Anne Corder Recruitment Ltd

02/09/2026

Our growing client is seeking an experienced and commercially minded Finance Business Partner to join their established finance function over in Market Deeping.

This is a key role within the business, acting as the link between finance, commercial and operational teams. You'll provide insightful financial analysis, challenge performance, identify opportunities for improvement and support senior leadership in making informed strategic decisions.

Working closely with the wider leadership team, you will play an important role in supporting continued business growth and ensuring the company's financial performance remains aligned with its strategic objectives.

We are looking for someone who combines strong technical finance knowledge with excellent commercial awareness and the confidence to work closely with senior stakeholders.

You will ideally have:

ACCA, CIMA or ACA qualification.

At least 3 years' experience in finance, business analysis or financial management.

Significant experience of finance business partnering.

Strong financial analysis skills, with the ability to interpret financial information and translate it into meaningful commercial insights.

A good understanding of business operations and how operational decisions impact financial performance.

Excellent Excel skills.

Strong verbal and written communication skills, with the ability to present financial information clearly to non-finance stakeholders.

Strong analytical and problem-solving abilities, combined with a proactive and inquisitive approach.

This is an excellent opportunity to join a growing and established business in a role where your financial expertise, commercial insight and recommendations will have a genuine impact on business performance.

You will have the opportunity to work closely with senior leadership, influence strategic decision-making and play a key role in supporting the continued growth and success of the business.

If you're an experienced finance professional looking for a hands-on business partnering role where your analysis, insight and commercial thinking can directly influence a growing business, please reach out to Charlotte today or apply here:

Our growing client is seeking an experienced and commercially minded Finance Business Partner to join their established finance function over in Market...

02/09/2026

There is no single 'right month' to look for a new job. Believing there is one can cost people real opportunities, and it happens more often than you'd think.

Every January, LinkedIn insists hiring is about to surge. Every August, it insists the opposite, that everything grinds to a halt for summer. Candidates plan their whole search around claims like these, then hesitate the moment a good role turns up outside the 'right' window.

Bigger life moments complicate things further. A pregnancy. A house move. A partner starting a new job. Should the search wait until everything settles, or does waiting mean missing out on the roles that mattered most?

Our latest blog looks at what actually determines good timing, which has very little to do with the calendar, and what practical steps to take if you're not sure whether now is your moment. It also covers what a good recruiter should tell you honestly, even when the honest answer is 'not yet'.

Read it here: https://annecorder.co.uk/blog/is-there-really-a-best-time-of-year-to-look-for-a-new-job

Every January, LinkedIn insists this is the best time to look for a new job. Every August, it insists the opposite: that hiring grinds to a halt for summer....

27/08/2026

We’re delighted to be partnering with a highly regarded, established professional services organisation to recruit an experienced HR Advisor to support one of their busy divisions.

HR Advisor Peterborough | Full-Time | Up to £40,000

This is an excellent opportunity for an experienced HR Advisor who enjoys a broad generalist role and is looking to join a professional, corporate environment where they can make an impact from the outset.

Working within a large and diverse division, you’ll be part of an established HR function supporting employees and managers across a varied operational environment.

Reporting to and working closely with the Divisional HR Business Partner, you’ll provide a comprehensive operational HR advisory service, taking ownership of your own client group whilst supporting wider divisional priorities and HR projects.

We’re looking for someone who already has solid experience operating at HR Advisor level - someone who can quickly build relationships, confidently manage their own ER caseload and contribute from day one.

This role would particularly suit an HR Advisor who enjoys being close to the business and wants a position where they can combine hands-on operational HR with exposure to broader projects and people initiatives.

You’ll be joining an established and respected organisation with a professional HR function, a varied employee population and plenty of opportunity to use your existing HR expertise while continuing to broaden your experience.

If you’re an experienced HR Advisor looking for your next opportunity, we’d love to hear from you. Please contact Rebecca for an informal discussion or apply via the advert.

https://annecorder.co.uk/jobs/hr-advisor-300955

19/08/2026

The UK's longest hiring downturn on record has just ended, and almost nobody has noticed.

That is not the same as saying hiring is back. Permanent placements have stopped falling, but the roles that were hardest to fill 18 months ago are still the hardest to fill now, and the businesses waiting for a clear signal to move are going to lose the best candidates to the ones who did not wait.

The pattern is the same everywhere we look. Employers are taking their time to commit, but competition for the skills in short supply has not eased at all. Our latest piece breaks down what that actually means for pay, flexible working, AI and the temp market heading into the rest of 2026.

Read it here: https://annecorder.co.uk/blog/what-the-second-half-of-2026-uk-recruitment-market-actually-looks-like

Permanent hiring in the UK has just come out of its longest downturn on record. That is not the same as saying the market has turned. It means the ground has...

17/08/2026

ACR Summer Family Day 2026!

On Friday afternoon, the ACR team swapped recruitment for a little summer fun at our annual Family Day, and what a brilliant afternoon it was!

With the weather being slightly too hot for BBQs, we switched things up with a big picnic instead, before heading out onto the water in our rented pedalos.

And, of course, no ACR get-together would be complete without a bit of healthy competition… cue a VERY competitive game of rounders!

It was such a lovely opportunity to get the whole team together away from the office, spend time with everyone's families and simply enjoy each other's company.

Thanks to the whole ACR gang for making it such a brilliant afternoon - 👨🏻‍🔧Oliver Porter👩🏻‍🔧, Charlotte Willis, Rebecca Ewers, Kathleen Bailey, Emma Harlley, Lauren Kelland, Emily Hill, Ashley Smith, Amy Jayne Elvestad, Sam Payne, Michelle Hines

Thank you John Roach and Kate Cantwell-Roach for organising and putting on an amazing spread

Here's to a fantastic team, wonderful families and plenty more ACR memories!

11/08/2026

Most counter offers fail. Not eventually. Usually within a year.

An employer matches the salary, the resignation gets withdrawn, and everyone breathes a sigh of relief. Then, six or twelve months later, that same person is back on the market. The number changed. The reason they wanted to leave never did.

We see this pattern constantly. Someone resigns because of a manager, a stalled career, a lack of flexibility. The employer responds with money. The actual problem sits there, untouched, waiting for the next opportunity to surface again.

The employers who keep their people are not the ones with the fastest counter offer. They are the ones having the harder conversation months earlier, before a resignation letter ever gets written.

We've broken down why counter offers rarely work, and what employers should be doing instead. Read it here: https://annecorder.co.uk/blog/counter-offers-why-more-employees-are-saying-no

A counter offer used to be the easy fix. Match the salary, keep the resignation letter in a drawer, move on. That playbook is starting to fail, and the...

06/08/2026

An empty desk costs more than an empty payroll line.

Most businesses underestimate how expensive an unfilled vacancy actually is, because the true cost rarely shows up in one place on the balance sheet. It shows up in deals that go cold while nobody is chasing them, in customers who wait longer for a reply than they used to, and in the colleagues left covering a role that was never meant to be theirs for this long.

We see the same pattern again and again, across sectors and business sizes. Overtime becomes normal. Deadlines quietly slip. Good people start job hunting, not because a competitor poached them, but because nobody replaced the colleague who left months ago and the workload never went back to what it should be.

Our latest blog breaks down what an unfilled vacancy really costs across revenue, burnout, customer service, morale and project delivery, and what employers can do about it before the damage compounds.

Read it here: https://annecorder.co.uk/blog/the-hidden-cost-of-leaving-vacancies-unfilled

A vacancy on the books looks like an admin problem. In practice it behaves more like a slow leak. The true cost of an unfilled vacancy rarely shows up as one...

27/07/2026

"Hit the ground running" is the most expensive line in most job briefs.

It sounds efficient. In practice it cuts the shortlist down to people who have already done the same job, at a similar business, on similar systems. That is a handful of candidates, they know they are scarce, and they price accordingly. It also quietly removes the people most likely to still be with you in five years.

There are roles where experience is genuinely the right call, and we say so. Regulated work, sole-charge positions, anything where the cost of a mistake is high. But it should be a deliberate decision rather than the default setting on every vacancy.

Our latest blog looks at both sides properly: when experience wins, what potential actually looks like on a CV, how the return compares once you get past the first six months, and the three things that have to be true internally before hiring for potential works at all.

Worth a read if you are writing a job specification this month: https://annecorder.co.uk/blog/hiring-for-potential-vs-hiring-for-experience-which-delivers-better-roi

Read our latest blog post about 'Hiring for Potential vs Hiring for Experience: Which Delivers Better ROI?'

21/07/2026

Most hiring managers can name their biggest competitor without thinking. Fewer can name the actual reason they're losing good candidates, and it's rarely the competition at all.

It's the fortnight of silence after a first interview. The fourth stage nobody mentioned when the role went live. The salary conversation left until everyone's already invested weeks in getting to know each other.

None of it looks like a problem from the inside. Every stage feels reasonable on its own. From a candidate's side, though, it adds up to a reason to take the other offer already on the table, and to stop waiting for yours.

We've set out the five questions worth asking about your own process, and what actually changes each answer.

Read it here, or get in touch with the team directly if you'd rather talk it through: https://annecorder.co.uk/blog/why-your-recruitment-process-is-costing-you-great-candidates

A good candidate is rarely poached by a rival with a better offer. Far more often, they are lost to your own process: a fortnight of silence after the first...

16/07/2026

Are you an experienced commercial leader who thrives on growing sales, developing high-performing teams and delivering impactful marketing strategies?

We're recruiting on behalf of an established and growing B2B organisation looking for an ambitious Sales & Marketing Manager to lead both sales and marketing functions, driving business growth while shaping the company's future commercial strategy.

This is a rare opportunity to join a business where you'll have genuine influence over revenue growth, brand development, customer engagement and team performance.

The Opportunity

Reporting directly into the leadership team, you'll be responsible for aligning sales and marketing activity to maximise commercial success.

You'll lead an established sales function while developing innovative marketing campaigns that generate qualified leads, strengthen brand awareness and support continued growth.

This is a hands-on leadership role for someone who enjoys both strategic planning and rolling their sleeves up when required.

If you're an experienced Sales Manager, Commercial Manager, Head of Sales, Marketing Manager, Commercial Director, Business Development Manager or Sales & Marketing Manager looking for your next challenge, we'd love to hear from you.

https://annecorder.co.uk/jobs/sales-and-marketing-manager-298138