Stott and May

Hidden mission statement
http://stottandmay.com/

Officially a Very Good
Company to Work For

Officially a Very Good
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Officially an Outstanding
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Officially an Outstanding
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Officially a World Class
Company to Work For

Officially a World Class
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Officially a Good
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Officially a Good
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Officially a Global*
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to Work For

Officially a Good
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Globally*

#
83
Best Company to work for in the UK
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CHARLIE AND THE Chocolate Factory is the theme of the London office of executive recruitment experts Stott and May. Giant sweets on the wall remind its 58 staff to think big - and they believe they can make their mark (90% positive).Senior technology, business and finance consultants earn an average of £40,000 with a £60,000 bonus. The pace is exhausting (40%, 96th among small firms) but founder and chief executive Stephen Stott inspires employees (88%). www.stottandmay.com

A spotlight on

Stott and May

View the latest achievements

Featured Workplace Factors

Personal Growth

98% of staff agreed

This job is good for my own personal growth

Stott and May launched their Career Progression Scheme this year for both sales and support functions, with the scheme enabling development and progression within the business that is seemingly limitless. The CPS is supported by a blend of internal and external training sessions, as well as useful desk coaching. As well as all this Stott and May have paired up with Andrew Sillitoe, founder of The Strategic Team Coach, who uses a unique method to quantify the health and psychological state of staff, monitor the level of fatigue, observe in real-time the psychological impact of recruitment and enable staff to manage thoughts, feelings and emotions under pressure using biofeedback during phone calls. A mentoring system is also put in place for senior managers using external industry experts, with everything stemming back to the Career Progression Scheme. Managers are measured through the performance of their teams and also engagement across the whole business. The company reviews teams on a monthly basis through the Career Progression Scheme and always takes the temperature of engagement each quarter.

My Team

96% of staff agreed

I feel a strong sense of family in my team

If they are not consistent or authentic in articulating their purpose and values internally, Stott and May becomes just another recruiter in an already crowded marketplace. As such they are constantly pushing the envelope and finding new ways of articulating ‘the Stott and May' way of doing things. They believe it starts with the workplace and in an attempt to create a positive and unique work environment for our staff to dare to fail Stott and May have created themed offices, including Alice in Wonderland in New York and Charlie and the Chocolate Factory in London. The company wants their employees to think laterally and to be the ‘dreamers of dreams' or the ‘music makers', all of which was the underlying philosophy behind the office transformations. Founder and CEO Stephen Stott commented “It's a fun and slightly wacky idea I came up with and it's been evolving ever since. The story of Charlie and the Chocolate Factory is really all about pushing creative boundaries and, much the same as Willy Wonka's factory, I wanted the office to be a space for innovation, where staff could think big and not be afraid to fail. We're not your typical corporate company and I wanted the office to reflect that.”

My Company

96% of staff agreed

I believe I can make a valuable contribution to the success of this organisation

Stott and May launched their Career Progression Scheme this year for both sales and support functions, with the scheme enabling development and progression within the business that is seemingly limitless. The CPS is supported by a blend of internal and external training sessions, as well as useful desk coaching. As well as all this Stott and May have paired up with Andrew Sillitoe, founder of The Strategic Team Coach, who uses a unique method to quantify the health and psychological state of staff, monitor the level of fatigue, observe in real-time the psychological impact of recruitment and enable staff to manage thoughts, feelings and emotions under pressure using biofeedback during phone calls. A mentoring system is also put in place for senior managers using external industry experts, with everything stemming back to the Career Progression Scheme. Managers are measured through the performance of their teams and also engagement across the whole business. The company reviews teams on a monthly basis through the Career Progression Scheme and always takes the temperature of engagement each quarter.

Personal Growth
%

98% of staff agreed

This job is good for my own personal growth

Stott and May launched their Career Progression Scheme this year for both sales and support functions, with the scheme enabling development and progression within the business that is seemingly limitless. The CPS is supported by a blend of internal and external training sessions, as well as useful desk coaching. As well as all this Stott and May have paired up with Andrew Sillitoe, founder of The Strategic Team Coach, who uses a unique method to quantify the health and psychological state of staff, monitor the level of fatigue, observe in real-time the psychological impact of recruitment and enable staff to manage thoughts, feelings and emotions under pressure using biofeedback during phone calls. A mentoring system is also put in place for senior managers using external industry experts, with everything stemming back to the Career Progression Scheme. Managers are measured through the performance of their teams and also engagement across the whole business. The company reviews teams on a monthly basis through the Career Progression Scheme and always takes the temperature of engagement each quarter.

My Team
82%

96% of staff agreed

I feel a strong sense of family in my team

If they are not consistent or authentic in articulating their purpose and values internally, Stott and May becomes just another recruiter in an already crowded marketplace. As such they are constantly pushing the envelope and finding new ways of articulating ‘the Stott and May' way of doing things. They believe it starts with the workplace and in an attempt to create a positive and unique work environment for our staff to dare to fail Stott and May have created themed offices, including Alice in Wonderland in New York and Charlie and the Chocolate Factory in London. The company wants their employees to think laterally and to be the ‘dreamers of dreams' or the ‘music makers', all of which was the underlying philosophy behind the office transformations. Founder and CEO Stephen Stott commented “It's a fun and slightly wacky idea I came up with and it's been evolving ever since. The story of Charlie and the Chocolate Factory is really all about pushing creative boundaries and, much the same as Willy Wonka's factory, I wanted the office to be a space for innovation, where staff could think big and not be afraid to fail. We're not your typical corporate company and I wanted the office to reflect that.”

My Company
96%

96% of staff agreed

I believe I can make a valuable contribution to the success of this organisation

Stott and May launched their Career Progression Scheme this year for both sales and support functions, with the scheme enabling development and progression within the business that is seemingly limitless. The CPS is supported by a blend of internal and external training sessions, as well as useful desk coaching. As well as all this Stott and May have paired up with Andrew Sillitoe, founder of The Strategic Team Coach, who uses a unique method to quantify the health and psychological state of staff, monitor the level of fatigue, observe in real-time the psychological impact of recruitment and enable staff to manage thoughts, feelings and emotions under pressure using biofeedback during phone calls. A mentoring system is also put in place for senior managers using external industry experts, with everything stemming back to the Career Progression Scheme. Managers are measured through the performance of their teams and also engagement across the whole business. The company reviews teams on a monthly basis through the Career Progression Scheme and always takes the temperature of engagement each quarter.

Quick Facts

Organisation established in
Total number of UK employees
Number of UK locations
Employee average age
Male : Female employee ratio
Employees earning £35k+
Employee turnover (voluntary)
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Benefits

Holidays

Companies offering a minimum of 26 days annual leave to all employees.

Private Healthcare

Companies offering private health insurance to all employees.

Profit Related Pay

Companies where Profit Related Pay is available to all employees.

Women in Senior Management

At least 40% of senior managers are women.

Latest Achievements

National Ranking
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