Frequently Asked Questions

You can register in three ways: (1) Submit your CV via our CV submission page and a consultant will be in touch within 24 hours; (2) Create a full candidate account on our registration page for access to saved searches, job alerts, and application tracking; or (3) Call us directly on 0800 123 4567 and we'll register you over the phone.

This varies significantly by sector, level, and current market conditions. For high-demand specialisms (e.g., technology, healthcare), candidates are often in interviews within 1–2 weeks and placed within 3–6 weeks. For senior and executive roles, the process typically takes 6–14 weeks. We will always give you a realistic timeline based on your specific profile and target roles.

Absolutely — in fact, the majority of our candidates are in employment when they first register with us. We handle all approaches with complete discretion and confidentiality. We never contact your current employer without your explicit permission, and we work around your schedule for interview preparation and meetings.

Yes. We support candidates from graduate/entry level through to C-suite executives. Different divisions of our business specialise in different levels:

• Graduate & Early Career: entry-level to 3 years' experience
• Professional: 3–10 years' experience
• Senior: 10+ years / Head of / Director level
• Executive Search: VP, C-suite, and Board-level appointments

Your dedicated consultant will provide regular updates via your preferred communication method (phone, email, or your candidate dashboard). We operate a strict "no candidate left in the dark" policy — we will always provide feedback after interviews, even when the news is not positive, and update you on the status of every application within 5 working days of submission.

For standard professional roles where we have active candidates in our database, we can typically present a shortlist of 3–5 qualified candidates within 3–5 working days of receiving a detailed brief. For more niche or senior roles, allow 7–14 days. Our executive search assignments have their own tailored timelines which we agree at the outset.

Yes. All permanent placements come with a standard 12-week rebate guarantee. If the placed candidate leaves or is released within this period (excluding redundancy), we will conduct a complimentary replacement search at no additional fee, or provide a pro-rata refund. Extended guarantee periods are available for senior hires.

All candidates are screened through a rigorous process: CV review and competency assessment; telephone/video interview with a sector-specialist consultant; right-to-work verification; qualification and employment history verification; reference checks (provided upon request, pre-offer); and for senior roles, additional psychometric assessment is available. We only present candidates we are confident can do the job and who are genuinely motivated by the specific opportunity.

Yes — we have a dedicated temporary and contract staffing division. We can supply temporary workers for periods from 1 day to 24+ months, as well as fixed-term contract specialists. Our temp workers are fully vetted, reference-checked, and right-to-work verified. We handle all payroll administration for temporary placements, making the process seamless for you.

Yes — fully. We take data protection extremely seriously and operate in strict compliance with UK GDPR and the Data Protection Act 2018. Candidate data is only shared with employer clients with the explicit consent of the candidate. We have a dedicated Data Protection Officer and our full privacy policy is available at privacy-policy.html.

For UK applications, a clean reverse-chronological format is standard and most effective with ATS screening software. Use a professional font (Arial, Calibri, or Georgia at 10–11pt), clear section headings, and consistent formatting. Avoid text boxes, columns, headers/footers, and tables if you're applying online — these can confuse ATS systems. Download our free CV templates from our career advice hub.

Yes — a well-written personal profile (3–5 lines) at the top of your CV is highly recommended. It gives recruiters an immediate context for who you are, what you offer, and what you're looking for. Tailor it for each application. Avoid generic openers like "I am a hard-working team player" — focus on your unique value proposition and career direction.

Once you submit your CV, it is reviewed by a sector-specialist consultant within 1–2 business days. If your profile is a strong match for current vacancies, we'll contact you to schedule an initial consultation call. Even if there isn't an immediate match, your CV is added to our active candidate database and you may be contacted when a suitable role arises. You'll also be set up with relevant job alerts.

When applying via TalentBridge UK directly, a cover letter is not required — your consultant will advocate for you with employers. However, if applying directly to employers who request one, a targeted cover letter is worthwhile. It should be 3–4 paragraphs, demonstrate genuine knowledge of the company, and explain why you are an excellent fit for this specific role. Avoid simply replicating your CV.

Yes — all registered candidates receive a complimentary CV review from their dedicated consultant. We will provide specific, actionable feedback to help you present yourself as strongly as possible. For a more comprehensive CV rewrite service, we also offer professional CV writing packages. Ask your consultant for details.

STAR stands for Situation, Task, Action, Result. It's the most effective structure for answering competency-based ("tell me about a time when...") interview questions. Situation: briefly describe the context; Task: explain your specific responsibility; Action: describe what YOU personally did (focus on "I" not "we"); Result: quantify the outcome where possible. Practice 6–8 strong STAR examples covering key competencies for your target roles.

When in doubt, dress one level smarter than the company's day-to-day standard. For most professional roles, business professional or smart business casual is appropriate. If you're unsure of the dress code, ask your TalentBridge consultant — they will know the company culture. For video interviews, ensure your background is tidy and professional, and dress as you would for an in-person meeting.

This question tests your self-awareness and honesty. Choose a genuine weakness that is not a core requirement of the role, then demonstrate the steps you're actively taking to address it. For example: "I used to struggle with public speaking, but I've addressed this by joining my company's Toastmasters group and volunteering to lead team presentations — I now feel much more comfortable." Avoid clichés like "I work too hard" or "I'm a perfectionist."

Strong closing questions demonstrate genuine interest and commercial awareness. Good examples include: "What does success look like in this role in the first 90 days?"; "How would you describe the culture of the team?"; "What are the biggest challenges facing the team right now?"; "What development opportunities are available?"; "What do you personally enjoy most about working here?" Avoid asking about salary, benefits, or holiday in a first interview.

Yes — a concise, professional thank-you email within 24 hours of the interview is highly recommended. It reinforces your interest, gives you the opportunity to address anything you wish you'd said better, and sets you apart from candidates who don't follow up. Keep it to 3–4 sentences: thank them for their time, restate your enthusiasm for the role, and briefly reference something specific discussed in the interview. If you applied via TalentBridge, copy your consultant in or let us know how it went.

If you're applying through TalentBridge, we handle the initial salary discussion with employers on your behalf, based on your stated requirements. This protects you from disclosing your number too early. If applying directly, avoid stating a salary expectation until you have a firm offer unless directly asked. If pressed, provide a researched range rather than a single figure, and anchor to the higher end.

Key principles: always negotiate after you have a formal offer (not during interview); base your counter-offer on market data, not personal need; be professional and collaborative in tone ("I'm very excited about this opportunity and would love to make it work — is there flexibility on the salary?"); consider the full package including bonus, pension, equity, and benefits; be specific (state a number or range) rather than simply saying "can you do better?" Download our free Salary Negotiation Guide for full scripts and strategies.

You are under no obligation to disclose your current salary, and in some jurisdictions this question is restricted. At TalentBridge, we focus on your market value and target remuneration rather than using your current salary as an anchor. We recommend sharing your current total package only if you're comfortable doing so, and only with a recruiter you trust to use the information in your interest.

Our 2026 data shows that candidates changing employers typically achieve a 12–25% salary increase, with the median being 18%. Increases are higher for candidates moving into higher-demand specialisms (technology, cybersecurity) and lower for moves in more competitive, supply-rich markets. Senior candidates and those with rare specialisms typically achieve the largest uplifts. Note that salary increases above 25% are achievable but may signal that you were significantly underpaid.

Always evaluate the total package and broader opportunity, including: annual bonus (percentage, historic payout rates); pension (employer contribution percentage); share options or equity; healthcare benefits; holidays and flexible working; professional development budget; career progression opportunities; team and management quality; culture and values alignment; and long-term earning potential. A lower base salary at a company with strong progression can be worth more than a higher base with limited growth.