Secure Recruitment is a highly respected, niche, specialist search business.

We operate across a number of specific market sectors and offer professional search and selection solutions.

From targeted, discreet and confidential search campaigns, through to direct strategies for the attraction, selection and future retention of skilled personnel, Secure Recruitment provides a complete range of human capital solutions tailored to suit your specifications and key needs.

Our clients benefit from clear and tangible cost savings from using our team of experienced, well trained sector professionals who have had many years’ experience of recruiting for these specific sectors. Our strengths are our people and our proven process, both of which ensure a high and thorough standard of delivery, coupled with a high quality of service and dedication.

Passion

Our passion and reputation for consistency, delivery and results are what drives Secure Recruitment to achieve such high standards throughout the industry. We pride ourselves on being one of the most driven and passionate specialised Cyber Security recruitment agencies in the UK, and choosing to recruit through us will ensure your business gets the best of the best.

Code of Practice

Secure welcomes diversity amongst its employees and seeks to ensure that all candidates for employment are treated fairly, and that selection is based solely on the individual’s abilities and qualifications. The recruitment process must result in the selection of the most suitable person for the job only. We are committed to the principle of equality of opportunity, the company will adhere to the following procedure for recruiting and selecting individuals for all positions:

1. Selection Criteria

   The selection process will be carried out consistently for all jobs at all levels. Selection criteria for all positions will be clearly defined and reflected in the further particulars sent to applicants which will also include details of the company’s commitment to equality of opportunity. Job qualifications or requirements which would have the effect of inhibiting applications from members of particular groups, such as those of one sex, persons of a particular religion, marital status or sexual orientation, persons of a particular racial group, persons within a certain age bracket or those with a disability, will not be demanded or imposed except where they are justifiable in terms of the job to be done.

2. Advertising

   Job advertisements will be widely publicised so as to encourage applications from all suitably qualified and experienced people. In order to attract applications from all sections of the community, the company will endeavour to ensure that advertisements are not restricted to areas or publications which would exclude or disproportionately reduce applications from a particular gender, religion, age group or racial group and should avoid prescribing requirements as to marital status or age. All job advertisements placed on behalf of the company will state the company’s commitment to equality of opportunity.

3. Selection Methods

   The selection process will be carried out consistently for all jobs at all levels. All those handling applications and conducting interviews must be aware of the national and state principles which cover equal employment opportunities and anti-discrimination. The selection of new employees will be based on job requirements and the individual’s suitability and ability to do the job and information sought from candidates will relate only to the qualifications for or requirements of the job.

4. Interviews

   The staff responsible for shortlisting, interviewing and making or recommending an appointment will be clearly informed of the selection criteria and the need for consistency. Wherever possible, at least two people will interview applicants and all questions will relate to the selection criteria. No questions will be based on age, assumptions about roles in the home and the family or the assumed suitability of different ethnic groups for the post in question.

   Where it is necessary to assess whether personal circumstances will affect the performance of the job (for example, if the job involves irregular hours or extensive travel) this will be discussed objectively and will be asked equally of all candidates. In the case of disabled applicants who identify themselves at the application stage, appropriate interview arrangements (such as accessible interview rooms or the assistance of a sign interpreter) should be offered to enable candidates to compete on an equal basis.