Podcast: How Reed reshaped its reward strategy to closely align with business purpose

Listen: Chris Brindley, reward business partner at Reed, talks about how the recruitment agency has redesigned its reward approach to closely align with business culture and strategy.

The Covid-19 (Coronavirus) pandemic led to the employer taking immediate action to launch new benefit schemes within weeks instead of months, and focusing on rewarding top performers in an incredibly competitive market.

At a glance

Reed is a recruitment service with around 1,700 employees. Typical job roles at the organisation include recruitment consultants, talent acquisition specialists, and resourcing business partners. The average lenght of service is more than five years.

Primary business objectives that impact employee benefits

As a fast-growing organisation, Reed is looking to hire and retain the best talent in the recruitment sector.

Career history

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Chris Brindley, reward partner, first joined Reed in January 2017. He started as a temporary worker working for one of its biggest contracts in Reed Talent Solutions, and then joined the Reed graduate training scheme and worked for a year as a HR recruitment specialist, before joining its reward team.

Working in recruitment is really rewarding,” says Brindley. “I am still connected to all of the candidates that I placed in life changing roles, I’m proud to see their careers progress and know that I played a part. In terms of reward, I am most proud of the consultant reward schemes we have launched this year, I can’t wait to send people away on holidays of a lifetime.”