIn are prioritising on their AI upgrade in job adverts - my experience was terrible when I ran an experiment in October, though they are trying to make improvements quickly. And there are around a billion AI solutions, some of which are better than others.

While AI has been around a while now, it only really seems to be more widely deployed recently, and anecdotally the majority of recruiters I speak to are still representative of these results, even when using AI to support their work.

Please vote below. Your vote will remain confidential, and I'd love to hear from people who are relying on AI in their process. No judgement from me - I just want to report results as truly and fairly as possible.

These results and additional research will help me update the 2026 edition of A Career Breakdown Kit as well as give current insight to job seekers in what's actually happening right now.

Vote, comment, react, reshare - let's spread this poll as widely as possible to people who are currently hiring.

Employers / recruiters: what percentage of the job applications you receive are viewed by a human?

The author can see how you vote. Learn more

My first fractional Talent Acquisition gig was neither fractional nor TA.

"What do you want us to call you, Greg?"

We settled on Internal Recruiter.

This was in the olden days of 2012 with their need to fill 30 vacancies in 3 months as part of a transformation programme to bring more of their supply chain in-house.

Ultimately it proved 50 vacancies over six months, including precision engineering roles I'd never recruited before.

3 days a week, but only 1 needed on-site for in-person meetings, which was more like 4, working past midnight many days to get the job done.

We charged a low daily rate, capped at 3 a week, with a discounted fee for hires. Over that time we saved the business £33,000 as well as improving time to hire, quality of hire and looking back: retention. Better agency relationships too - they might have received fewer vacancies, they were better enabled.

Precious time, given my Dad fulfilled quite a few vacancies for me - we weren't to know he'd pass away a year later.

The funniest line that sums our relationship up was when Kate said to me, "Why do you always look so happy when we have a new vacancy?"

Perhaps that's difference between doing a job you love, and having vacancies crop up that get in the way of your day job.

The biggest benefit for me has been long term. A 9 year relationship with that employer after the project finished.

And great work with three other employers (Vegan food, Scale-up process manufacturing, International engineering) when their outgoing HR team wanted to emulate what I'd provided.

Sales pitch: I have capacity for one fractional client immediately. Maybe it won't look like this one above, but we'll aim for similar if not better outcomes (I'm always trying to improve my work).

There's one benefit I'd like you to think about, which won't be directly for you. It's that we'll leave your unsuccessful candidates with a better experience than any other employer.

If that matters to you, you're in the UK and ideally nearish Cambridge, we should talk.

I had the nicest feedback today on A Career Breakdown Kit, my guide for navigating a challenging jobs market, which promises another good review to add to the 100% 5 stars.

Ultimately all I ever want to do in business is help, whether that's filling vacancies, giving evidence backed advice or challenging bullshit.

I've found this mainly compensates fairly, with people reciprocating my efforts, something I've been grateful for throughout my career.

In many ways, a kind word pays most of all, and I hope - if you choose to click Visit My Store above - you'll get such a boost you'll feel obliged to do the same.

We're at an odd time in your job search.

On the one hand there's the perception of Christmas and no one recruiting. Maybe taking the month off and starting 2026 strong seems sensible.

On the other hand the Budget has been delivered. Whatever you think of it, there's one key element that's most important - it's been delivered.

No more second guessing, the facts are clear, so companies can plan, including those that have held off recruiting until they have clarity.

The smart employer that has an efficient recruitment process knows there's time to recruit before Christmas: engage, assess, 2 interviews, offer. 

As an agency that's happened for me a few times, and is one of the reasons the day before Christmas break is the most busy for offers throughout my career. The urgency of an 'enforced' break can galvanise action.

Of course these will be few and far between, while many prioritise eggnogs and online shopping in the pretence of replying to emails. And some sectors might be flatlined in December.

But you only need one job.

So maybe, rather than stop entirely, get back to first principles.

What's the one job you are most suited for?

Articulate this through everything you do, including your LinkedIn profile and CV. Keywords, impact, context, achievements.

Make yourself discoverable online to recruiters that aren't advertising, but are keen to get one last deal in, in 2025. You might be the Cyber Monday deal they're hoping for.

Only apply to the vacancies you know you are a great fit for, where your CV will shine with human readers.

Reciprocate the level of care you experience - you don't need to be available 24x7, but you can be responsive when it counts.

Maybe you'll only have one or two conversations that matter. And the benefit of this focus is it takes less time, so you can still recover for a potential grind in January.

While you might just get lucky, by doing the work that works.

taplio

The Battle

Sam Wake

Greg Wyatt

Followers

Posts

Engagements

Likes

Performance ScoreGreg Wyatt's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Sam Wake

Greg Wyatt

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Greg Wyatt's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreGreg Wyatt's LinkedIn Performance