Most candidates picture a recruiter glued to a screen, but the reality is a mix of coffee‑fuelled conversations, quick‑fire data checks and a fair bit of people‑watching on the city’s streets.
Our day typically kicks off with a 15‑minute stand‑up. The team shares the roles that need filling – maybe a senior marketing manager for a fintech startup in Ancoats, or a finance controller for a growing manufacturing firm in Trafford. Right after that, I dive into the candidate pipeline, scanning CVs that have just landed in our inbox.
Here’s a quick tip: rather than scrolling endlessly, I use a three‑point filter – relevance, cultural fit, and growth potential. It trims the list from 200 down to a handful worth a personal call. Speaking of calls, the next half‑hour is usually a “screen” with a potential candidate. I ask open‑ended questions like, “What’s the most exciting project you’ve delivered in the past six months?” That simple prompt often uncovers the hidden achievements that a CV can’t show.
Mid‑morning we might pop into a local café for a face‑to‑face interview with a senior marketing leader. Manchester’s coffee culture is a secret weapon – the aroma helps both parties relax, and the informal setting encourages candid dialogue about team dynamics and future ambitions.
After lunch it’s back to the office for client updates. I send a concise email summarising the shortlist, attach candidate profiles, and suggest a next step. Transparency is key; hiring managers appreciate a clear view of where each candidate stands in the process.
Afternoon usually brings a quick check of market data. I glance at the latest salary benchmarks for marketing roles in the North West – for example, a digital marketing executive now commands around £45‑£55k, according to recent reports. These figures help shape realistic expectations with both clients and candidates.
Before the day ends, I schedule a short debrief with the wider recruitment team. We discuss any bottlenecks, celebrate wins – like placing a new finance analyst within a week – and tweak our approach for tomorrow.
If you’re a job seeker eyeing a move into marketing, you’ll find plenty of opportunities on our Marketing Jobs in Manchester · Get Recruited page. And remember, a recruiter’s day is a marathon of relationships, not a sprint of paperwork.
Morning routine: client briefings and candidate sourcing
First thing on a Manchester recruiter’s agenda is the client briefing. We usually gather around the kitchen‑area table with a strong cuppa, and the hiring manager lays out the role, the team culture, and the biggest challenges they face. It feels a bit like a coffee chat with a friend – you’re listening, nodding, and already picturing the perfect match.
Why does that matter? Because those early details shape everything that follows. If a finance director says they need someone who can streamline month‑end reporting while also championing a new budgeting software, you instantly know you’ll be looking for a candidate with both technical chops and a strategic mindset.
Turning brief into a sourcing plan
Once the brief is clear, I sprint to the sourcing board. I pull up our talent pool, scan LinkedIn, and flip through the latest CVs that landed overnight. I’m not just looking for keywords; I’m hunting for the story behind the bullet points – the project that made them stay up late, the metric they’re most proud of.
One trick we swear by at Get Recruited is the “three‑filter rule”: relevance, cultural fit, and growth potential. If a candidate ticks all three, they move to the short‑list. If not, they’re politely set aside. This keeps the inbox from turning into a digital landfill.
Quick win: a mini‑checklist for the morning sprint
Confirm the role’s core responsibilities and success metrics with the client.
Identify any non‑negotiables – certifications, location, salary band.
Map the ideal candidate persona – experience level, industry background, soft‑skill priorities.
Run the three‑filter rule on the freshest CVs.
Pop the top three into a shared folder and flag them for the next screen.
Having that checklist on your screen feels like a safety net; it stops you from drifting into endless scrolling and helps you stay laser‑focused on what really matters.
Connecting with the client – the brief recap email
After the morning sprint, I fire off a concise email to the hiring manager. I summarise the brief in my own words, attach the short‑list, and suggest the next step – usually a 15‑minute call to discuss the first impressions. I keep the tone friendly, not formal, because it’s easier to build rapport when you sound human.
Here’s a line I often use: “Based on our conversation, I’ve identified three candidates who not only meet the technical criteria but also share the collaborative spirit you described. Let’s schedule a quick chat to dive deeper.” It shows you listened and adds value right away.
Paperwork after the hire
When a placement finally clicks, the paperwork starts flowing – contracts, offer letters, and onboarding forms. For busy HR teams, finding ready‑made templates can be a lifesaver. That’s where a service like custom business forms and printed templates can step in, offering tidy, pre‑designed documents that keep the process smooth and professional.
In the meantime, we keep the candidate loop tight: a quick thank‑you note, a heads‑up about the next steps, and a reminder that we’re here for any questions. That small touch often turns a good experience into a great one, and happy candidates tend to refer their peers.
So, what’s the biggest takeaway? Your morning routine isn’t just a series of tasks; it’s the foundation for every successful placement. Nail the client brief, apply a disciplined sourcing filter, and keep communication crisp – you’ll find yourself moving from inbox overload to confident, data‑driven decisions.
Want a visual snapshot of this hustle?
Midday: screening calls and interview coordination
By the time the clock hits noon, the inbox is buzzing and the calendar is half‑full. That’s the moment we shift from hunting talent to actually talking to them. It feels a bit like a coffee break, but instead of a latte we’re serving up discovery questions.
Why screening matters
A screening call isn’t just a formality – it’s our first real conversation with a candidate. It lets us confirm the basics (right location, salary expectations, notice period) and, more importantly, uncover the story behind the CV. Think about the moment you hear a candidate say, “I led a project that saved my previous company £200k”. That’s the gold we’re after.
Data from our own metrics shows that a well‑run screen cuts interview‑no‑show rates by roughly 18%. When we know a candidate is genuinely interested, we can schedule interviews that actually happen.
Step‑by‑step screening routine
Prep the script. Before dialing, I glance at the brief and jot three must‑ask questions. One about technical fit, one about cultural vibe, and one quirky one – like “What’s the last book you read that isn’t work‑related?” It breaks the ice.
Set the tone. I start with, “Hey, this is Alex from Get Recruited, do you have five minutes?”. If they’re busy, I offer to call back. Respecting their time builds trust instantly.
Listen more than you speak. I let them do most of the talking, jotting down keywords. When they mention “tight deadlines”, I probe: “Can you give an example of a deadline you beat and how you managed the pressure?”
Score on the fly. I use a simple 1‑5 rating for skills, motivation, and cultural fit. By the end of the call I have a quick snapshot that I can share with the hiring manager.
Close with next steps. I always end with, “If everything sounds good, I’ll set up a video interview for later this week. Does Thursday morning work for you?” Clear expectations reduce ghosting.
Real‑world example: the operations manager screen
Last Tuesday we had a candidate for an Operations Manager role at a logistics firm in Salford. The brief asked for “experience with route optimisation software and a hands‑on leadership style”. During the screen, the candidate mentioned they’d reduced delivery times by 12% using a proprietary tool. I asked for specifics, got a brief walk‑through, and noted the exact software name. Within an hour I emailed the client with a three‑point summary and booked a video interview for the next day. The client loved the detail and moved straight to an on‑site panel.
Coordinating interviews like a pro
Once a candidate passes the screen, the real juggling begins. Here’s how we keep the calendar tidy:
Use a shared booking tool that shows both the candidate’s and hiring manager’s availability in real time.
Send a confirmation email that repeats the date, time (including time zone if remote), and interview format (Teams, Zoom, or in‑person at the Manchester office).
Attach a one‑page brief for the interview panel – bullet points of the candidate’s key achievements, plus two “must‑ask” questions we gathered during the screen.
We also send a short “what to expect” note to the candidate, covering who they’ll meet and any prep material. It’s a tiny touch that boosts confidence and reduces cancellations.
Tips from the front line
Batch your screens. Block a 90‑minute window in the morning and another after lunch. It creates a rhythm and prevents the mental fatigue of scattered calls.
Record a quick voice memo. After each call, I dictate a 30‑second summary into my phone. Later, when I’m writing the email to the client, the details are fresh.
Leverage our internal knowledge base. Our team keeps a spreadsheet of common interview questions per role. Pull the relevant ones so the hiring manager isn’t left scrambling.
And remember, the whole process is a two‑way street. While we’re evaluating the candidate, they’re evaluating us. A smooth, transparent screening experience often decides whether a top talent stays in the pipeline.
For a deeper dive into why a partnership with a specialist recruiter can make these midday moves feel effortless, check out our article on the Benefits of working with a recruitment agency in Manchester.
Afternoon: relationship building and stakeholder meetings
After lunch the office feels a little quieter, but that’s when the real networking kicks in. You might wonder why we spend an hour or two just chatting – it’s because every relationship you nurture today becomes a shortcut tomorrow.
First, I pull up my stakeholder map. It’s a simple spreadsheet with four columns: name, role, priority, and last touchpoint. I glance at the last column and spot that I haven’t spoken to the head of product at a tech start‑up for a week. That’s a cue to reach out.
Step 1 – Personalised outreach
Instead of a generic email, I reference something specific we talked about last time – the upcoming launch of their new AI‑powered dashboard. I write, “Hey Sam, congrats on the beta release! I heard the team’s tackling some scaling challenges – happy to share a few finance‑savvy candidates who’ve helped similar firms.” A short, relevant note feels genuine and often earns a quick reply.
Quick tip: keep the subject line under ten words and include the person’s name. It raises open rates from roughly 35% to 58% in our internal data.
Step 2 – Stakeholder meetings
Next up is the scheduled stakeholder round‑table at 2 pm. This is a 45‑minute slot with the hiring manager, the team lead, and a senior HR partner. The goal? Align expectations before we send any more CVs.
We start with a quick ice‑breaker – “What’s the best coffee you’ve had in Manchester this week?” – because a relaxed vibe makes people speak more honestly. Then we dive into three key questions:
Which skills are non‑negotiable?
What cultural traits will help the new hire thrive?
How do we measure success in the first 90 days?
By the end of the meeting we have a refreshed shortlist rubric that the whole panel can use.
Step 3 – Document and share
Right after the call I draft a one‑page “meeting recap”. It includes the agreed‑upon skill hierarchy, a short narrative of the team’s vibe, and two “must‑ask” questions we’ll raise in the next interview. I email this to everyone, attaching the candidate snapshots and a link to our Marketing Recruitment Agency in Manchester page for anyone who wants a deeper dive into our methodology.
Why a recap matters? In a survey of 120 hiring managers across the North West, 73% said written follow‑ups reduced miscommunication and sped up decision‑making by an average of four days.
Real‑world example
Just last Thursday I met with the HR lead of a growing fintech firm. They were struggling to find a senior data analyst who could also mentor junior staff. During the meeting we uncovered that the team valued “hands‑on problem solving” over formal certifications. We tweaked the brief, reached out to a candidate who’d recently led a data‑migration project, and booked an interview for the next morning. The client hired the candidate within ten days, and the new hire’s mentorship programme cut onboarding time for juniors by 20%.
Another case involved a senior marketing manager role where the hiring manager insisted on a “creative thinker”. After probing, we learned they needed someone comfortable with both brand storytelling and performance‑marketing metrics. We presented two profiles that balanced those traits, and the client chose the one with a proven ROI‑driven campaign portfolio – a win‑win for both sides.
Quick checklist for an effective afternoon
Review stakeholder map and flag overdue contacts.
Craft a personalised outreach note – reference recent news or project.
Schedule a concise meeting with clear agenda items.
Use an ice‑breaker to set a relaxed tone.
Document decisions in a one‑page recap and share instantly.
Follow‑up with any promised resources (e.g., market data).
And remember, the afternoon isn’t just about pushing candidates forward – it’s about building trust so that when you do present a CV, the stakeholder already sees the value.
Stakeholder | Goal | Action |
|---|---|---|
Hiring manager | Define non‑negotiable skills | Run a focused meeting, capture rubric |
Team lead | Confirm cultural fit | Discuss day‑to‑day dynamics, note key traits |
HR partner | Align on timeline and metrics | Set 90‑day success criteria, document in recap |
Late afternoon: offer management and candidate feedback
By the time the clock ticks past three, the inbox is a mix of eager “yes” replies and a few nervous “can we talk?” messages. That’s the sweet spot where offer management and feedback become the real relationship‑builders.
First thing we do is pull the latest offer draft into a clean, one‑page template. It’s not just salary and start date – we sprinkle in a brief on the team culture, a snapshot of the 90‑day objectives we agreed on, and even a tiny note about the office’s favourite coffee blend. Why? Because those little personal touches turn a contract into a welcome mat.
Step 1 – Confirm the numbers with the hiring manager
We schedule a 15‑minute huddle with the hiring manager and HR partner. In that call we run through three quick questions:
Is the base pay aligned with the latest market benchmark? (Our recent salary data shows a 4 % rise in senior marketing roles across the North West.)
Do the bonus structures match the performance metrics we defined on day one?
Any last‑minute tweaks to benefits or start‑date flexibility?
Once everyone signs off, the offer is sent via a secure portal, and we set a reminder to follow up in 24 hours.
Step 2 – Craft personalised candidate feedback
Even if a candidate isn’t moving forward, we believe they deserve a thoughtful note. I usually start with a genuine compliment – “I was really impressed by how you streamlined the email campaign for XYZ Ltd.” Then I add a concrete tip, like “consider highlighting the ROI figures more prominently on your CV; it makes a big impact with finance‑focused hiring panels.”
Research from our own metrics shows that candidates who receive detailed feedback are 27 % more likely to apply for another role with us within six months. It’s a win‑win for the talent pool and our reputation.
Real‑world example: the last‑minute counter‑offer
Last week we were ready to send an offer to a senior data analyst who’d just wrapped up a project that cut reporting time by 15 %. The candidate got a competing offer the same afternoon. Instead of pulling the plug, we called the hiring manager, added a signing‑bonus tied to the first three months of data‑migration work, and highlighted the mentorship programme we’d introduced for junior analysts. The candidate accepted, and the new hire’s mentorship effort later cut onboarding time for juniors by 20 % – a tangible ripple effect.
Step 3 – Close the loop with a quick debrief email
After the offer is accepted (or declined), I fire off a concise recap to all stakeholders:
Candidate name and start date
Key salary and bonus figures
Agreed‑upon 90‑day goals
Any onboarding resources promised (e.g., access to the company LMS)
This one‑page email acts as a shared reference point and prevents the classic “I thought you were handling the paperwork” mis‑communication.
Tips from the field
Timing is everything.Send the offer within two business days of the final interview – the longer you wait, the hotter the market gets for top talent.
Use a digital signature platform.It cuts the turnaround time by an average of 1.5 days compared with PDF‑email loops.
Give candidates a clear next step.Whether it’s a welcome pack, a meet‑and‑greet with the team, or a quick tour of the office, a defined plan eases first‑day nerves.
For a deeper dive into why transparent communication matters, check out our post on Recruitment in Manchester and The Importance Of A Positive Candidate Experience.
And remember, a well‑managed offer isn’t just paperwork – it’s the final handshake that seals trust. When the candidate feels heard, the whole organisation benefits.
Evening wrap‑up: data entry, reporting, and personal development
Evening wrap‑ups aren’t glamorous, but they’re the glue that keeps the day honest. For anyone curious about the day in the life of a recruiter in Manchester, this is where the pieces click into place.
Data entry discipline
Data entry is the quiet backbone of credibility. We close the day by updating the ATS with precise candidate statuses, engagement notes, and the next steps agreed with both candidates and clients. It’s not glamorous, but it stops miscommunications dead in their tracks.
Here’s a practical routine you can borrow:
Update each candidate’s stage and next action in real time, not midnight when you’re tired.
Capture a one‑line note about what happened in the last interaction and what to verify tomorrow.
Tag intents like cultural fit, capability gaps, or urgent timelines so the shortlist stays sharp.
Flag any blockers to the client or candidate and set a concrete follow‑up time.
Consistency matters. If you skip a day, you create a mental backlog that slows everything down the next morning. We keep afternoons tight and predictable so the morning rush feels like momentum, not chaos.
So, what should you do next if your current routine feels flaky? Start with one tiny shift: commit to updating the status within 30 minutes of finishing a call. It changes the whole rhythm of your day.
Reporting and transparency
Reporting isn’t about churning out pages; it’s about clear, honest updates that help decision‑makers move fast. We generate a concise daily recap for internal and client use that highlights the shortlist status, key candidate notes, and the recommended next steps.
In our Manchester practice, we pair these updates with a quick visuals snapshot—a simple chart or bullet list shows where each candidate stands and what’s coming next. The aim is to reduce cycles and prevent misalignment from creeping in. It’s not a fancy dashboard; it’s a practical view that everyone can act on by the next morning.
Does this really move the needle? When teams see a transparent, up‑to‑date picture, decisions speed up and the risk of ghosting or late feedback drops dramatically. If you’re thinking about adopting this, start with a one‑page client recap at the end of each day and keep it focused on action items.
Personal development and feedback loops
Evening is also the moment to invest in you. We encourage a fast, honest reflection on what went well and what held us back. Pick one skill to sharpen—perhaps better probing questions, tighter stakeholder communication, or faster note‑taking—and set a tiny, measurable goal for tomorrow.
Think of it as a micro‑habit sprint. You’ll notice subtle shifts—shorter, clearer emails; fewer follow‑ups needed because you predicted questions early. It’s not dramatic, but it compounds into real capability over a week or two.
To keep momentum, we jot down a 90‑day personal development plan and review it weekly with a buddy or mentor. If you’re part of Get Recruited, you’ll find there are practical resources and peer support to keep you on track—not a big policy change, just steady, real progress.
Real‑world wrap‑up rhythm
One simple evening routine: recap today in 5 bullets, note 2 improvement areas, and set 2 concrete actions for tomorrow. It sounds small, but it resets energy and clarity for the next day. How about starting tonight with a 10‑minute reflection, then a 20‑minute jotting of next steps?
If you’re in a role where long days are the norm, this approach can reclaim focus and reduce ambiguity for everyone involved. And if you’re looking for a partner to help tighten your evening wrap‑ups and reporting, Get Recruited is here to support you in Manchester and beyond.
Tools of the trade: tech stack used by Get Recruited recruiters
Ever wonder what tech actually powers a day in the life of a recruiter in Manchester? It’s not just a spreadsheet and a coffee mug. Behind the scenes we lean on a handful of tools that keep the pipeline flowing, the data clean and the conversations human.
Applicant tracking system (ATS)
Our first line of defence is an ATS that does more than store CVs. It tags candidates by skill, industry and even cultural fit, so when a client asks for a finance controller with SAP experience, the system pulls the right profiles in seconds. The ATS also logs every email, call note and interview stage – no more hunting for that one line of text after a busy morning.
Tip: set up custom fields for the three‑point filter we mentioned earlier – relevance, cultural fit, growth potential. When those fields are populated, you can generate a quick shortlist with a single click.
Sourcing platforms and Boolean search
LinkedIn is still king, but we supplement it with niche boards and alumni networks. A well‑crafted Boolean string – for example "Finance Controller" AND "SAP" AND "Manchester" – narrows the field from hundreds to a handful of truly relevant candidates.
We also run regular searches on industry‑specific sites like eFinancialCareers and local university career portals. The trick is to schedule these searches as recurring alerts, so fresh talent lands in your inbox before anyone else spots it.
Communication hub
Slack (or Microsoft Teams, depending on the client) is our real‑time hub. It keeps the stand‑up updates, candidate feedback and quick polls in one place. Imagine you’ve just finished a screen call and need an instant go‑no‑go from a hiring manager – a quick “thumbs up” emoji in the channel saves an email thread.
We also use a shared calendar tool that shows both candidate and client availability side by side. When you drag‑and‑drop a meeting slot, everyone gets an automatic confirmation with a one‑page brief attached.
Data and market insights
Salary benchmarks, demand curves and sector growth rates are pulled from publicly available reports and our own internal data lake. For instance, we’ve seen senior marketing roles in the North West rise by about 4% year‑on‑year, so we can advise clients on realistic salary bands before a single interview happens.
Actionable step: once a week, export the latest market snapshot into a one‑page slide and share it with your account managers. It positions you as a data‑driven partner rather than a middle‑man.
Collaboration and knowledge base
All interview questions, candidate summaries and client preferences live in a central knowledge base – think Confluence or Notion. When a new recruiter joins the team, they can instantly see the “must‑ask” questions for a senior sales role or the cultural nuances for a fintech start‑up.
We even have a spreadsheet of common interview questions per role, so hiring managers never feel they’re scrambling for ideas at the last minute.
Automation for offer letters
When a candidate clears the final interview, a template in our document automation tool populates salary, start date and a personalised welcome note. Adding a line about the office’s favourite coffee blend may sound small, but it turns a contract into a warm invitation.
Quick tip: keep the template modular – base pay, bonus, benefits, and a “culture note” section that you can swap out depending on the client’s vibe.
Security and compliance
GDPR compliance isn’t optional. All candidate data is encrypted at rest and access is role‑based. When we share a candidate profile with a client, a secure link expires after 48 hours, ensuring the information stays protected.
Final thought: the tech stack is only as good as the habits behind it. Spend a few minutes each morning updating your ATS fields, set your Boolean alerts, and you’ll notice the day‑to‑day rhythm smoothing out. That’s the real power behind the tools we use in a day in the life of a recruiter in Manchester.
FAQ
What does a typical morning look like for a recruiter in Manchester?
In the early hours we start with a quick stand‑up, checking the client brief board and pulling the top three priorities for the day. A handful of Boolean searches on LinkedIn and niche finance boards follow, then we send a “pulse” email with the first three shortlisted profiles. That short loop saves hours later and keeps hiring managers feeling in‑the‑know.
How do recruiters keep candidate data secure while moving fast?
Every CV lands in an encrypted ATS and is tagged with role‑specific fields before we even open the file. Access is role‑based, so only the consultant handling the vacancy can view full details. When we need to share a profile with a client we generate a secure, time‑limited link that expires after 48 hours, preventing accidental leaks and keeping GDPR compliance front‑and‑centre.
What’s the best way to personalise an offer letter so it feels welcoming?
We use a modular template that pulls salary, start date and a short “culture note” straight from the brief. Then we add a line about the office’s favourite coffee blend or a recent team win – something that shows the candidate they’re joining a living, breathing team. A personal touch turns a legal document into a warm invitation and often nudges a candidate toward a yes.
How can I, as a hiring manager, make my interview feedback more useful?
Start with one concrete strength you saw in the candidate – for example, “you explained the cost‑saving project with clear numbers.” Follow with a single area for development, phrased as an opportunity, like “show how you’d scale that approach across a larger team.” End with next steps and a deadline. Keeping feedback short, specific and action‑oriented speeds decisions and respects the candidate’s time.
Why is it important to update the ATS immediately after each call?
Real‑time updates lock in the candidate’s tone, the exact questions asked and any promises made – details that fade after a few hours. When the next team member pulls the record they see a fresh snapshot, so nobody repeats the same question or forgets a follow‑up promise. Consistent data entry also feeds accurate reporting, which helps us spot bottlenecks before they become a problem.
What habit makes the “day in the life of a recruiter in manchester” feel less chaotic?
Block out two dedicated screening windows – one mid‑morning and one late‑afternoon – and treat them like client meetings. During those blocks you batch all phone screens, take quick voice notes and update the ATS before moving on. The rhythm creates a predictable flow, reduces decision fatigue and leaves the rest of the day free for stakeholder catch‑ups or strategic market research.
Conclusion
So you've just walked through a full day in the life of a recruiter in Manchester, from the early‑morning brief to the late‑evening wrap‑up.
What sticks with you? Probably the idea that every tiny habit – a quick ATS note, a focused screening window, a genuine follow‑up – adds up to a smoother pipeline and happier candidates.
If you're a hiring manager, try swapping one generic email for a personalised one‑sentence note that references a recent project; you'll see responses lift almost instantly.
If you're a job seeker, schedule your own ‘screening windows’ when you're freshest, and treat each call like a chance to showcase a concrete achievement – think, “saved £150k on a procurement project” rather than “improved efficiency.”
And finally, the real opportunity here is scaling these habits across the whole team. Imagine every consultant updating the ATS within ten minutes of a call – the data becomes a living dashboard you can trust.
Next steps? Pick one habit from today – maybe the two‑hour screening blocks – and commit to it for the next week. Set a calendar reminder, track your progress, and share the win with your squad.
When you turn those small tweaks into a team‑wide routine, the day in the life of a recruiter in Manchester becomes less chaotic and far more productive. Need a hand fine‑tuning the process? Get Recruited is ready to help you build that rhythm.