The Challenges Ahead: Job Search Predictions for 2025

With 2024 now in the rear-view mirror, Renovo’s Luke Mersey sat down for a fascinating conversation with Head of Career Coaching, Emma Louise O’Brien, to take a look back at the challenges posed by the job market over the past 12 months and to take a look ahead to what the future might hold for job seekers in 2025. Is optimism on the horizon or will difficulties persist?

Emma Louise, what noticeable job market trends have you seen across 2024?

“It was a very challenging job market in 2024 for a variety of reasons. Firstly, the unemployment rate in the UK rose to 4.3% in the first part of the year. At the same time, we’ve seen a marked decline in job vacancies being advertised so in short there have been more job seekers looking for work but with fewer opportunities to apply for.

We’ve also seen more companies insist on a return-to-work policy. Whereas previously, it was easier for jobseekers to apply for roles outside of their immediate geographical location, that’s no longer the case. At the same time job seekers at all levels are experiencing more layers in the recruitment process, more notably at an executive level. In the past, the turnaround time from application to placement was often fairly swift, but the process is typically taking a lot longer now, particularly for those who are more senior where the overall process can take up to 6 months.

The election also proved a challenge as many organisations put their recruitment processes completely on hold until the new government was elected. This coincided with the summer period which is traditionally when we find the recruitment market slows down.

When you put all these factors together it made 2024 a more slow-moving job market than usual”.

As Head of Career Coaching at Renovo, what key topics have you been supporting participants with across 2024?

“We’ve spent a lot of time as a Coaching team, educating participants in order to help them better understand the modern job market and set some realistic expectations for themselves.

AI is a good example. Over the last few years, we’ve seen a rise in organisations using Applicant Tracking Systems (ATS) as a key part of their recruitment strategy to help them shortlist candidates. As such ensuring that employees are aware of those processes and that they understand how to adapt their CV so that it’s ATS compliant and makes a candidate shortlist, is very important.

Another is online visibility. More and more recruiters and organisations are using LinkedIn to find candidates, so it’s important that a job seeker understands the importance of LinkedIn and how it is being used, but also that they have a LinkedIn profile that is optimised, so that they are being found in candidate searches. At the same time, we’ve also seen a rise in “social recruiting” where professionals are posting vacancies via their own LinkedIn accounts on behalf of their organisations, which is more cost effective as it removes advertising costs as well as it reaching their personal networks."

How is this different from what you’ve supported with in the past?

“A lot of people are still quite reluctant to use their network to any great extent or to share the fact that they’re actively looking for work, however, with the rise of social media and the shift in the way we communicate with each other, individuals are much more visible online so the idea of ‘light touch networking’ is important, albeit very different to what we’ve seen previously. Just liking and commenting on posts online can increase visibility and opportunities these days.

As you can imagine some individuals are more tech savvy than others and are using the likes of ChatGPT or Microsoft CoPilot to generate ideas and create content, but they’re also thinking that they can use these tools for writing their CV and cover letters as well, so we’re educating job seekers as to how to use it with caution. We’ve definitely seen cases where recruiters are receiving duplicated applications and the same cover letter from multiple candidates, so it's important that employees understand that if they are using AI, they do so appropriately or else it can potentially have a detrimental impact upon their applications.

Finally, managing expectations as to how time consuming the process can be now is also more important than it was before. More stakeholders are involved in the recruitment process now and where roles may have been subject to 1 or 2 stages of interview in the past, there are now often 2 or 3 to have to handle”.

As we look ahead to 2025, what new workforce and job market trends do you potentially anticipate?

“There are a number of external factors to consider in 2025 such as the government’s plan to increase the NI contributions for employers, which will have an impact on the job market as it’ll mean headcount reduction and organisations will probably choose not to hire, so job vacancy numbers will also drop. At the same time, competition for roles will also be higher as more people apply for the same roles. As such it’s hard not to see it continuing to be a very challenging job market.

With that in mind, ensuring that jobseekers are considering other opportunities which may arise such as interim or contract roles, could be key. We started to see an increase in this in 2024 as organisations started hiring for special projects or recruiting consultants to work in certain business areas, so applicants may need to start feeling more comfortable about considering this sort of career change.

Similarly, at the executive level, some organisations may be more reluctant to hire on a more permanent basis as well, so we might see more ‘micro consulting’ opportunities where individuals go into an organisation to provide consultancy on a more modest scale or an increase in ‘fractional working’ where an organisation may recruit a CFO or CEO on a part time basis as opposed to on a traditional 5 days a week one.

Ultimately, it’s important for all job seekers, if possible, to start feeling more comfortable working in a different way and in a faster-paced world. Many people think of interim roles as being short term and therefore higher risk, but again it’s about educating them and helping them to keep their options open.

The recently published Get Britain Working White Paper also suggests that the government will be looking to increase opportunities for jobseekers next year. This includes the ‘Youth Guarantee’ to ensure that every young person has access to apprenticeships, training, or job opportunities, as well as the fact that local authorities and mayors will be given the resources to create tailored employment plans for their regions, to promote job growth.”

Lastly, what do you anticipate the key challenges will be for job seekers in 2025 and what will they need to focus their job search efforts on?

“Upskilling in terms of technology is going to be crucial; ensuring that you have an awareness of how AI can impact the way you write your CV or how to approach ‘one-way interviews’ for example, where applicants (typically at the first stage) are given a few minutes to record themselves answering a series of pre-selected questions, which are then reviewed by the organisation in isolation.

In terms of softer skills, the importance of networking will still be huge - engaging with LinkedIn effectively, being visible and willing to share on social channels will have a key part to play in the career transition journey. Even at the Executive level, we’re still seeing that many senior leaders haven’t invested in their network as much as they perhaps could have done, so we’re making sure that everyone is thinking about this more strategically even if they’re not actively looking for work.

It’s also going to be important for job seekers to start considering industries where there’s likely to be growth, even if they’ve not thought about approaching those sectors before. As an example, it’s highly likely that we’re going to see a further increase in green jobs, particularly with the government’s promise to combat climate change and the commitment to net zero carbon emissions by 2050. This will likely see more organisations than ever creating opportunities through their own commitments to things like Corporate and Social Responsibility (CSR), or sustainability. This shift in mindset could lead to a focus on recruiting employees with some of those ‘green’ skills, so employees may want to have a think about their own experiences and what they have to offer”.

The Impact of our Outplacement Support in 2024

impact of our outplacementRenovo has helped hundreds of leading organisations and thousands of people impacted by redundancy this year. With workforce change likely to increase in 2025 and with an ever-tightening job market, that support has never been needed more. So, if you’re looking at how you might want to support your people to move on quickly and successfully post redundancy next year, and you want to put them in safe hands, then we thought this might be of interest.

Industry leading outcomes

Over the last 12 months individuals on our Professional Outplacement Programmes have transitioned back into work within 70 days on average. This statistic is one we’re particularly proud of given the challenging conditions people have faced, due to continued economic and political uncertainty, which has created a highly competitive and shrinking job market.  We know that the quality of our support has been highly effective too, with 95% of people we helped telling us that our support had a positive impact on their career transition.

The value of our One Coach Approach

We know that the impact of our support is mainly driven by the quality of our outplacement services, and particularly our specialist Career Coaching. In fact, 96% of the people that we supported this year rated our coaching as ‘Good’ or ‘Excellent’, with 97% of individuals also recognising the value of having one coach throughout the entire process. From our feedback it’s this distinctive approach that enables the building of a strong working relationship with participants and a clear understanding of their specific career transition needs.

Best-in-class Careers Technology

Likewise, Renovo’s Career Transition Portal, Workfriend, has again proved hugely beneficial whether coupled with 1-2-1 coaching or used as a standalone resource. In total, 90% of the people we supported rated our careers technology as ‘Good’ or ‘Excellent’ and 92% reported the platform was easy to access and contained comprehensive resources. There was also strong reference to how valuable it was to have access to the Workfriend Mobile App which provides users with the latest careers advice and guidance ‘on the go’.

Improving your employer brand

Reassuringly, over 70% of the employees we supported in 2024 reported that receiving outplacement support improved their perception of their former employee. So, whether you’re already using an outplacement service or are looking to partner with a best-in-class provider, our results demonstrate the value we deliver. If you would be keen to understand why over 94% of the people we support, would recommend our services to others, get in touch with our expert team today to schedule a confidential call.

The Fourth Industrial Revolution: From Prediction to Reality

In 2016, Renovo explored the emerging 'new concept' of the Fourth Industrial Revolution, drawing on research by the World Economic Forum (WEF).

Planning Change In The Workplace: The Fourth Industrial Revolution

The WEF’s research was aimed at businesses owners and policymakers with strategies to address the predicted disruptions of the 4th industrial revolution, highlighting the growing concerns about the rapid advancements in AI, robotics, nanotechnology, 3D printing, and biotechnology, and the impact these developments were expected to have on industries and businesses worldwide. Little did we know how much of an impact this would have on the way we live today, whether it be asking Alexa to add bananas to your shopping list or transferring cryptocurrencies using blockchain technology.

Given the Fourth Industrial Revolution's critical influence on business operations in 2024, the World Economic Forum, from which we originally sourced our data, has since expanded to include a specialised division called the 'Centre for the Fourth Revolution.', with centres in 19 different countries, forming the start of a much-needed global network to better understand and shape technological change.

As we reflect on the predictions made nearly a decade ago, it’s interesting to reassess how accurately these forecasts were and how the technological landscape has evolved.

Automation, AI, and Robotics

Back in 2016, the WEF projected that automation, and AI would lead to the displacement of up to 7.1 million jobs by 2020, especially in white-collar and administrative roles. At the same time, around 2.1 million new jobs were expected to be created in tech-driven fields like computing, mathematics, and engineering. 

Fast forward to 2024, and while automation and AI have transformed many industries, the actual impact on jobs has been more complex than originally predicted. AI-driven automation has reduced the need for human labour in repetitive roles, particularly in sectors such as manufacturing and logistics. Technologies like robotic process automation (RPA), chatbots, and AI-driven customer service systems have made administrative roles increasingly obsolete, confirming the predictions of job displacement.

However, the feared mass job losses haven’t materialised in the way it was predicted. The rise of the gig economy (driven by platforms such as Uber & Deliveroo) have created new kinds of employment, which was not heavily emphasised in the 2016 predictions. The COVID-19 pandemic accelerated the adoption of remote work, reshaping office-based work far more than automation alone ever could have, making it clear that even the most thorough forecasts can’t anticipate the future.

Internet of Things (IoT) and 3D Printing

In 2016, we believed technologies such as the Internet of Things (IoT) and 3D printing would be critical drivers of change. IoT was expected to connect billions of devices across industries, resulting in massive data collection and analytics, while 3D printing was predicted to revolutionise manufacturing with on-demand production.

In 2024, we’ve seen IoT multiply, especially in manufacturing, healthcare, and smart cities. IoT devices are now used to track supply chains, monitor patient health, and manage energy in smart grids, creating efficiency on an unprecedented scale.

3D printing, on the other hand, has made significant strides, particularly in specialised industries such as aerospace and healthcare. However, it's anticipated role in mass manufacturing has been slower to take off. Scalability issues, high costs, and material limitations continue to hamper its widespread adoption, preventing it from reaching the revolutionary heights we expected.

Workforce Dynamics

In 2016, the WEF predicted that the future workforce would require reskilling to cope with technological advancements. A high demand for ‘futureproofing’ in fields like AI, data science, and cybersecurity was expected to rise, while traditional jobs, especially in administration, were expected to decline.

In today's market, the demand for tech-related jobs has exploded, however the skills gap remains a challenge. Many economies are struggling to train workers fast enough to meet the demand in certain fields. This has led to thousands of unfilled positions.

One unpredicted development has been the rise of remote work, accelerated by the pandemic. This shift has transformed the nature of work, allowing companies to tap into a global talent pool unrestricted by geographical boundaries. While remote work was not a central focus of the 2016 predictions, it has proven to be a major disruptor in the global workforce dynamic.

Social and Economic Impacts & Inequality and Ethical Dilemmas

The 2016 WEF report also warned about the inequality driven by job displacement and the ethical implications of the 4th industrial revolution. The WEF stated that without immediate action, growing unemployment and inequality could destabilise economies and decrease consumer bases.

While the Fourth Industrial Revolution has created billions of pounds, it has also widened the gap between those with access to advanced skills and technology and those without. Automation and AI have massively benefited high-skilled workers, leaving lower-skilled workers at risk of being marginalised, particularly in developing economies where access to education and technology remains limited.

Ethical concerns have also grown. While some governments have implemented some early stage regulations, the rapid pace of technological change continues to outpace the development of effective legal frameworks. The issues of fairness, accountability, and transparency are now more front of mind than ever before.

Conclusion

Looking back, it’s clear that many of the predictions from 2016 have proven accurate. Automation, AI, and IoT have transformed industries, though the scale of job displacement has been impacted by the rise of new employment models and the unexpected acceleration of remote working.

However, the challenges remain, particularly the widening inequality gap and the growing ethical concerns around AI. As the Fourth Industrial Revolution progresses, it is crucial that businesses, governments, and organisations stay adaptable, invest in education, and proactively address the social and ethical implications of these technologies. How society handles these challenges will determine the trajectory of the fourth industrial revolution, and its impact on the future.

Renovo announces partnership with leading online network, HR Ninjas

We’re delighted to announce that as of May this year, Renovo is officially a proud partner of HR Ninjas.

For the uninitiated, HR Ninjas is an online community of HR Professionals, set up in 2017, with the aim of providing an open forum offering support and guidance on a range of HR topics, for like-minded HR Professionals. At the time, there was still a degree of scepticism as to the value and efficacy of Facebook as a viable professional networking platform, however, HR Ninjas has since grown from a small collective to what is now a thriving community on Facebook of over 32,000 members and with a LinkedIn following of more than 35,000.

As well as existing as a safe and informal environment to share knowledge, ideas and questions, HR Ninjas also partners with a limited number of specialist ‘ambassadors’ who are on hand to provide insights and support to members of the group (and their organisations) as and when it is needed. Alongside other sponsors in the legal, benefits and engagement spaces, Renovo is delighted to be the official Ambassador for Career Transition and Outplacement services.

In the words of Lizzie Fielding – founder of the group –

The key difference between a bad redundancy and a good one, is how people are made to feel through the process. Ask anyone who has ever been there...It’s the how - not necessarily the what - that really counts in HR, and we have a huge part to play in getting this right for our colleagues. Thankfully for us, there is help out there in the form of outplacement providers, like our brand-new partners at Renovo. We welcome the Renovo team to the HR Ninjas community and hope they'll be of huge support.

In a changing professional landscape where peer to peer collaboration and learning is increasingly crucial, Renovo is proud to partner with the leading online HR networking group in the UK. We look forward to understanding the challenges and priorities of the Ninjas community and offering our own insights where possible on the topics which are most important to us; specifically Career Coaching and Career Transition support.

If you’re an HR Professional keen to understand more, just search HR Ninjas on Facebook and/or LinkedIn in order to join. 

Renovo acquired by Liberata UK Limited

Renovo, one of the UK’s leading specialist providers of career transition support has been acquired by Liberata, the business process services company.

Liberata specialises in strategic partnerships, managed services and service automation for the UK public and private sector. The acquisition of Renovo will complement Liberata’s existing set of HR, Payroll, and Finance & Accounting services, as well as creating new opportunities for both businesses moving forward.

As an industry innovator, Renovo has developed a unique delivery platform, combining highly personalised career coaching, with the latest in careers technology and wellbeing support and the acquisition presents Renovo with a wide range of opportunities to accelerate their growth and strengthen their position further within the UK market.

Chris Parker, Managing Director, Renovo, said: “From the offset, Liberata has taken a keen interest in our business and the combined opportunities that an acquisition would present. We have been quick to see the very strong synergies between our businesses. For Renovo, there is the opportunity to accelerate our growth into the public sector and for Liberata, the opportunity to expand into the private sector. With Liberata’s backing, we will have the scale and support to become the UK’s leading specialist career transition provider and to grow our business internationally.”

Charlie Bruin, Chief Executive Officer, Liberata, commented: “Renovo has established itself as one of the main players in the UK market, so we are really pleased to welcome them to the Liberata family. Outplacement and career transition services is a growing sector, and in the current business climate organisations will need access to the suite of services that Renovo can offer. Renovo’s robust and flexible operating platform, and its diverse client base spanning the private, public and third-sector, makes it a great addition to the Group.”

Renovo extends support access to all current participants

As a specialist career transition provider, we recognise the increased uncertainty and challenge that Covid-19 is likely to cause the individuals we are currently supporting. In response, we have made the decision to extend the duration of all live outplacement programmes with immediate effect.

Of course, it’s impossible to determine the medium and long-term effects of Covid-19 on the economy and job market. In the short term, however, we instinctively feel it’s likely to impact the time it takes the people to get back to work, especially in sectors which have been significantly impacted by the crisis such as Retail, Hospitality and Travel.

With this in mind, we have made the decision to increase the length of access to some key components of support for a minimum of six months at no additional cost. The key components include unlimited access to Renovo’s Career Transition Portal - Workfriend and a series of 8 online Workshops which are available across all platforms including Mobile App. Individuals will also have a further six months access to a 24/7 Helpline operated by BACP trained counsellors to cover emotional and wellbeing support issues should it be required.

The extension for all existing participants is just one of several measures we have taken as business in response to the Covid-19 crisis. From here we will continue to monitor the situation and where appropriate make further adaptations to our outplacement solutions to ensure our clients and their employees feel supported during this difficult and uncertain time.

Celebrating 10 years of Outplacement Innovation

outplacement innovationWe’re celebrating our 10th anniversary! It’s been a fantastic journey and our great team, along with the support of our clients has meant that today we’re the UK’s leading specialist provider of outplacement support.

With 84% of our participants moving back into work within 90 days, you can be sure that the support you are providing to departing employees is having a huge impact on their ability to move on quickly. We’re proud to have helped you and your employees and are pleased to announce that we have now supported 50,000 people with their career transition.

Over the last decade, we’ve continued to innovate and develop our offering to make sure you continue to provide the very best, personally tailored outplacement support for your employees and below are just some of the highlights:

Renovo is one of the UK’s leading providers of outplacement and career transition support. We work with both organisations and individuals to support all their career transition requirements. If you would like to understand how Renovo can help you, please call 0800 612 2011 or email info@renovo.co.uk

Anniversary celebrations for Renovo's Head of Career Coaching

renovo anniversaryWe’re in congratulatory mode here at Renovo as this month sees our Head of Career Coaching Emma Louise O’Brien celebrate 9 years with the business! We asked Emma Louise to share her thoughts on how the business has changed over those years, and questioned what she enjoys about her important role at Renovo. Here’s what she said:

“I joined Renovo 9 years ago whilst the business was in its infancy and was intrigued by the Renovo product and service offering. Being interviewed by the business owner David Twiddle and hearing his passion for where he wanted to take the business was inspiring and really influenced my decision to join the company. Having worked in a Commercial Recruitment Agency as a Senior Recruitment Consultant, I really enjoyed working with candidates and helping them to find new opportunities.

The role of Career Coach allowed me to bring together all of the aspects of recruitment that I enjoyed. It enabled me to focus entirely on the coaching, advice and guidance to support job seekers in identifying the right career opportunities for them and then supporting them to go on and secure those opportunities as effectively as possible. Seeing the positive progress they make throughout the programme of support is so satisfying. Receiving an email in to say ‘I got the job’ or to say how much more confident they now feel is so rewarding having been part of their journey and with them each step of the way.

The company has grown and evolved so much over the past 9 years but the values and vision for the outplacement business we wanted to create remain true. Being at Renovo has given me a great opportunity to grow my career and face new challenges. From being promoted to Senior Career Coach and then becoming the Coaching Team Manager to my current role Head of Career Coaching. I am now in role that I could never have envisaged. As Head of Career Coaching, I’m still able to indulge my passion for hands on career coaching and developing the coaching team but I now have a wider responsibility of looking at how we can continually improve our service delivery to ensure that the people we support are getting the best outplacement service available in the modern job market.
I’m more passionate than ever about my role and what we’re doing with the business and looking forward to the next 9 years!”

Renovo Director Chris Parker has shared his thoughts on Emma Louise’s contribution to the business, saying:

“Emma Louise has made a fantastic contribution to the business over the last 9 years, having helped thousands of people to move on quickly and successfully after redundancy. Having joined a very small business with some big ambitions, it’s been great to see Emma Louise develop into an outstanding Career Coach over the time she has been with us, recognised by the Career Development Institute who awarded her Career Coach of the Year in 2013.

Emma Louise has played an important role in establishing Renovo today as the UK’s leading specialist outplacement provider, generating exceptional feedback from those she supports and operating as a benchmark for the quality of support that we strive for each day. She plays an important role in developing the skills of our Coaching Team across the UK and I’m now delighted that she is in a role working closely with our Operations Director to drive the improvement of all of our delivery and services at Renovo – it feels the future is in safe hands and we look forward to many more successful years.”

We’re sure that the many individuals and organisations Emma Louise has worked with over the years will join us in saying a warm congratulations on her anniversary with Renovo – we hope there’s many more to come!

Preparing for workforce change in 2019

sign change ahead2019 is fast approaching and it promises to be a year of intense economic change. With Brexit drawing ever closer, UK businesses are still unclear as to the impact it will have on them.

Alongside this, the Fourth Industrial Revolution (4IR), which describes the advancement in fields such as artificial intelligence, robotics, nanotechnology, 3-D printing and biotechnology, looks set to continue reshaping the way we work, live and play.

With so much political and economic ambiguity ahead, organisations are already unsure as to the impact upcoming changes will have on their workforce. Firms such as PricewaterhouseCoopers have not moved their stance from early 2018 that Brexit will result in redundancies, and, with studies finding that 35% of the British workforce are in roles considered at high risk due to automation, businesses must look for uncomplicated, cost-effective ways to support their people through 2019.

Brexit

Although the plan hasn’t been finalised at the time of writing, the UK leaving the EU looks to be the likeliest outcome.

Some organisations are already feeling the pressure of a weaker pound and future uncertainty. The negotiations that are currently taking place are already influencing the nature of workforce planning into 2019, with organisations positioning themselves to respond with as much agility as possible to the UK’s expected departure from the EU in March.

The CIPD is recommending that organisations take a proactive approach to preparing for possible Brexit outcomes through methodical workforce planning, understanding more about where the risks and opportunities are going to come from and how they can ensure they have the resources to respond.

PricewaterhouseCoopers reinforce this, stating “Without complete clarity until after the Brexit negotiation process, scenario planning now puts your business in a position to take charge, adapt, grab new opportunities and take full advantage of whatever the ‘new normal’ turns out to be”.

4IR

First coined by Klaus Schwab in 2016, it is almost impossible to predict the ultimate impact of the Fourth Industrial Revolution, which is already affecting the ways in which we work, live and play.

The underlying basis for the 4IR lies in developments in communication and connectivity, and these advances will continue to connect billions of people to the web, drastically changing businesses and organisations. As well as this, huge advancements in robotics and automation are plainly making waves across all industries, resulting in workforce uncertainty.

We are already seeing the human impact and workforce restructure caused by these advancements. From professional services, such as accountancy and law, through to retail and manufacturing, organisations are reviewing the way they integrate technology, which in some cases is leading to a significant reorganisation of workforce. This may result in redundancies as new technology is implemented, or in the need for recruitment of staff with up to date expertise in new systems and processes.

Workforce Change in 2019

Whether affected by uncertainty surrounding Brexit or changes resulting from the Fourth Industrial Revolution, It is imperative that organisations review the support that they provide to individuals to help them transition effectively if their role is made redundant. Whether the transition be an internal redeployment or an external move, organisations will reap the benefits of supporting staff in the short term with a more flexible and engaged workforce, and in the long term through increased employer brand recognition.

Renovo are a provider of innovative Outplacement and Redeployment solutions, having supported tens of thousands of people return to work twice as fast as the national industry average. If you are an employer concerned about workforce change in 2019, Renovo can help. Contact a member of the Renovo team on 0800 612 2011 or email info@renovo.co.uk

Renovo strengthening commercial team ready for London office opening

london from aboveDue to a period of further growth, leading outplacement provider Renovo, is looking to expand its commercial team in London ready for the opening of a new City Office which has been scheduled for 2019. The move is in response to the rapidly growing demand for our contemporary career transition services which has provided a clear opportunity to significantly increase market share across the capital.

The ideal recruits will already be working within the HR Services sector as a high performing Account Manager/Directors with proven track records of delivering impressive market share and revenue growth, mainly with a large corporate audience (>2000 employees). Candidates are also likely to be already working in one or more of the following service areas: outplacement, resilience, career development, coaching, leadership development, assessment, recruitment, HR outsourcing or HR technology.

Applicants are likely to be frustrated by the pace of change at their current organisation and be considering a move to a more entrepreneurial environment where fresh thinking is encouraged, decision making is fast and autonomy is guaranteed. We are looking for people who share our vision and are excited about the scalability of our business model and the opportunities that lie ahead.

Working within Renovo’s Commercial Team and supported by central Head Office functions, individuals will be responsible for strategic business growth plan across London. With a primary focus on outplacement solutions, the overall purpose of the role will be to build our client base and exceed revenue targets, responsible for both hunting and farming client accounts.

Our Story

Founded by David Twiddle, an employment industry entrepreneur with over 25 years’ experience and supported by a team of Outplacement and Recruitment market specialists, Renovo is the fastest growing specialist outplacement provider in the UK.

From providing unlimited access to a Personal Career Coach, through to award winning career technology and 24 hour wellbeing support, our unique approach delivers the very best 1-2-1, tailored career transition support for employees while providing exceptional value for our clients. That’s why hundreds of organisations across the Private, Public and Third Sectors now choose Renovo to support their employees during transition.

“I’m proud of what we have achieved to date and we’re just as committed to changing the way outplacement support is perceived and delivered as we were when we launched. Renovo means ‘recreate’ or ‘refresh’ and that is exactly what we are doing – constantly challenging the status quo in the outplacement industry and continually improving what we do to bring life changing career support to the people we are privileged to work with” comments David on the brand he has built passionately since 2009.

“Joining the Renovo team today presents a genuinely, exciting opportunity for all ambitious industry professionals. With an award winning approach to outplacement and the support of a well-established delivery team, talented individuals will have every chance to carve out a successful career with us and enjoy unrivalled earning potential.” adds David.

Renovo is offering a highly competitive base salary, a market leading OTE structure, a Vitality Private Health Care Plan, an annual personal training budget and other fringe benefits for all successful candidates. All applications are to be sent in strictest confidence to Commercial Director, Rhys Moon at rmoon@renovo.co.uk  

Due to the high number of applications expected we will only be responding to candidates we deem suitable for the next stages of selection. If you have not heard from us within 5 working days then please consider your application unsuccessful at this time.