Client FAQs

We’re often asked what belonging-driven recruitment looks like in practice. Here’s how we make it work — clearly, carefully, and with deep experience in fashion and lifestyle.

1. What do you actually do beyond sending CVs? We don’t just send CVs — we make considered recommendations. Each introduction is a complete picture: insight, context, and why we believe that person could fit naturally and add value to your brand.

2. How do you make sure you understand our brand and culture? Listening comes first. We spend time learning how your teams work, what drives success, and the rhythm of your brand. That depth means every person we recommend understands not just the position, but the environment they’re joining.

3. How do you do what you do? Our process starts with listening — because belonging begins with understanding. We uncover your goals, culture, and needs, then connect insight with instinct to make thoughtful recommendations. Finally, we stay close until your new hire has joined your team. It’s a calm, structured approach that feels natural — because it’s built around you.

4. How long does the process take? It depends on the brief and the people involved — but clear priorities make a difference. When we all stay connected and decisive, things move quickly. Sometimes it takes longer if the right person isn’t ready or visible yet, and that’s okay. We’d rather find the person who’ll stay than rush a decision that won’t last.

5. How do we decide who’s right for the role? We start by agreeing what “right” means — together. That means clarity on skills, mindset, and what belonging looks like in your team. We bring structure and perspective to help you balance instinct with evidence. It’s not about the most impressive CV — it’s about the person who’ll stay and make the work better.

6. What if there’s a shortage of candidates for our role? That’s often where we add the most value. We know how to tell your story in a way that resonates — even with those who aren’t actively looking. Our relationships and reputation open doors that job ads can’t. When others see a shortage, we see untapped potential.

7. Do you ever recommend people when there isn’t an active role? Yes — when we know your brand well enough to see opportunities ahead. Encore was built on long-standing relationships, so we often spot people who could strengthen your team or bring fresh energy to your business. Belonging isn’t always reactive — it’s proactive. We share those introductions thoughtfully, as a partner who’s always looking out for you.

8. How will you represent our brand to potential candidates? We act as an extension of your brand. Before outreach, we align on tone, priorities, and story — so what candidates hear feels authentic to you. We share what matters, not just job specs, helping people understand why they’d want to join your team.

9. Do you ever share candidate details without consent? Never. We only represent candidates we’ve spoken with and who’ve given explicit permission for a specific opportunity. Every introduction is transparent and purposeful, protecting both your reputation and the candidate’s trust.

10. What makes Encore Recruitment, Encore? We build belonging, not transactions. That means we don’t just fill roles — we create connections that last. Our approach combines conversation, insight, and care, connecting people and brands who genuinely thrive together. It’s why 83% of those we placed between October 2022 and September 2023 are still in role, and 71% of clients return. (Data as at October 2025.)

Belonging isn’t just what we do — it’s the promise we keep.