Clear terms, specific screening, consent-led submissions in plain English
Reynolds Works protects employers and candidates by agreeing search terms upfront, screening for role evidence, and submitting candidates only after role-specific consent.
Trust
Clear terms, specific screening, consent-led submissions
Reynolds Works earns trust by being specific before search begins: what the role needs, how candidates are represented, what evidence is checked, and what fee terms apply.
In plain English
Clear terms, specific screening, consent-led submissions
Reynolds Works protects employers and candidates by agreeing search terms upfront, screening for role evidence, and submitting candidates only after role-specific consent.
Before the search starts
What needs to be true before a shortlist
What Reynolds Works verifies
Before a shortlist, Reynolds Works checks technical fit, role interest, pay fit, availability, written terms, and candidate consent.
What employers should prepare
A useful intake covers role details, candidate consent expectations, search boundaries, feedback cadence, and terms before candidate submission.
How Reynolds Works judges fit
How Reynolds Works protects the search
| Standard | What it means | Buyer benefit |
|---|---|---|
| Consent-led submissions | Candidates agree to be represented for the specific role | Prevents blind resume forwarding |
| Written contingency terms | The 15% fee and key terms are agreed before search | Keeps commercial expectations clear |
| Role-specific screening | Systems, credentials, territory, pay, schedule, and availability are checked | Protects interview time |
How Reynolds Works protects the search
Clear terms before candidate introductions
Before search starts, Reynolds Works agrees the role filters, candidate representation rules, fee percentage, and feedback path. That keeps the search useful for employers and respectful for candidates.
Current contingency fee: 15% of first-year base salary, due only if a hire is made under written terms.
No candidate submission without role-specific consent.
Role intake covers systems, credentials, territory, pay, schedule, availability, and hiring process.
Focused on commercial refrigeration, BAS-controls, commercial HVAC service, UK F-Gas refrigeration, and UK BMS.
FAQ
Questions employers ask
What should employers prepare before a Reynolds Works search?
Prepare the role, territory, compensation range, technical must-haves, false positives, interview owner, and fee approval path.
What does Reynolds Works verify before a shortlist?
The search verifies technical fit, role interest, pay fit, availability, written terms, and candidate consent.
Does Reynolds Works submit candidates without consent?
No. Candidate representation requires role-specific consent before an employer receives identifying details.
What does Reynolds Works prove before a shortlist?
Reynolds Works checks the role requirements, candidate interest, pay fit, availability, location or travel fit, and consent before an employer receives a profile.
Ready when the role is real
Bring the vacancy, the territory, and the must-haves.
Reynolds Works will tell you whether the role fits the launch wedge and what must be clarified before candidates are approached.