Resource Hub
Everything you need to land your next role.
Search live opportunities, then dive into the guides below - CV tips, interview prep, salary negotiation and more, written by people who've sat in the hiring seat.
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Practical, no-fluff guidance
Jump straight to the topic you need - written by people who've sat in the hiring seat.
CV & Applications
Write a CV that opens doors.
Interview Preparation
Walk in ready, every time.
Virtual Interview Tips
Look and sound the part on camera.
Interview Best Practice
What to do - and what to avoid.
Questions to Ask
Find out if the role really fits you.
Salary & Negotiation
Get paid what you're worth.
Using AI in Your Job Search
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Our AI-powered CV builder turns your experience into a polished, impact-led CV in minutes - optimally formatted for Applicant Tracking Systems and written to catch a hiring manager's eye.
- Profile & headlineready
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- ATS-friendly formattingats
- Tailored to the roleai
+ Cover letter & tailoring tips inside
"Preparation beats luck - every time."
The full guide
Everything you need, in one place
Pick a topic - every section is condensed advice from people who've sat in the hiring seat. Tap any [n] for the source behind the claim.
01 - CV & Applications
Write a CV that opens doors
Recruiters spend seconds, not minutes - on a first read . So lead with impact, mirror the language of the job ad, and keep the layout clean enough for both humans and software to scan .
Lead with impact, not duties
Open with a short profile, then quantify each role with numbers, percentages and outcomes. 'Increased revenue 30%' beats 'Responsible for revenue growth' every time .
Tailor every application
For the roles you want the most, review the 5–6 key phrases the job ad keeps repeating, mirror them in your summary and bullets, and reorder so your most relevant experience is up top .
Make it ATS-friendly
Most employers screen CVs with software known as an ATS (Applicant Tracking System) before a human ever sees them . No this doesn't neccessarily mean the company is using automated decision making. But it's best practice to avoid overly complex layouts to ensure your CV is parsed correctly - avoid columns, text boxes, headers, footers and graphics. Stick to standard section headings and a single column.
Keep it scannable
Try to keep to two pages max as best practice. Consistent fonts, font sizing, plenty of white space, short bullets - avoid overly long paragraphs. Clear hierarchy keeps a reader on the page for longer .
Cover the basics well
Professional email, location and LinkedIn URL at the top. Reverse-chronological work history with company, role, dates and a few high-impact bullets per role. Education at the bottom - short and factual.
Proof, then proof again
Typos and grammar slips are still one of the top reasons CVs get binned. Read it aloud, run a spell-checker, and ask someone else to look before you send it.
Resource Hub
Job-seeking guides, written by people who've hired
Practical, no-fluff advice on writing CVs, prepping for interviews, negotiating offers, and growing your career - drawn from real in-house TA experience.
"The right move starts with the right prep."
Quick answers
Job-search questions, answered
The questions candidates ask us most. If yours isn't here, get in touch - we always reply.
Read the job description twice and pull out the 5–6 most repeated phrases - those are the keywords ATS systems look for. Mirror that language in your top-of-CV summary and bullet points (without copy-pasting), and lead each bullet with the result, not the task.
Honestly, this varies by industry and in the current market cover letters often go unread. Our recommendation: write one strong, generic cover letter you can use across most applications, then properly tailor it for the top 3–5 opportunities you really want - that's where the effort pays off.
At least 48 hours out. Use 30 minutes to research the company, 30 minutes to research the interviewer on LinkedIn, and 60 minutes drafting STAR (Situation, Task, Action, Result) stories for the 5–6 competencies the role requires.
Ideally right at the start. If the salary isn't already advertised, it's a fair and sensible question to raise early so both sides know you're aligned before investing time in the process. Pay transparency is also becoming law in a growing number of markets, so expect this conversation to happen sooner rather than later. If you're pushed for a number before you're ready, give a researched range with context ("based on roles I've seen at this scope, I'd be looking in the £X–£Y range") rather than a single figure.
Be brief, factual, and forward-looking. "I took 12 months out to care for a family member; during that time I completed [X course / freelance project]. I'm now ready to return to a [role type] role." Most hiring managers care more about how you used the time than the gap itself.
Send a short thank-you email within 24 hours referencing one specific topic from the conversation. If you haven't heard back by the date they promised, a one-line nudge to your recruiter (or the hiring manager directly) is completely appropriate.
Almost never on the spot. Always say thank you, ask for the offer in writing, and request 24–48 hours to consider. That window gives you space to negotiate and to weigh it against any other processes you're in.
Pause and ask why this money is appearing now. Most people who accept counter-offers are job hunting again within 12 months because the underlying reasons for leaving haven't changed. Make the decision based on the role, not the panic.
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