2. Whether its working with pharmaceutical, CRO and biotech organisations covering Clinical Research,
Regulatory Affairs, Biometrics, Pharmacovigilance, and Medical Affairs; supporting blue-chip
ERP/CRM businesses to source staff skilled in Oracle E-Business Suite, SAP, JDE World/One World
and Siebel; or matching high calibre professionals with roles in Database Marketing, Customer Insight,
Web Analytics or Credit Risk Analysis, SEC can assist wherever you are looking to hire or work
throughout the UK and Europe.
Established in 1987, SEC has grown to become an innovative
and award-winning provider of recruitment and talent
acquisition services, concentrating on specific, candidate
scarce markets. From our offices in London and Woking
we now have a team of over 60 highly skilled people, who
are passionate about recruitment. Our consultants are
focused, tenacious and willing to go the extra mile to
ensure we find the right person or new role for you. With
old-fashioned values and an incredibly strong work ethic,
we strive to provide an unmatched level of satisfaction for
all our customers.
SEC are a wholly owned subsidiary of RDL Corporation,
a UK based group of recruitment businesses providing high
quality, specialist recruitment and resourcing services to a
wide range of customers throughout Europe. RDL has
annual sales revenues in excess of £20 million.
We pride ourselves on our culture of providing an
exceptional level of service in all our customer interactions.
To show our commitment to this, we are members of
The Association of Professional Staffing Companies (APSCo),
the Institute of Recruiters (IOR) and the Recruitment &
Employment Confederation (REC). You benefit by knowing
we have a recognised stamp of quality assurance, adhere
to a strict code of conduct and offer only the very highest
possible standards of recruitment practice.
In keeping with our focus of continuous improvement,
SEC is ISO 9001 accredited, an internationally recognised
standard for quality management. Maintaining our
accreditation guarantees we have proven processes in
place to ensure we meet and strive to exceed all customer
Welcome to SEC – a refreshingly different type of recruiter.
The delivery of high quality customer care really is of
paramount importance to us and we are extremely
proud that this has been formally recognised by winning
numerous industry awards and accolades.
We don’t claim to be experts in every
sector… but we can claim excellence in
those that we specialise in. These are:
Technology and Analytics
SEC specialises in recruitment for a variety of skill
sets within the wider Technology and Analytics
Data Analysis / Data Modelling
SEC Pharma was developed to focus on the
Pharmaceutical, Biotech, Medical Device, CRO and
Healthcare Consultancy industries and we specialise in
recruiting right across the vast spectrum of roles and
skills within the following disciplines:
Clinical Data Management
Statistics & Programming
Pharma / Clinical IT
Sales & Marketing
SEC are almost unique within our chosen industries, as
our team consists of European, multi-lingual and highly
experienced consultants who know their markets extremely
well. Each has a focus on a particular skill set and specific
geography, depending on their technical knowledge,
cultural awareness, industry background and language
skills. With this unrivalled combination, SEC pro-actively
match niche professionals with hard-to-fill positions.
By familiarising ourselves with individual candidate skill
sets and personalities, as well as our client’s specific
business requirements and cultures, we guarantee we
can match jobseekers with client roles – ensuring both
organisation and individual can work to their full
potential, wherever they are located. We have successfully
Switzerland United Kingdom
Czech Republic Portugal
4. Our Services – The Detail
A Partnership Approach
The majority of day-to-day contact with candidates and
clients is by phone and email, with quarterly client review
meetings being face to face. We are very flexible and work
the way you want us to, however to ensure we can deliver
the best possible service and continue to offer you the
most competitively priced recruitment services, we do ask
for the following from our clients:
A detailed and comprehensive brief on the role and
candidate requirements. Ideally via a conference call
with the relevant line manager and HR.
Specific feedback on CV’s submitted, so that we may
improve our search criteria if required, and provide
candidates with constructive feedback.
Post interview feedback, so that we may better
understand your requirements, improve our search
brief if required and provide candidates with
Having proven ourselves as valuable and high quality
suppliers, for you and your colleagues to see us and
work with us as true partners.
Our aim is quite simple – to find you the best people
for your business and make the process of selecting
and hiring them as easy as possible. We can do this
in a variety of ways:
Search our own extensive database of
Manage complete recruitment campaigns –
from agreement of criteria, remuneration and
targeting to campaign creation and personal
approaches to nominated individuals.
Proactively search for individuals to
match unusual, specific or demanding
Arrange open days to present a large
pool of pre-screened professionals.
Research benefit packages, salaries,
competitors, skills availability, media and
overall market trends.
Offer working interviews for a no risk solution
to immediate skills shortages.
And last, but not least, our truly consultative
and advisory service for candidates encourages
many top professionals to look to us for
ongoing assistance with their careers, keeping
us in regular contact with the people you could
be looking for.
Our services include Permanent, Interim and Contract
Recruitment, Managed Recruitment Campaigns, Managed
Advertising as well as Search and Selection when required.
In addition our consultants fully understand the challenges
facing the industry, emerging technologies and software
as well as an awareness of what some of the future trends
may be, ensuring we are well placed to also assist you with
planning and forecasting.
The benefits of choosing SEC as your recruitment partner:
Gain access to the best candidate attraction and
recruitment processes to suit your business.
Guaranteed proactive sourcing and selection of
the industries best talent.
Increase your ability to secure this talent, ahead
of the competition.
Reduce your time to recruit as well as the direct
and indirect costs of hire.
5. Candidate Acquisition
Every recruitment assignment is different and we aim to
look at every one as a unique project in order to best
create the most effective solution for your business.
For contract recruitment we of course rely more on
our existing pool of pre-referenced contractors and
established networks for candidate acquisition as often
these roles are urgent hires. However it is often the case
that the contract roles we work to fill are for niche skills
and we continue to search for fresh talent, via networking
and headhunting type approaches.
For permanent recruitment we always emphasise
proactive candidate acquisition methods and this
intensifies according to the seniority and scarcity of
the talent we are searching for.
Our core methods are summarised below:
Networking / Referrals
Within the high demand, candidate scarce markets that
we specialise in, proactive sourcing is essential to access
the best talent. Through constant ongoing interaction
with our registered professionals we build strong mutually
beneficial relationships that regularly result in identifying
new talent. With this active approach we offer existing
candidates incentives to assist us with our search, much
like the employee referral programmes used by many
blue-chip companies. As part of our networking focus,
SEC is a regular attendee at all of the major European
Proactive Search (Headhunting)
Closely related to our networking is our pro-active
sourcing for candidate scarce assignments. Our
consultants regularly make discreet approaches to
industry individuals who are not actively looking for
new opportunities. We seek to build a real
understanding of their career aspirations and also
market the opportunities our clients can offer them.
By using the traditional ‘headhunting’ method in our
contingency business, as well as our retained
assignments, we can offer you a service that not
every agency can, or more importantly will, provide.
We confidently place ourselves in direct competition
with retained agencies as we believe we have the
networks and experience to deliver on Director or VP
level positions, often at a significantly lower cost than
traditional headhunting firms.
At any given time we have a shortlist of candidates who
have been telephone screened and who are currently
being marketed to existing clients, or who are waiting
to be short-listed for new assignments. This shortlist is
continuously updated so is always current and is our
first focus in sourcing talent. We operate a policy of
ensuring that every one of our active candidates is
contacted at least once per month although generally
contact is more frequent.
By data mining our own bespoke database, targeted
advertising or proactive sourcing we have immediate
access to pools of high calibre professionals, allowing
us to respond quickly to your resourcing requirements.
We use a variety of sector specific printed and online
advertising to promote current roles as well as to raise
awareness of SEC’s candidate services, ensuring we
attract regular enquiries from industry professionals.
Our company website has recently been completely
redesigned with significantly improved functionality,
making it a powerful tool for both vacancy marketing
and candidate generation.
By far our favourite method of sourcing candidates is
recommendations where existing candidates, who have
already registered with SEC, refer a friend or colleague
to us. This is a testament to the emphasis we place on
building relationships, with candidates specifically, and
indeed to our business as a whole.
6. In addition we ask detailed questions to ascertain a
candidate’s motivations for moving, their long-term
aspirations and their salary expectations. We feel
this produces improved efficiency in the recruitment
process and reduces any negotiation time regarding
salary at offer stage.
Qualification and Reference Checks
We request copies of educational achievements before
we submit candidate details to an organisation, however,
we do not send copies of these unless specifically
requested. Sometimes it is not always possible for
candidates to provide educational certificates in a short
timeframe and in this case we request that copies are
supplied as soon as possible.
We ask every candidate that registers with us for two
work references and we take these at the earliest
opportunity. Unfortunately it is often the case that
candidates do not authorise us to contact their referees
until they have received an offer of employment. For
contractors that have already worked for our clients we
are able to provide both formal and informal references.
SEC conducts checks on references, education and
identification for all candidates. This is done following
first interview and at a minimum at the point of offer
acceptance. We do not as standard check police records,
internet or professional association memberships. We do
require all candidates to provide us with a copy of their
passport, national ID card or working visa at the point at
which they accept a position. If we have any concerns
over eligibility for candidates to work in a particular
country we request these documents prior to registering
them on our database or submitting their CV to a client.
When selecting CV’s to match positions, our consultants
use the appropriate sourcing methods to obtain a ‘long-
list’, the definition of which is that CV’s on this reach the
basic requirements for the role. Every candidate on this list
is screened against the essential and desired requirements,
availability, interest level and salary expectations. Emphasis
is placed on ensuring that the candidate matches the brief
and every one selected for submission is considered to be
capable of securing an interview for the role.
For challenging searches where the number of candidates
available is relatively small, we operate a drip-feed
approach to candidate submission, submitting them as
and when they are qualified as suitable and interested,
within the agreed recruitment timelines. We further refine
our selection process using the feedback received from
Candidate Screening and Submission
SEC believes that the best way to measure the suitability
of a candidate is an assessment of their core
competencies, in line with both the technical requirements
of a job and the cultural values of our client organisations.
Our competency assessment framework will produce a
shortlist of ‘best fit’ candidates for interview and generally
create a more efficient and effective recruitment process.
We are committed to meeting with all candidates where
reasonably possible during the recruitment process.
However, due to the pan-European geographical spread
of our recruitment campaigns it is not always practical for
them to visit us for a face-to-face interview, therefore we
conduct thorough telephone screening procedures for
SEC conducts a comprehensive biographical and
competency telephone screen with every candidate
before registering them on our database or submitting
their details to our clients. As well as those areas
detailed already we have a structured process to interview
for skill set specific competencies and general soft skills.
We follow a telephone screening framework for each
skill set, which uses competency based questions to
assess the breadth and depth of experience within
each one. We focus on the key competencies required
in each role, based on information provided by our
clients at the start of the campaign.
Soft Skills Interview
Within our screening framework we also conduct a
soft skills assessment. Based on the responses and
the overall impression we receive we make evaluations
of a candidate’s soft skills, allowing us to then offer a
consultative opinion to our clients.
At SEC we have a huge appreciation for the importance of
our working relationships with industry professionals. This is
the cornerstone of our success: it is this approach that sets us
apart from our competition. We strongly believe in building
relationships so we can genuinely help you, starting from the
moment you first register with SEC and continuing throughout
In addition to introducing you to some of the most exciting
and challenging permanent and freelance positions in the UK
and Europe, SEC will also assist you with planning your career
and consult with you on developing your skill set in order to
meet the challenges that our sectors of focus constantly face.
And even if we are not currently recruiting for the right
opportunity, rest assured we will help you find it!
Our service also extends to providing guidance and advice on
making the most of your CV and bespoke preparation once
you have secured an interview.
SEC can offer you:
An entry on our own market-leading database
(subject to interview and evaluation).
Regular cross checks of your details against the
requirements of leading companies.
Access to experienced consultants who truly do
understand your industry.
Dedicated searches to match your skills with any
unusual, specific or demanding requirement briefs.
Invitations to relevant recruitment open days.
Up-to-the-minute advice on salary levels, benefit
packages, skills availability and overall market trends.
Keep up to date with our latest vacancies at
www.secrecruitment.com and register to get email
alerts for new roles as soon as they are advertised.
SEC has championed the development and operation of
apprenticeships within the UK recruitment industry. As a
result of developing our Apprenticeship Programme, more
than 50 recruitment companies have copied the SEC model
and several hundred recruitment companies will be using
apprenticeships during 2012, introducing thousands of new
recruits into our industry.
Innovation forms an intrinsic part of the SEC culture so in
2009 we took the strategic decision to develop the first
Apprenticeship Programme designed specifically for
recruitment. This programme had a dual objective – firstly
source and take on talented new recruits for our business,
and secondly to give something back by providing an
opportunity to talented and hard-working young Londoners
who were struggling to find their first job.
Without this innovation, which has been used in extensive
publicity by the National Apprenticeship Service, the industry
may not as readily have adopted this strategy, which not
only provides cost savings for the recruitment companies,
it provides opportunities for keen young people to join a
Stuart Britton, CEO of RDL Corporation, SEC’s parent
company, played a significant role in the development of
SEC’s Apprenticeship Programme and is now a member
of the Apprenticeship Ambassador Network, providing
leadership, advice and support to other recruitment
businesses looking to develop opportunities for young
people in UK recruitment.
As the first company in recruitment
to recognise the opportunity presented
by the Government Apprenticeship
scheme, SEC Recruitment has managed
to combine Corporate Social Responsibility
with a real bottom line benefit to their
organisation. They have led the way in
the development of young talent to
enhance their own business and the
recruitment profession as a whole.
APSCo’s statement on SEC Recruitment winning
the 2011 Innovator of the year Award
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