News & Updates

Sometimes the promotion you expected doesn’t happen, or the dream role turns out to be more of a nightmare. Redundancy can knock your confidence as well as your finances. But the right career move can also change everything for the better. Wherever you are in your career, remember: 👉 A setback isn’t the end of your story. 👉 A sideways move isn’t failure. 👉 A comeback is often the beginning of something better. Careers aren’t linear. They’re pivots, resets, bold decisions and brave conversations...and they come with all the emotions. One of our core values is that Everyone Matters . Whether you’re in an “up,” a “down,” or the middle of a complete rebrand, we’re here to support you. Never underestimate what could be just around the corner. 🤎 

Suzie and Dionne had such a good time at the Giants Women in Business’ event at the Accu Stadium on Wednesday. 🤩 We loved listening to Helen Moss from Purple Dog, who shared some interesting stats around health and safety training (see below), along with Bethan Oates and her experience on being the Huddersfield Giant’s team captain. As well as meeting some truly amazing women, we learned the following things you might not know 💡 (because we didn’t!): TV adverts adjust to your preferences using data-driven targeting. They look at your viewing habits, smart TV apps, and streaming history to predict which ads you’re most likely to engage with, then show them in real time. – Belle Cape 25% of men don’t want to perform CPR on women out of fear of being accused of sexual harassment – Helen Moss from Purple Dog Training Limited Honey can be used for the treatment of babies over one who’ve eaten a battery (batteries are alkaline till the saliva in the oesophagus reacts with the battery and makes it acidic) – Helen Moss from Purple Dog Training Limited Thanks everyone for a great time. 🤎

What’s more, they’re over 2 times more likely to use substances the following year. * As parents, we need to prioritise our kids’ safety over winning their approval by keeping them off social media until they’re 16. Along with the obvious concerns about being exposed to inappropriate content, research has also suggested that social media may be contributing to a rise in ADHD due to damaging children’s ability to focus. ** Parenting in a digital age can feel so overwhelming because we’re the first generation who’s really had to deal with this. But it’s our duty as adults to step up and prioritise the development, safety and mental health of our kids by putting strong boundaries in place (watch ‘Adolescence’ on Netflix if you need some context). The first step is to email your MP to tell them to support raising the age limit for harmful social media to 16. The deadline is Monday, so don’t put this off as it takes a couple of minutes, and too important to overlook. The current government approach is to strongly push school to go phone-free, but this still being debated. What we can do in the meantime is click the link below and share it, so we have the best chance of improving the welfare and safety of the next generation. I really believe this is our responsibility to act: 👇 https://healthprofessionalsforsaferscreens.eaction.org.uk/raisetheage *source: World Health Organisation ** source: The Guardian 

We’re way beyond using skills as a hiring benchmark. Instead, hiring managers need to look at the expectations, priorities and career motivations that are beyond a CV if they want to strengthen their teams for the better. According to research* here’s what each generation values most: 🤎 Baby Boomers: Born 1946–1964, aged approximately 62–80 - value stability, meaningful contribution, and healthcare-related support. 🤎 Generation X (Gen X): Born 1965–1980, aged approximately 46–61 - prioritises work-life balance, flexibility and clarity around progression. Favour concise, professional communication. 🤎 Millennials (Gen Y): Born 1981–1996, aged approximately 30–45 drawn to development opportunities, transparent career paths and values alignment. Prefer informal communication styles. 🤎 Generation Z (Gen Z): Born 1997–2012, aged approximately 14–29 - seeks mental wellbeing support, frequent feedback and early-career structure. Likes. visual communication. There will always be exceptions to the rule, but what won’t change is that everyone leads with a certain energy and tools, communication and motivators need to be taken in account. Dismissing these needs as a ‘nice to have’ could be the difference between having an engaged multi-generational team, and a workforce who feels misunderstood, uninspired and ready to move on. *Research from The Access Group 

Someone very kindly passed on our details to someone he knew who was looking for a job. After speaking to them and getting to know them better, we found a role that matched their skills, experience and personal ambition, and they’ve successfully passed their probation period. 🙌 At Harte we take maintaining good relationships really seriously, and that includes saying thank you to people who pass on our details and recommend us. 🤎 If you know someone looking to take the next step in their career, please out their details by clicking the link below and we’ll be in touch with them. https://www.harte-consulting.co.uk/refer-a-friend  *T&Cs apply

What’s more, 8 in 10 women have reported their employer has no basic menopause support or policy in place. * And it’s not because they ‘can’t hack it anymore,’ or have lost ambition and drive. It’s because the world of work hasn’t kept up with reality and the basic needs of women. Again. 😥 Menopause isn’t just a female issue. Supporting talented, experienced and competent women who are going through a major life shift is actually a leadership issue that will stop respected colleagues from feeling pushed out the door. At some point next year, creating an action plan around menopause and gender pay gaps will become mandatory (voluntary from April 2026), but any employer with a scrap of common sense should know that expecting women to ‘power through’ is a short cut to seeing valuable employees walk out the door. Menopause support isn’t a ‘women problem.’ It’s a retention issue, part of our cultural awareness, and it’s how you’ll keep your best people on board. ❤️  *According to research carried out by the Fawcett Society

She was invited back to Moorend Academy in Huddersfield to support their mock interview day. It’s a school in an area where many students carry huge expectations — often being encouraged toward very specific, traditional career paths like becoming a doctor, engineer or dentist. What struck her most wasn’t their ability — because that was clear — it was how little some of them realised how many other paths exist, and how many different ways there are to build a meaningful, successful life. You could see confidence grow within the conversation itself. Students who started quietly, unsure if they were saying the “right” thing, began to open up when they realised they were simply being listened to — not judged. One conversation in particular has stayed with her. She spoke with a student who had come to the UK seeking safety and a fresh start. To sit across from someone so young, carrying that level of change and uncertainty, yet still showing up with hope and determination for their future, was incredibly grounding. It was a reminder that resilience often sits quietly — and that belief, when given the space to grow, can change everything. It reinforced something she sees every day in recruitment: confidence and exposure shape direction. Sometimes it only takes one conversation — one moment of being seen and heard — for someone to start viewing themselves differently. There is so much strength, resilience and untapped potential in those classrooms. Thank you to Moorend Academy for having Suzie back — and lovely to meet Jaz Lewthwaite too.

We’re not particularly fussed tomorrow is Valentine’s Day because we’re ‘HarteCore’ all year round. ❤️ This isn’t just a fancy name we thought up (although we do like it!). It gets results because we’re there for you from the very first phone call. It doesn’t matter if you’re looking for an entry role into the Property industry or need support recruiting someone who fits in with your business and its values. We’ll always treat you as an individual, always be honest and put your interests first. If only all relationships were this good! 😍 

We’ve all said it at some point for one reason or another. If you’re working in the property industry, you might have thinking these exact words because you’re done with the long hours, pressure to perform, unpredictable commission… But, before you have a ‘f*ck it’ moment and walk away, stop and consider if: ✅ You’re actually done with property, or ✅ You’re done with your current role and working environment It’s not uncommon to see brilliant managers burnt out by poor leadership, or talented people who love the industry they work in but are fed up of their working culture. Leaving property behind might sometimes feel like the only option, but there are some businesses out there who have better structure, clear progression, good leaders and healthier working hours. We’d love to talk to you if you’re ‘done,’ because you might not be just yet. 🤩 🤎