Leo Recruitment Limited

Leo Recruitment Limited Helping businesses solve difficult tech hiring challenges

Many employees who accept a counter offer still leave within 6-12 months.Resignations are rarely just about money.Don’t ...
04/06/2026

Many employees who accept a counter offer still leave within 6-12 months.

Resignations are rarely just about money.

Don’t get me wrong, salary does matter. But when someone reaches the point of looking elsewhere, there are often much deeper frustrations beneath the surface.

I speak to candidates daily about things such as:

burnout
lack of progression
poor management
stress
culture issues
feeling undervalued or unsupported

Then, once they resign, suddenly:

- salary increases appear
- promises are made
- appreciation becomes more “visible”

The problem is that the original reasons for wanting to leave quite often still remain.

From my experience, candidates who accept counter offers initially feel reassured, that they’re “finally” being listened to…

but over time, those same frustrations usually begin resurfacing again.

A pay rise can improve financial satisfaction, but it doesn’t automatically resolve an unhealthy culture, poor communication, lack of development, workload pressure, or disengagement.

Retention is more effective when businesses address issues BEFORE someone reaches the point of resigning.

Long-term retention strategies should be PROACTIVE, not reactive.

People stay where they feel valued, supported, listened to, trusted, and developed.

Counter offers rarely fix the original problem.

💡What are your thoughts on counter offers?

….
For more recruitment, workplace and retention insights, feel free to follow my page 🦁

🚨8 in 10 candidates won’t apply if salary details are missing.And over 70% of jobseekers feel job adverts don’t explain ...
02/06/2026

🚨8 in 10 candidates won’t apply if salary details are missing.

And over 70% of jobseekers feel job adverts don’t explain expectations clearly enough.

Many people read job adverts and come away unsure about:

• what the role actually involves
• what the company really wants
• whether they’d suit the environment
• what the salary and benefits are
• what the culture might be like

Phrases such as:

“fast-paced environment”
“competitive salary”
“must work under pressure”

are all buzz-words that are vague, generic, unclear and can be off-putting.

From my experience, the strongest job adverts that attract better-quality candidates are the clearest ones that:

• explain expectations
• use straightforward, inclusive language
• give realistic insight into the role
• include salary and benefits info
• describe responsibilities practically rather than generically

Clearer adverts help reduce unsuitable applications because candidates can assess much more accurately whether a role is right for them.

💡What do you think makes a job advert stand out positively?

….
🔔For more recruitment, workplace and retention insights, feel free to to follow my page 🦁

“I used to love my job!”…is what I hear candidates say quite frequently.Many disengaged employees were not always diseng...
28/05/2026

“I used to love my job!”

…is what I hear candidates say quite frequently.

Many disengaged employees were not always disengaged.

A lot of them were once highly motivated, loyal and invested in the business they worked for.

But over time, things changed.

Disengagement is rarely caused by one single event. It’s often a gradual build-up of things such as:

• feeling unheard
• lack of appreciation
• poor communication
• constant stress without support
• no clear progression or future prospects

Eventually, people stop feeling connected to the role they once cared about.

What’s interesting is that many candidates don’t initially leave for money. Quite often, they just want to feel:

• valued
• listened to
• supported
• developed
• motivated again

Disengagement can often be misunderstood as laziness or poor attitude, but from what candidates share with me, it’s a reflection of how they’ve felt in their work environment over a long period of time.

Making small changes in leadership, communication and recognition can sometimes make a bigger difference than businesses realise.

The best-performing employees are the ones who feel psychologically safe, appreciated and connected to what they do.

💡What are the biggest causes of employee disengagement that you’ve seen?

….
For more recruitment, workplace and retention insights, feel free to follow my page.

One question I ask candidates after every single interview:“What stood out to you most about the process?”Interestingly,...
26/05/2026

One question I ask candidates after every single interview:

“What stood out to you most about the process?”

Interestingly, most people don’t remember the specific interview questions they were asked.

But they do remember:

• how they were communicated with
• how they were treated
• whether the process felt respectful
• how honest and welcoming the experience was
• whether they felt valued as a person, not just an applicant

Interview experience has a much bigger impact on employer reputation than many businesses realise.

Candidates regularly talk about:

• communication
• delays
• organisation
• transparency
• attitude and body language
• whether they felt comfortable and welcomed

These experiences shape:

• employer reputation
• word of mouth recommendations
• online reviews
• future applications
• overall candidate attraction

I’ve seen candidates speak highly of companies even after rejection because they felt respected throughout the process.

Equally, I’ve also seen poor experiences damage perception of a business very quickly.

People remember how companies made them FEEL.

If you're a hiring manager or business owner, it's worth asking yourself:

“What experience are candidates having with my process?’

Because whether they join your team or not, they're forming an opinion. (And they’re sharing it!)

💡What do you think candidates value most during an interview process?

I'd love to hear your thoughts or experiences, good or bad.

….
For more recruitment, workplace and retention insights, feel free to follow my page.

If you’re struggling to hire good candidates, I’ll let you in on a secret… 🤫 It’s not always salary, competition, or lac...
21/05/2026

If you’re struggling to hire good candidates, I’ll let you in on a secret… 🤫

It’s not always salary, competition, or lack of applicants.

Quite often, it’s speed.

Strong candidates rarely stay available for very long in today’s market, particularly in industries where demand is high.

Many candidates are interviewing with multiple companies at the same time.

So while you might be:
• arranging diaries
• waiting for feedback from colleagues
• adding extra interview stages
• pondering over decisions

…another company may have already made an offer.

What feels reasonable internally can sometimes feel very slow externally.

Periods of silence or delayed updates can quickly make people feel forgotten, undervalued or uncertain about the opportunity.

Of course, hiring decisions should still be made carefully and thoughtfully.

But from my experience, the companies that consistently secure strong candidates are usually the ones that:

• communicate clearly
• move decisively
• respect candidates’ time
• maintain momentum throughout the process

Slow hiring can also impact your company’s reputation far more than you realise because candidates absolutely do talk about their experiences!

💡What do you think is the biggest cause of delays in hiring processes today?

….
For more recruitment, workplace and retention insights, feel free to follow my page. 🦁

The best thing you can do for your mind is step away from the noise.Last weekend, I spent some time in Cornwall and Nort...
19/05/2026

The best thing you can do for your mind is step away from the noise.

Last weekend, I spent some time in Cornwall and North Devon and was reminded of how much clarity you can find from something as simple as walking, fresh air, movement and nature.

Like many of us, my mind is usually juggling a bunch of conversations, decisions and sometimes problems all at once. So it’s very easy to get mentally overloaded without realising it.

I think we can underestimate how much stress and overstimulation quietly build up in our minds.

Walking and being outdoors has become one of my favourite ways to find space to wind down, regain focus, and feel calmer and clearer.

Also… North Devon is RIDICULOUSLY beautiful! 🌿 This photo was taken at Speke’s Mill Mouth Waterfall in Hartland (it’s absolutely worth a visit!)

If you know of any other good walking spots, waterfalls, coastal paths or hidden gems anywhere in the UK, please feel free to share them below as I’m always looking to discover new places to explore (others might benefit from your recommendations too) 💚

The biggest misconception when employees leave a company is…That they leave for more money. Of course, salary matters. P...
18/05/2026

The biggest misconception when employees leave a company is…

That they leave for more money.

Of course, salary matters.
People need to feel financially valued and secure.

But after more than 20 years of conversations with candidates, that is rarely the full story.

What I hear far more often are things like:

• “I feel burnt out”
• “I don’t feel appreciated anymore”
• “There’s no progression”
• “Management has become difficult”
• “I’ve lost motivation”
• “I need more balance and flexibility”

Many people mentally disengage long before they physically leave.

By the time someone resigns, the frustrations have often been building quietly for months, sometimes years.

Increasing salary at that stage does not always resolve the underlying issue.

From my experience, the companies that retain good people tend to focus on:

• communication
• recognition
• development
• trust
• flexibility
• healthy leadership

People don’t just stay for pay.

They stay for how their work and company makes them feel on a daily basis.

If you’re noticing good employees leaving your business, it’s worth asking:

“What could be contributing to this, and what can we improve?”

💡What other reasons do you think cause good employees to leave?

….
For more recruitment, workplace and retention insights, feel free to follow my page. 🦁

This is an opportunity for a Technical Lead or Senior Developer to step into an influential technical leadership role wi...
16/04/2026

This is an opportunity for a Technical Lead or Senior Developer to step into an influential technical leadership role within a business that is stable, growing and investing heavily in its technology.

You’ll be working on products that have real-world impact at scale, while helping to shape the future of a modern engineering function adopting new tools, practices and ideas.

If you’re a Technical Lead (or a Senior Developer ready to step up) who wants to stay hands-on while influencing architecture, mentoring others and building cloud-native systems, this role offers both challenge and progression.

Apply now or message me directly for a confidential conversation. You don’t need a perfect CV to start the discussion.

https://leorecruitment.net/technical-lead-glasgow-scotland-hybrid/

This is an opportunity to lead and shape quality standards across a multi-product technology environment, introduce impr...
16/04/2026

This is an opportunity to lead and shape quality standards across a multi-product technology environment, introduce improvements, and build a QA capability that evolves with the company’s ambitions.

If you’re a QA Manager who wants influence, accountability and long-term progression, this is well worth a confidential conversation.

Apply now or message me directly. You don’t need a perfect CV to start the discussion.

https://leorecruitment.net/qa-manager-poole-dorset-or-glasgow-scotland-hybrid/

🦁What advice would you give?🔁Share this post with someone who might find it helpful.
06/02/2026

🦁What advice would you give?

🔁Share this post with someone who might find it helpful.

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+443302020386

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