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What is a brilliant candidate experience, and why does it matter? When you think about your hiring process, how much time do you spend considering what it feels like to be the candidate? For founder-led SMEs, where every hire is critical, crafting a positive candidate experience isn’t just about being polite or professional, it’s about standing out in a competitive market.   So, what is it? A brilliant candidate experience is how someone feels throughout their journey with your company, from the moment they hit “apply” to the day they either join your team or walk away. It’s not just about making a good impression; it’s about showing candidates what it’s really like to work in your business. Why does it matter? According to research from Glassdoor, 58% of job seekers say they wouldn’t apply to a company again if they had a poor candidate experience. On the other hand, candidates who have a positive experience are more likely to accept offers, recommend your business to others, and even become advocates for your brand - even if they don’t get the job.   For SMEs competing against larger corporates, a brilliant candidate experience is more than a nice-to-have, it’s how you show candidates why joining your team is the better and only choice.   The power of a brilliant candidate experience Large corporates might have slick recruitment processes, but SMEs have a secret weapon. You make it personal.  When one of my clients was recruiting for a Marketing Manager, they produced some brilliant materials, including a video (that was very tongue in cheek but gave a great insight into the culture and what it was like to work there) and a PDF that gave a warts and all snapshot of the business. My candidates LOVED it!  Where corporates rely on volume and standardisation, I have seen that founder-led SMEs can deliver something far more meaningful: a candidate journey that feels authentic, human, and reflective of your values. At Feather Grey Consulting, we believe that the candidate’s journey is as important as the hire itself. When candidates feel respected, informed, and valued, they’re not just more likely to join your business, they’re more likely to thrive and stay.   Here’s how a brilliant candidate experience can give you the edge:   It reflects your culture Every touchpoint with a candidate is an opportunity to show them what your company stands for. If you pride yourself on being agile and collaborative, make sure your hiring process reflects that. Candidates who experience your culture from day one are more likely to feel confident saying yes. It builds long-term relationships Even when a candidate isn’t the right fit for a role, the experience they have with your business leaves a lasting impression. If they feel respected, they’ll remember you, and they might even refer other brilliant people to you in the future. It sets the stage for success A poor candidate experience can create doubts about your business, even after an offer is accepted. On the other hand, a brilliant one sets the tone for their entire journey with your company. From application to onboarding, it’s your chance to show them why they made the right choice.   How to deliver a brilliant candidate experience If you’re serious about attracting the best talent for your SME, here are some practical ways to transform your hiring process:   1. Think beyond the job advert Your job ad isn’t just a list of requirements—it’s the first step in showing candidates what makes your business unique. Be specific about your values, your vision, and why this role matters. Example: Instead of saying “We’re looking for a hard-working team player,” explain how the role contributes to your company’s growth and how the candidate will make an impact and what’s in it for them! 2. Make the process simple and respectful Candidates often juggle multiple applications, so a clunky or time-consuming process can turn them off. Keep it streamlined, clear, and mobile-friendly. Most importantly, keep them informed, being ghosted or silence after an application is one of the biggest frustrations candidates report. 3. Communication is a non-negotiable Candidates crave clarity. From application to interview to offer, make sure they know what’s happening and when. Even if they’re not moving forward, letting them know promptly and respectfully leaves a positive impression. I would also always advocate giving relevant feedback. This will help the candidate next time. 4. Personalise the interview Interviews shouldn’t feel like box-ticking exercises. Use them as an opportunity to connect, share your vision, and show why your business is a great place to work. Founders often underestimate how powerful it is for candidates to meet the people shaping the business. They want to hear your story. I love an office tour to see the engine room and how the business works. 5. Don’t forget the pre-boarding stage The time between accepting an offer and starting the job is critical. Share company updates, introduce them to the team, or send them a personalised welcome message. This keeps excitement high and ensures they’re ready to hit the ground running.   Why it matters more for SMEs For founder-led SMEs, recruitment isn’t just about filling vacancies, it’s about building teams that will help your business grow. Larger corporates might offer higher salaries or greater name recognition, but what they often lack is the ability to make candidates feel seen, valued, and connected. By focusing on a brilliant candidate experience, you’re not only attracting better talent, you’re also laying the foundation for a strong, engaged team. That’s something money (and big budgets) can’t buy.   Final Thoughts: Are you ready to stand out? Creating a brilliant candidate experience doesn’t require a huge recruitment team or a hefty budget. It requires thoughtfulness, communication, creativity (sometimes) and a genuine commitment to showing candidates why your business is special. At Feather Grey Consulting, I specialise in helping founder-owned SaaS and Tech SMEs like yours overcome these challenges. Get in touch today for a confidential chat about your business or career needs

I recently made myself redundant... well, hopefully not completely!   At Feather Grey Consulting, my job is to find the brilliant people that founder-owned tech SMEs need to thrive. You know that building teams with the right skills and cultural fit is not easy, and it’s rarely straightforward and with nearly 30 years in the field, our approach has inevitably evolved.   If I asked you what your biggest challenge is in running your business, what would you answer? I imagine the struggle of recruitment and wider talent acquisition would be quite high up the list. Retaining people who can get stuff done, consistently deliver service excellence and collaborate with their colleagues, are out there, but how do you attract and find this great talent?   Understanding the true cost of poor cultural fit in Tech SMEs Recruiting the right talent isn’t just about filling a role; of course, it’s about finding someone who brings the right functional or technical skills. But equally [and sometimes even more] importantly is how they fit from an attitude and cultural perspective.  If the fit isn’t right, it creates pressure and tension across the team. Overloaded team members may experience burnout and leave. Or new projects can’t be delivered as the resource isn’t there to service new clients. All of which creates even more strain on a business that is on a growth track.   Each month, LinkedIn surveys over 15,000 members who work for small businesses to understand what matters most to them. Unsurprisingly, employees at SMEs value a collaborative culture, aligned values, and a happy team environment.     How to improve your recruitment process At Feather Grey, we approach recruitment differently. Rather than jumping straight into advertising a role or diving into candidate searches, we start by understanding each client’s unique culture and values. Working for an SME doesn’t suit everyone, so it’s vital to find out exactly what it is about a business that would make someone want to join.  Is it less red tape? The opportunity to work closely with the Founders? Or the scope for their development?   Recently, a co-founder of a SaaS business asked if we could help them find a consistent and effective way to recruit across their company as they scaled. They had ambitious growth plans, but recruitment challenges were holding them back, causing frustration. We had a call, and the next day, I went across to Northampton to meet them at their head office. I got to see their operations, met some of the teams, and gained a brilliant insight into their culture.       Prioritising roles to drive immediate impact Like the client above, founders often come to me when they’re at a recruitment crisis point and are juggling urgent hiring needs.  Spending so much time interviewing the wrong people from a variety of different sources and experiencing mounting pressure to make decisions.  It is more about luck when they find a good candidate. And the candidate experience…. well, that’s a topic for another day   Together, our starting point is to prioritise the roles that are crucial for maintaining growth and stability. In the case of my SaaS client, we identified an urgent role, got to work, and found a candidate who, when joined, made an immediate positive impact on the team and the wider commercial strategy. This hire was made swiftly and because of the investment of time upfront to understand the business and the culture, we made sure that any candidates we introduced were already going to be a great cultural fit.   Going beyond recruitment: Building an employer brand and local connections Recruitment is only part of the story. We also discussed how to build a strong employer brand , and what that means. We discussed building local connections, such as partnerships with schools and colleges. This would help them attract future talent directly.   For many recruiters, driving candidates directly to a client might seem counterintuitive. However, we believe that building a strong employer brand and bringing a sustainable talent pipeline benefits both the business and the wider community, and that has to be a good thing, right?   Supporting growth through strategic recruitment partnerships As my SaaS client’s business continued to scale, they raised the idea of bringing in an internal recruiter for volume hiring while relying on Feather Grey for some of the more niche, specialised roles. I fully supported this approach and found a candidate who not only was a perfect cultural fit but brought an incredible skill set, too.  My client asked me why I would introduce such a stellar candidate at the risk of them not needing us so much in the future.  My answer was simply that it was the right thing to do.   My goal is to build long-term recruitment partnerships with my clients that genuinely support their success, whether that’s by finding external talent or empowering their in-house team. Even if this means we make ourselves redundant to your immediate hiring needs!     Let’s overcome your recruitment challenges together Recruitment and talent acquisition for founder-led tech businesses isn’t just about hiring; it’s about building and retaining a quality team that aligns with your vision, values and culture. At Feather Grey Consulting, we bring a relationship driven, integrity focused approach to every client partnership. If you’re facing similar challenges in recruitment, from creating a strong employer brand employer branding to attracting and recruiting critical hires, let’s explore how we can build a tailored recruitment strategy, together, that will make your business grow. At Feather Grey Consulting, I specialise in helping founder-owned SaaS and Tech SMEs like yours overcome these challenges. Get in touch today for a confidential chat about your business or career needs