Strong leadership is critical to your organisation’s success, now and in the future. Veredus specialises in placing senior and interim roles, where risks are higher and talent pools are smaller.


We have a proven track record of recruiting for senior middle management up to CEOs in interim roles. We excel at filling complex and niche positions, and assessing candidates’ current and future potential. Our resourceful and persistent team ensures critical vacancies are filled as quickly as possible with the right person at the right time.


We source and place the very best candidates for a variety of ‘Chief of’ roles, including CEOs, CFOs, CMOs, COOs, CTOs and CIO​​


We work closely with our clients to find them talented candidates for director and senior leadership roles, including Finance Directors, Compliance Directors, and Change Directors.CONTACT US


If you’re looking for experienced management and ‘Heads of’ candidates, we assist with Heads of Risk, Heads of Human Resources, Project and Programme Managers, Specialist technology talent (including Solutions Architects and Developers), and Senior Supply Chain roles.CONTACT US


Our team’s forte is finding the best leaders for tomorrow, placing them in organisations where they’ll develop both themselves and the business. We’re experts in spotting talent across sectors, and helping senior professionals transition from one sector to another.

Recruiting across sectors is just one of the many ways we have helped a range of organisations to identify and engage with more diverse talent pools; and we have experience working on projects where diversity has been the key objective. We use our strong research methodology to gain an understanding of a talent pool’s make up, and how best to target the most diverse talent within it. Our insight services deliver consultancy on diversity, including research and insight on what competitors are doing, and best practice within a sector or talent pool.



The role of data and insight in creating the workforce of the future

​Technology’s rapid advance into the workplace over the next five years has the potential to completely transform organisations and their workforces, the nature of work and how that work is done.In our Human to Hybrid research we found that, although recruitment teams want to use data and analytics more effectively, enabling them to make better decisions and offer candidates a quicker, more personalised experience, they’re struggling to achieve this. 45% of business leaders report that they’ve made the least progress in data and analytics, compared to just 27% who claim to have made the most progress in this area. In our white paper, The insight edge in talent acquisition: How data and insight can deliver the skills needed in a hybrid workforce, we examine the impact of data on talent acquisition and how this will evolve in the future, the barriers HR and recruitment leaders face to using data and insight more strategically, and what organisations should be doing to exploit the full power of their data.From instinct to insightThere’s no doubt that, as the workforce transforms, the skills people will need to thrive will change too. Organisations say they will be looking for specialist skills such as computer programming and data analytics, but softer skills such as agility, resilience, communication and creativity also play a crucial role. They’ll also need people who are curious about the world around them, passionate about learning and developing their career, and able to thrive in a constantly changing, uncertain environment.Our research reveals that organisations will need to use data more effectively if they’re to recruit the skills they’ll need for success – some of which don’t even exist yet. Now, almost half (46%) of organisations rely on ‘instinct and gut feel’ when it comes to assessing the both current skills and those they’ll need in the future. Recruitment and HR leaders are under no illusion about what is needed: 83% acknowledge that they must improve their use of data and insight within talent acquisition and 81% recognise they must achieve greater visibility of skills within the workforce.Focus on quality hiresNot everyone may use it, but HR and recruitment leaders are very clear on data’s potential value within talent acquisition – 83% say that it’s critical for their organisation to improve recruitment and talent acquisition. The biggest driver, against a backdrop of skills shortage and an intensifying war for talent, is to make better hiring decisions – 67% of HR and recruitment leaders say ‘quality of hire’ is becoming their key metric, and data is seen as the best means of driving improvements.76% of HR and recruitment leaders say data and employee insights are vital to building robust and extensive talent pools, while 44% say data-driven recruitment would give them better visibility of skills in the workplace and 41% think it would save them money.And the benefits of data and insight extend far beyond the recruitment process to employee engagement and retention, diversity and business agility. As high-quality talent and skills become a higher priority for organisations, the approach, structure and process of how they attract, recruit and retain talent will transform as they compete with one another to secure skilled, passionate people with the agility, mindset and ambition to learn and progress.If they use data and insight effectively, they’ll be able to bring the right people and skills into the workforce at the right time. At the same time, they’ll improve people’s engagement and performance, and drive better business outcomes.To find out more about how data and insight has the power to transform recruitment in a hybrid workforce, download The insight edge in talent acquisition: How data and insight can deliver the skills needed in a hybrid workforce.

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