The Power of Long-Term Relationships in Recruitment
One of our core values at Sharp Consultancy is Relationships, and recently I was reminded exactly why that matters. We recently won a competitive recruitment tender with a key client across the region. Whilst our experience and market knowledge played a huge part, I genuinely believe the deciding factor was something much harder to replicate – trust. I've known the senior finance leader for several years before there was ever a recruitment project to discuss. During that time, we've met regularly for coffee, shared market insights, talked about the finance landscape and discussed the challenges businesses were facing. Most of these conversations didn't lead to a recruitment assignment, and that was never the point. For me, relationship building isn't about waiting for someone to have a vacancy, it's about being present, staying relevant and adding value over time. Sometimes that's sharing insight into the market, offering a different perspective on a hiring challenge or simply taking the time to understand what's happening in someone's business. These conversations build credibility long before there's a commercial opportunity. So, when the recruitment opportunity came around, I wasn't introducing myself or trying to prove we understood the business in a single meeting. We've already built that understanding over years of honest conversations and consistent support. We knew what was important to them, the challenges they faced and how they wanted to approach recruitment. Winning the work was a fantastic result, but more importantly, it reinforced what I believe great recruitment is all about. The best recruitment partnerships aren't built when a role becomes live, they're built in the months and years beforehand. Trust develops through consistency, honesty and a genuine interest in helping people succeed, not through one conversation or one successful placement. That's why Relationship is one of our values at Sharp Consultancy. Because when trust comes first, opportunities tend to follow. The piece of recruitment may have been the outcome, but the relationship was the foundation that made it possible.
This year, to mark International Women's Day, our Divisional Director Emma Gregson brought together a group of colleagues for an open roundtable discussion.
No filming. No scripts. Just an honest conversation.
The aim wasn’t to produce a perfectly polished statement. It was to create space — to reflect, to listen, and to explore what inclusion really looks like in today’s workplace.
Here’s what we learned.
What Comes to Mind When You Think About International Women’s Day?
For some, it represents recognition — a moment to highlight the achievements of women in business and beyond.
For others, it prompts reflection on progress still to be made.
One theme quickly emerged: while the day itself is visible — particularly on LinkedIn — its meaning runs much deeper.
There was acknowledgment that conversations about gender equality can’t simply live online or exist once a year. They need to be embedded into the fabric of how organisations operate.
International Women’s Day may fall on 8th March, but the principles behind it shouldn’t be date-bound.
Why Having This Discussion at Work Matters
A powerful point raised during the discussion was this:
We spend most of our waking hours at work — if we don’t talk about it here, where do we talk about it?
Workplaces shape opportunity. They shape confidence. They shape careers.
Several colleagues reflected on environments they had previously worked in — some more progressive than others, often heavily male dominated — and how that influenced whether these conversations were welcomed or avoided.
One comment stood out:
“The first step to change is acknowledging there’s a problem.”
Whether discussing representation in leadership, the gender pay gap, or unconscious bias in everyday interactions, awareness is the foundation for meaningful progress.
What Does an Inclusive Workplace Really Look Like?
The group explored what inclusion means beyond policy statements or formal initiatives.
One perspective captured it perfectly:
“Inclusion is felt, not announced.”
An inclusive workplace isn’t defined by posters on the wall or annual emails. It’s defined by behaviour.
It's About:
A genuine meritocracy where progression is based on performance, not proximity to power.
Leadership that doesn’t require the loudest voice in the room.
Being mindful of everyday conversations that may unintentionally
exclude.
Creating space where people feel comfortable speaking up — or saying no.
There was also recognition that unconscious bias can show up in subtle ways. From assumptions about who should attend certain meetings, to whose opinions are actively sought, small behaviours compound over time.
Inclusion, ultimately, is about awareness — and accountability.
Women Who Inspire Us
When asked who inspires them, the responses were deeply personal.
Mothers who worked multiple jobs to provide stability.
Partners balancing demanding careers with professional qualifications.
Managers who quietly transformed workplace cultures.
Public figures like Marie Curie — a pioneer who succeeded in a world that actively tried to exclude her.
What united these stories was resilience. Determination. And an unwillingness to accept imposed limitations.
Several colleagues reflected on strong female leaders they had worked with — leaders who didn’t need to dominate a room to command respect. They led through example. Through consistency. Through standards.
The quiet confidence of competence.
Where Do Women Still Face Challenges?
The discussion didn’t shy away from reality.
Challenges still exist — particularly in male-dominated industries, senior leadership environments, and in balancing career progression with societal expectations around caregiving.
There was open acknowledgment that historically, women have often had to “run harder” to reach the same point.
And yet, there was also recognition of generational progress. Attitudes are shifting. Leadership is evolving. Conversations that once felt uncomfortable are now happening openly.
Progress is visible — but unfinished.
Moving Forward
This roundtable wasn’t about having all the answers.
It was about listening. Learning. And recognising that inclusion is a shared responsibility.
International Women’s Day provides a valuable moment for reflection. But the real impact lies in what happens on the 9th of March — and every day after.
At Sharp Consultancy, we’re committed to continuing these conversations — not as a tick-box exercise, but as part of how we build a culture where everyone can thrive.
Because equality isn’t a campaign… It’s a commitment.
