Success in the Strativ Group recruitment process requires a proactive mindset, strong self-presentation, and clear evidence of your past achievements. Because the interview style can sometimes be informal, you must take ownership of the conversation to showcase your skills.

Commercial Acumen & Drive – You must demonstrate a deep understanding of the recruitment business model and a clear drive to hit targets. Interviewers want to see that you are self-motivated, resilient, and focused on delivering measurable results. Be ready to discuss your past billings, KPIs, or training outcomes with concrete numbers.

Communication & Influence – As a Consultant, your voice is your primary tool. You will be evaluated on your ability to articulate ideas clearly, build rapport quickly, and influence decision-makers. Maintain strong professional presence, speak confidently, and structure your answers logically.

Problem-Solving & Adaptability – Recruitment and consulting environments are highly unpredictable. Show that you can think on your feet, adapt to shifting client demands, and find creative sourcing or training solutions when standard methods fail.

The interview process at Strativ Group typically consists of a streamlined, two-stage conversational structure. While this rapid progression allows for quick decision-making, candidates should be prepared to actively drive the conversation to ensure their skills and experience are fully showcased.

The initial stage is usually a brief introductory conversation with a hiring manager or talent acquisition representative. This discussion focus on your background, career motivations, and basic alignment with the Consultant role. The final stage is a more detailed interview, often involving senior leadership, where you will discuss your specific market experience, recruitment methodology, or training capabilities.

The timeline above outlines the typical progression from the initial application to the final hiring decision. Use this visual guide to pace your preparation, ensuring you are ready to transition quickly from high-level background discussions to detailed competency assessments. Because the process moves fast, early preparation is critical.

To secure an offer as a Consultant at Strativ Group, you must demonstrate mastery in several core competency areas. Depending on whether you are interviewing for a Senior Recruitment Consultant, Delivery Consultant, or Learning and Development Consultant position, the emphasis may shift, but the underlying professional standards remain high.

Candidate Sourcing & Pipeline Delivery

This area focuses on your technical recruitment skills and your ability to find and engage high-quality talent in competitive markets. Interviewers want to see that you use a multi-channel approach to sourcing and do not rely solely on job boards.

Be ready to go over:

• Advanced Sourcing Techniques – Utilizing Boolean search, LinkedIn Recruiter, and industry-specific networks to find passive talent.
• Candidate Engagement – Crafting compelling outreach messages that achieve high response rates from top-tier professionals.
• Pipeline Management – Keeping candidate pipelines active, organized, and engaged throughout the recruitment lifecycle.
• Advanced concepts (less common) – Market mapping strategies, international sourcing regulations, and building talent pools for emerging tech sectors.

Example questions or scenarios:

• "How would you map out a completely new market sector to find specialized engineers within a two-week deadline?"
• "Describe a time when you successfully placed a candidate who was not actively looking for a new role."

Client Relationship Management & Business Development

For sales-focused and senior roles, your ability to win new business and manage existing client accounts is critical. You must prove that you can act as a trusted advisor rather than just a transactional recruiter.

Be ready to go over:

• Account Management – Nurturing existing client relationships to secure repeat business and exclusive mandates.
• Negotiation – Handling fee negotiations, terms of business, and salary offers confidently.
• Market Intelligence – Using industry trends and salary data to advise clients on their hiring strategies.
• Advanced concepts (less common) – Pitching retained search solutions, managing multi-location client accounts, and organizing client networking events.

Example questions or scenarios:

• "A client insists on a fee structure that is well below our standard terms. How do you handle the negotiation?"
• "How do you identify and approach high-value prospective clients who already have preferred agency agreements in place?"

Training, Coaching, & Enablement

This area is particularly vital for Learning and Development Consultant candidates. It measures your ability to design, deliver, and measure the impact of training programs for recruitment professionals.

Be ready to go over:

• Instructional Design – Creating structured training modules that address specific skill gaps within recruitment teams.
• Coaching & Mentorship – Delivering constructive feedback and running practical role-play sessions to improve consultant performance.
• Performance Tracking – Measuring the ROI of training initiatives through improved billing performance and retention metrics.
• Advanced concepts (less common) – Implementing digital learning management systems (LMS) and designing leadership development pathways.

Example questions or scenarios:

• "How would you design a fast-track onboarding program for a cohort of graduate recruitment consultants?"
• "Describe a time you coached an underperforming consultant back to hitting their monthly billing targets."

The day-to-day responsibilities of a Consultant at Strativ Group vary based on your specialization, but the core focus remains on driving business growth and talent excellence.

In a Senior Recruitment Consultant or Delivery Consultant capacity, your primary responsibility is to manage the end-to-end recruitment lifecycle. This involves mapping target markets, sourcing specialized candidates, managing client interviews, and closing deals. You will collaborate closely with internal account managers and external hiring managers in locations like London, Manchester, and Leeds to ensure delivery SLA requirements are met.

If you are operating as a Learning and Development Consultant, your focus shifts internally. You will partner with business leaders to identify skill gaps, run onboarding academies for new hires, and deliver advanced sales and negotiation training to experienced consultants. Your goal is to foster a high-performance culture and accelerate the time-to-value for all new employees entering the business.

Across all roles, you are expected to maintain accurate data within the company's CRM, contribute to market intelligence reports, and represent the Strativ Group brand with high professional standards in all external interactions.