I’ve been on both sides of a bad hire. Here’s why that matters to you.

Hey, I’m Sharn.

If you’ve found me via LinkedIn, you’ll know I’m honest about real life. I love what I do, and I care about getting results for everyone involved — candidates and clients. The candidate experience has always been the part that matters most to me. I’m based in Leamington Spa, UK, and I travel to clients across the UK, UAE, Europe, and the U.S.

I’ve built teams, scaled businesses, and learned first-hand how expensive bad hiring decisions are. I work as an independent recruiter, helping companies hire well without burning cash on the wrong roles, rushed decisions, or endless interviews that go nowhere.

How I got here

I’ve worked agency-side and in-house — including building teams and hiring functions at Lear and from scratch at Bladon Micro Turbine. That mix is where I learned what specialist energy hiring actually demands: tight briefs, honest market feedback, and candidates who can deliver against engineering deliverables, not just job titles.

Every job since has reinforced the same thing: the version of recruitment most people experience is broken, and it doesn’t have to be.

What that looks like in numbers

• 92% of the people I place are still with their employer three years later — many of them promoted, all of them moving the needle
• 2:1 average CV-to-offer ratio — no CV dumps, no volume games
• Max 3 candidates per shortlist — every one interviewed against the role’s actual deliverables