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Growth Through Career Coaching

Rapid Executive Growth Through Career Coaching: My Insights on Immediate Impact with Simple Adjustments

I’ve always been struck by the misconception that career coaching is only for those in crisis—people unsure of their path or struggling at the lower rungs of leadership. But after years at Headhunters International, advising executives across sectors, I’ve seen a different reality. Even the most accomplished leaders can benefit from a fresh perspective, a nudge in the right direction, or a few targeted adjustments. What if a small tweak to your communication style or goal-setting process could yield a dramatic uptick in your performance? Time and again, I’ve witnessed how career coaching can deliver exactly that—immediate, high-impact results that elevate you to the next tier of success.

In this piece, I want to show you why executives of all levels—from emerging managers to seasoned C-suite leaders—stand to gain from structured, insights-driven coaching. We’ll explore how a series of seemingly minor tweaks can yield impressive shifts in personal branding, conflict resolution, and overall job satisfaction. And we’ll look at the often-underestimated power of a coaching relationship to unlock motivations you might never have tapped into otherwise.

So if you’ve ever wondered whether you’re truly maximising your potential, or if you’ve felt a nagging sense that there’s a gear you haven’t yet engaged, read on. A few pointed strategies, delivered through expert coaching, might be all you need to ignite substantial growth and see tangible changes in performance, influence, and career trajectory—sooner than you think.

Why Career Coaching Matters at Every Stage

I’ve fielded countless conversations with executives who assume that career coaching is for the uncertain or the inexperienced. But the truth is, no matter how high up the ladder you’ve climbed, you’re still a human juggling evolving roles, new challenges, and changing markets. Career coaching provides a sounding board and a mirror: an experienced professional who reflects your blind spots, clarifies your goals, and helps you define actionable steps.

  • Early-Career Leaders often require guidance on networking, personal branding, and time management.

  • Mid-Level Executives might need help adjusting to broader responsibilities, shaping team culture, or preparing for a director-level role.

  • Senior Leaders frequently face issues of strategic vision, maintaining personal resilience under pressure, or navigating board dynamics.

One open-ended question to consider is: “Have you ever felt ‘plateaued’ despite a strong track record of success?” That sense of stasis can creep in when you’ve been operating on autopilot. Coaching intervenes by challenging old assumptions and stimulating new ways of thinking.

The Immediate Payoff of Small Adjustments

Unlike some developmental programmes that take months to bear fruit, career coaching can deliver quick wins. Sometimes, a simple adjustment—like refining your morning routine, delegating tasks differently, or rephrasing your communication—can spark real transformation.

I recall coaching a finance director who consistently over-explained points in meetings, overwhelming her peers. Together, we worked on honing concise communication: bullet-style messages, direct requests, and a more assertive tone. Within weeks, colleagues noticed she was more focused and confident—giving her immediate credibility. That rapid improvement fuelled her ambition, and she pushed for bigger strategic roles.

At Headhunters International, I see this pattern repeatedly. A tweak to your presentation style, a new framework for setting weekly objectives, or a structured approach to giving feedback can propel you to higher levels of efficiency and impact almost overnight. Such “small” changes often have a compounding effect on your overall career trajectory.

Identifying Blind Spots and Leveraging Strengths

Coaches excel at revealing two main categories of insights: blind spots and untapped strengths. Blind spots can sabotage an executive’s progress—even if they remain hidden for years. Perhaps you have a tendency to micromanage, or you resist delegating tasks to capable team members, limiting your bandwidth for strategic thinking. A skilled career coach observes your habits and gently probes your assumptions, shining a spotlight on the patterns holding you back.

On the flip side, many leaders underutilise certain strengths. You might have a powerful storytelling ability or a knack for forging cross-department relationships but aren’t fully applying it to your daily leadership style. A coach can nudge you to leverage those hidden capabilities—be it in negotiations, public speaking, or motivating staff.

Open-ended question: “Have you ever reflected on the distinct talents you’ve not fully utilised in your role?” Uncovering them can be a game-changer. Think of it as shifting from autopilot to a more deliberate, growth-oriented mindset—one that harnesses every advantage you possess.

Handling Conflict and Building Stronger Relationships

Another area where a handful of precise changes can deliver a massive effect is in conflict resolution and relationship building. Leaders often find themselves mediating between teams, confronting underperformance, or negotiating key contracts. Even if you’re already adept at communication, a coach can refine your approach—maybe using more empathetic language, or setting structured boundaries that ensure respectful, productive dialogues.

I once worked with a senior HR executive overwhelmed by constant staff disputes. Her gut reaction was to solve every problem personally, spending nights drafting elaborate compromise proposals. Through coaching, we identified a more strategic stance: teaching managers conflict-resolution frameworks and empowering them to handle minor disputes. This single shift freed her time, reduced stress, and fostered staff ownership of solutions. The result? A calmer environment and a more credible HR leader who could focus on broader strategy.

A question to contemplate is: “How much time do you spend putting out fires that could be prevented with better delegation or a clearer conflict-resolution policy?” Small, targeted coaching interventions here can free significant resources—yours and your organisation’s.

Positioning Yourself for the Next Opportunity

Career coaching also helps you position yourself for bigger challenges or new roles. You might be eyeing a board seat, a regional directorship, or a leap to a global position. Or maybe you’re content in your current spot but wish to broaden your influence. A coach probes your career narrative: Are you showcasing the right achievements on your CV or LinkedIn profile? Are you networking in the circles that matter for your next step? Are you demonstrating the executive presence and thought leadership potential that top recruiters look for?

At Headhunters International, we often intersect with executives who are ready for cross-border moves—expanding to new regions or industries. If that describes you, a coach can highlight cultural nuances, bridging the gap between your existing leadership style and the expectations of different markets. This might include quick tips on global business etiquette or more in-depth sessions on cross-cultural team dynamics. Even small adjustments—like scheduling early calls to accommodate colleagues in drastically different time zones or learning basic greetings in another language—can send a powerful message of respect and inclusivity.

Cultivating Mental Resilience and Work-Life Balance

One underappreciated benefit of coaching is its impact on mental resilience. Executives carry immense pressure—financial targets, stakeholder demands, and high-stakes decisions. Over time, stress can degrade clarity and motivation. Career coaches don’t replace therapists, but they can guide you to practical coping strategies. This might involve creating a strict boundary around after-hours work, building in short mindfulness routines, or engaging in regular self-reflection sessions.

I recall working with a Chief Technology Officer who was nearing burnout. By implementing micro-breaks, a daily reflection journal, and a clear policy on emails after 7 pm, he preserved his mental bandwidth and regained a sense of control. Within weeks, his team noticed he was more patient, more creative in problem-solving, and generally more approachable—giving him an immediate edge in a fast-moving tech environment.

Open-ended question: “Are you noticing signs of stress that undermine your performance—like irritability, procrastination, or lack of focus?” Even a brief coaching intervention can calibrate your routines, freeing energy and fostering a healthier, more sustainable leadership style.

Immediate vs. Long-Term Payoffs

One of my favourite things about career coaching is how it can deliver dual benefits: instant improvements and long-term growth. The immediate impact might be learning to moderate your tone in meetings or reorganising your calendar for peak efficiency. These quick wins can revitalise your confidence and demonstrate to your team that you’re proactive about enhancing your leadership.

Simultaneously, coaching often seeds deeper transformations. Once you’ve seen how short interventions can yield results, you’re likelier to embrace bigger changes—like revamping your personal brand, exploring advanced leadership models, or realigning your career path. It’s somewhat akin to a virtuous cycle: small adjustments boost your morale, leading you to attempt bolder shifts, which further expand your capabilities.

At Headhunters International, I’ve guided executives over multiple years, watching them evolve from cautious about minor improvements to adopting a full-scale leadership philosophy overhaul. The spark that ignited that journey was often a single, well-timed coaching session revealing the potency of small, strategic adjustments.

Overcoming Resistance and Embracing Vulnerability

Despite the proven upsides, some executives remain hesitant about coaching. They might fear it reveals incompetence or worry about the vulnerability required—discussing personal challenges or self-doubt with an external party. Yet acknowledging vulnerability is frequently the key to unlocking greater leadership authenticity.

Consider a CFO who bristles at the idea of any “soft skills” coaching. After a series of budget conflicts with department heads, a coaching session exposed how her data-heavy approach alienated colleagues. Once she admitted this—and let her coach guide her through more empathetic communication—she mended relationships, expedited budget approvals, and drastically reduced friction. Letting go of the fear that coaching implied weakness actually made her a stronger, more inclusive leader.

Question: “Are you holding back from coaching because you worry it shows weakness, or are you open to discovering fresh perspectives that might amplify your strengths?” Embracing vulnerability can be the gateway to the next plateau of leadership excellence.

Choosing the Right Coach and Framework

You may wonder how to find the right coach for your needs. The coaching field spans everything from corporate leadership specialists to holistic life coaches. As an executive, you’ll likely want someone with business acumen—an individual who understands strategy, P&L responsibility, and the reality of leading teams under pressure. It’s also beneficial if they grasp your industry’s nuances or have cross-sector experience that can broaden your horizons.

Headhunters International partners with seasoned leadership coaches and experts who not only tackle personal performance but also align coaching outcomes with broader organisational goals. Perhaps your company is pivoting to a new market, and you’re expected to lead that charge. A coach can blend personal development with strategic insights, ensuring every micro-adjustment you make feeds into the business’s larger objectives.

During the initial sessions, you might set tangible objectives—like improving team engagement scores, trimming conflict resolution times, or amplifying board presentation efficacy. Reviewing these goals regularly clarifies progress. Some coaches employ psychometric tools or 360-degree feedback, giving you quantifiable data on your improvement areas. Others focus on structured conversations, with “homework” or reflection exercises in between.

Measuring Success and Sustaining Growth

Career coaching’s effectiveness hinges on measuring outcomes, both qualitative and quantitative. Qualitative markers could include feedback from peers, direct reports, or shareholders who see a change in your leadership style. Quantitative measures might include productivity gains in your department, reduced turnover, or improved customer ratings—if those metrics connect to your daily leadership actions.

Beyond these metrics, sustaining your growth after formal coaching ends is crucial. The best coaches equip you with the tools and mindset to self-coach—building a habit of reflective practice, seeking feedback from trusted allies, and revisiting your objectives periodically. While many executives choose to maintain a long-term coaching relationship, even short-term engagements can instill lasting habits if you’re deliberate in preserving them.

Conclusion

The notion that “small adjustments create big impacts” is more than a motivational cliché—it’s a tested reality for executives who tap into career coaching. Whether you’re navigating a transition between roles, aiming to handle larger responsibilities, or simply looking to re-energise your leadership style, coaching offers tangible benefits. You might be pleasantly surprised by how quickly you can witness improvements: from honing your communication in meetings to restructuring your day for enhanced focus, or strengthening your cross-cultural fluency in a global setting.

At Headhunters International, I’ve seen first-hand how executives soar once they embrace targeted coaching interventions. It’s not about fixing perceived weaknesses—it’s about unveiling the next level of your potential. If you’re even slightly curious, ask yourself: “What would it take for me to achieve my ambitions faster and more sustainably?” That might be the spark that convinces you to explore how a qualified coach could propel you forward, one simple yet significant step at a time.

Ready to see how a few strategic adjustments can transform your executive performance? Contact me at Headhunters International to learn more about our tailored career coaching programmes. Let’s work together to pinpoint your next milestones and develop the immediate, high-impact changes that will elevate your leadership and fast-track your results. It’s time to unlock the potential you’ve always known was there, waiting to be fully realised.

Or check out my other resources here https://headhunters-international.com/services/career-coaching

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Unlocking Global Executive Talent

“Unlocking Global Executive Talent: My Approach to International Headhunting at Headhunters International”

Introduction

When I first ventured into international headhunting, I was both captivated and slightly overwhelmed by the sheer scope of it all. Here at Headhunters International, I’ve devoted my career to connecting executives and high-level professionals with roles that align not just with their skill sets, but also with their aspirations and cultural values. Whether I’m helping a fintech startup in Singapore scout for senior leadership or a UK-based conglomerate find a C-suite executive with global expertise, one principle remains consistent: talent knows no borders.

In this article, I want to demystify how we at Headhunters International approach the challenge of identifying, evaluating, and ultimately placing top executive candidates across different regions. Through the lens of my own experiences, I’ll explore why cross-border recruitment is more crucial than ever, how cultural intelligence can tip the balance between a good fit and a perfect match, and what companies can do to attract the best candidates in today’s fiercely competitive market. By the end, I hope you’ll have a clearer picture of our international search process and how we help companies unlock talent pools they never knew existed.

The Importance of Going Global

Many organizations still limit themselves to local or regional talent. While that may be sufficient for certain roles, the senior-level dynamics of modern business often demand a wider perspective. Whether it’s navigating the complexities of different regulatory frameworks or catering to culturally diverse customers, a global mindset at the leadership level can deliver a competitive edge.

Have you ever wondered what untapped potential might lie outside your home market? Over the years, I’ve seen companies rocket to success after bringing on board an executive from a completely different cultural or geographical background. Their fresh insights, plus an ability to adapt proven methods from one region to another, can be transformative. Yet, for many firms, the logistical and cultural barriers of global recruitment can feel daunting—hence, the need for specialized guidance.

At Headhunters International, I’ve observed how even small to mid-sized enterprises can benefit from a cross-border approach when they have big ambitions. Sometimes, all it takes is that one key hire with international experience—someone who’s fluent in emerging markets, understands cultural nuances, and can spot growth opportunities that local candidates might miss.

Cultivating a Global Mindset

Before we begin any search, I advise clients to assess whether they truly embrace a global mindset. Are they prepared to accommodate language differences, flexible working hours to match different time zones, and perhaps even sponsor visas? If the answer is yes, it sets the stage for a successful search. If not, we might need to fine-tune expectations.

One example stands out: a UK-based renewable energy firm wanted to expand into Southeast Asia but lacked local connections and cultural know-how. We recommended they bring on a C-level executive with deep knowledge of that region’s regulatory landscape and business etiquette. Initially, the board was hesitant about cultural mismatches and communication barriers. But after several candid discussions—and a thorough examination of candidate profiles—they selected a Singaporean executive who ended up establishing successful partnerships they’d never have secured otherwise.

At Headhunters International, we treat cross-cultural sensitivity as a hallmark of a strong candidate. Being aware of how different teams process information, make decisions, and view authority can make or break a leadership role. I’ve noticed that executives who adapt quickly to local norms, without compromising on core leadership qualities, tend to foster more cohesive and motivated teams in global settings.

Identifying Executive Profiles that Transcend Borders

Finding high-level talent is rarely about scanning job boards or LinkedIn for keywords—especially when you’re dealing with an international pool. Instead, we rely on a refined network, built up over years of relationships with professionals spanning multiple industries and regions.

Some of our best leads come from discreet referrals or existing executive relationships. Perhaps a CEO we placed three years ago in Germany is now leading a multinational team and knows a brilliant CFO in the Netherlands. Maybe a venture capital contact in Silicon Valley knows an engineering vice president eager to relocate to Europe. These connections form an invisible web that only dedicated headhunters can leverage effectively.

Whenever I evaluate a potential candidate for an international role, I look for more than just skills and achievements. Can they navigate cultural gaps? Have they led teams with diverse backgrounds before? Do they exhibit emotional intelligence when bridging the subtle differences in communication styles? One open-ended question I often pose to candidates is: “How do you handle conflict resolution in teams with varied cultural norms?” Their answer can reveal whether they truly understand the global context or merely pay lip service to it.

Navigating Logistical Hurdles: Visas, Relocation, and Local Regulations

Global searches often entail complex logistics—visa requirements, relocation packages, and local employment laws. At Headhunters International, I’ve seen how easily a promising hire can stall if these details aren’t ironed out early. Companies occasionally underestimate the time and paperwork involved in bringing a foreign executive on board, leading to frustrations and delays.

I recommend an anticipatory approach: from the moment we suspect a cross-border hire might be on the cards, we map out the immigration and legal frameworks involved. For instance, if an Australian executive is moving to the UK, or a British CFO is transferring to Dubai, we’ll consult with immigration specialists to ensure a smooth transition. This diligence spares candidates from unnecessary stress and demonstrates to them that the hiring company is serious about welcoming them.

Relocation support is equally critical. When I propose a relocation package, it’s not just about covering moving costs. We talk about acclimation resources—cultural orientation sessions, perhaps local schooling options for their children, or help with spousal job placement. The more welcoming the environment, the more quickly an executive can settle and contribute at full capacity.

Crafting an Employer Value Proposition That Resonates Internationally

Sometimes, I see companies assume that their local reputation will automatically attract top talent abroad. In reality, global candidates may have little brand familiarity with your firm. That’s why the employer value proposition (EVP) becomes vital when stepping onto the international stage. What unique culture do you offer? What career progression can a candidate expect if they relocate? How does your company’s mission fit within a global context?

If you’re aiming to draw candidates from new regions, be prepared to articulate these points clearly. For example, a Scandinavian tech start-up I worked with wanted to break into the Asia-Pacific market. Yet the job descriptions they put out initially said little about how they’d support remote or hybrid collaboration across continents. Once we helped them tailor their EVP—emphasizing a people-first approach, progressive leadership, and robust digital communication tools—they saw a surge in interest from talented professionals who had previously overlooked them.

I also encourage clients to spotlight any diversity and inclusion efforts. In my experience, executives who’ve spent time in multiple cultures often value workplaces that celebrate differences. A proven commitment to DE&I can set your company apart in a crowded talent market.

Interviewing Across Borders: Leveraging Virtual and In-Person Touchpoints

The interview process itself can be an adventure when your candidates live thousands of miles away. At Headhunters International, we strike a balance: initial screenings often happen via video conference, allowing for real-time interaction that’s more personal than email. This step helps me gauge not only a candidate’s expertise but also their communication style and level of comfort with remote collaboration.

Yet, for higher-level roles, I’ve found that in-person interviews—whenever feasible—remain invaluable. There’s a certain chemistry you can only detect when you’re in the same room, reading body language and seeing how the candidate interacts with your broader team. I still remember one CFO search I led where the preferred candidate was based in Toronto, while the hiring company was in London. The executive flew in for an intensive two-day on-site session; what sealed the deal wasn’t the CV alone but how naturally he bonded with department heads over impromptu coffee breaks.

Of course, not every hiring scenario allows for cross-continental flights. When in-person is off the table, we recommend structured virtual interviews spanning multiple time zones and team members, giving each side a thorough sense of fit. We’ll also suggest short tasks or case studies that mimic real-world challenges, bridging some of the gap left by limited face-to-face interaction.

Ensuring a Smooth Onboarding and Long-Term Success

Securing the perfect candidate is only half the battle. Once the contract is signed, the onboarding phase determines whether the new executive truly flourishes. I encourage clients to treat onboarding as a structured process, especially for cross-border hires. That might mean assigning a mentor, scheduling regular check-ins about cultural integration, or organizing team-building sessions that help the new executive learn the firm’s unwritten rules.

Have you ever asked a newly hired international leader, “What surprises you most about our company culture?” It’s a revealing question that can unearth hidden gaps in assumptions and communication. When companies embrace this feedback loop, they can adjust their practices to better support global talent, ultimately reducing turnover and boosting morale.

Personally, I find it immensely rewarding to revisit a client six months after placing a candidate and hear that they’ve already spearheaded game-changing initiatives. Sometimes, the new executive fosters an intercultural synergy that redefines how the company operates. Those are the moments that remind me why international headhunting isn’t just about filling a vacancy—it’s about revitalizing organizations and careers.

Conclusion

In an era when markets shift rapidly and businesses increasingly think beyond borders, international headhunting can provide a pivotal advantage. At Headhunters International, my team and I have dedicated ourselves to helping companies discover that edge by placing global executives who elevate performance, champion cultural diversity, and usher in fresh perspectives.

Yes, the logistics can be complex, and yes, bridging cultural divides requires effort. But the payoff—finding that visionary leader who fits seamlessly into your global strategy—is immense. If you’re poised to expand internationally or seeking leadership that resonates with a broader audience, I’d love to guide you through the process. Are you ready to unlock the world’s executive talent pool? Let’s collaborate to turn your vision into a successful cross-border recruitment story.

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Thinking about broadening your leadership team’s horizons? Reach out to me at Headhunters International. Whether you need guidance on navigating visas, refining your EVP, or conducting a truly global search, I’m here to help you find the perfect executive fit for your multinational ambitions.

Or check out my other resources here https://headhunters-international.com/services/career-coaching

Navigate back to our Home page here.

 

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Authenticity in Job Interviews: Why Buzzwords Can Cost You the Job

 

Trying to sound smarter than you are in interviews or on your CV?

Employers see right through buzzwords like ‘blockchain synergy’ or ‘AI-infused solutions’ when you can’t explain them.

Mark Ross, with over two decades of headhunting experience, explains why forced jargon kills trust and how authenticity always wins.

Learn why clarity beats buzzwords every time and how to craft interview answers that showcase your true expertise.

Want to stand out for the right reasons? Take your career to the next level with our expert resources!

Explore our Reverse Headhunting courses and books designed to help you land career-defining roles and master every stage of the job search process.

👉 Click here to visit our website and start your journey today!

Discover proven strategies to boost your career and secure opportunities others miss. https://headhunters-international.mykajabi.com/

Authenticity is the new smart—start winning in your job search now!

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How businesses can do more to address Britain’s skilled worker shortage

Lloyds Bank’s Business In Britain survey showed a rise in business confidence, but firms also said that it is getting harder and harder for them to find the staff they need to capitalise on it.

The bank reported that while confidence was at an 18 month high, challenges in hiring were at a ten year high.

A staggering 52 per cent of respondents said they struggled to recruit skilled staff in the last six months.

It should be stated at this point that this is no cynical attempt by Lloyds to garner a bit of cheap publicity. The Business in Britain report is in its 25th year and is put together from the views of 1,500 companies, mostly small and medium sized enterprises that are (as we keep being told) the engines of growth. As such, its findings are worthy of note.

Now, regular readers won’t be surprised to see me using this as yet more evidence of just how stupid, and damaging, the current Government’s approach to immigration is.

Making EU residents feel unwelcome, and pandering to racists, will cause real, and lasting economic damage to this country. They’ve already started to vote with their feet, exacerbating the nation’s yawning skills gap.

However, at the same time, it is also fair to ask whether businesses are doing enough to mitigate the problem themselves, and whether their approach to recruitment isn’t making the difficult situation they identify worse than it otherwise might be.

After all, we were talking about the skills gap before the EU referendum and it would likely have continued to cause problems even had David Cameron’s decision to call it not resulted in an outbreak of collective insanity.

Part of the reason why it continues to be an issue is that businesses are failing to exploit the talent that is under their noses.

For example, I constantly highlight the disability employment gap within these pages. Despite the labour shortages Lloyds references, skilled disabled people can’t find jobs.

According to disability charity Scope, the difference between the rate of employment among able bodied people when compared to that of disabled people currently stands at a staggering 31.3 percentage points.

But it isn’t just disabled people. Unemployment is also markedly higher among black and minority ethnic people, about twice the rate found among white Britons in fact.

Last year, I revealed the results of a TUC study that found that the disparity in incomes between BAME workers and their white workers actually increases the more qualifications they get.

Meanwhile, we constantly see reports highlighting poor treatment of female staff, and of LGBT staff.

What all this indicates is that UK businesses are failing to tap into some substantial pools of talented and skilled workers, failing to make the best of the workers from them when that they do hire them, failing to treat them well.

Part of the problem might be being caused by recruitment agencies. Many firms use them, and they may sub consciously, or even deliberately, exclude certain candidates from shortlists to minimise what they misguidedly perceive as “risk”, all with the aim of keeping their clients happy.

 

Read More – www.independent.co.uk

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Employment and Wages Are Up Again But Progress Is Slowing

Wages are on the increase amid near record rates of employment, according to official figures.

Data released by the Office for National Statistics this morning reveals unemployment fell by 47,000 to 1.36m in the three months to August and pay rose by 3.1% over the quarter, compared with a year ago, while inflation for the same period was 2.5%.

There were 32.39m people in work over the quarter – down 5,000 on the previous quarter.

Commenting on the data, Pawel Adrjan, UK economist at the global job site Indeed, said Britain’s labour market is slowly pivoting from job growth to pay growth: “Average pay is now growing at its fastest rate since 2008, and the curtain could finally be starting to come down on the lost decade of stagnant wages.

“With the number of new jobs created flatlining as the economy hovers close to full employment, employers are having to fight harder and pay more to recruit staff.

“For the economy to deliver more sustained pay growth it needs an injection of the labour market ‘X factor’: better productivity.”

Also commenting Recruitment & Employment Confederation CEO Neil Carberry said the data reflected the strong performance of the UK’s flexible jobs market, with wages rising in real terms and near record rates of employment.

“But there is some evidence that progress has slowed as businesses enter a holding pattern ahead of any Brexit deal.

“What we need now is for the government to take a pragmatic approach that delivers a smooth Brexit for the economy – and for people’s jobs. A transition period and longer-term clarity and stability on terms of trade and mobility between the UK and the EU are essential to avoiding a bumpy landing.”

Read more – www.recruiter.co.uk