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&copy; TurleyWay RecruitmentOffice address: 43 Tabernacle Street, London, EC2A 4AA Registered address: Suite 501, The Nexus Building, Letchworth Garden City, SG6 9BL Company number: 10464960 VAT Registration Number : 257011235

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Experienced recruitment experts across the IT Leadership, Security and Project Management space.

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<a href="mailto:info@turleyway.com">info@turleyway.com</a><a data-dtype="d3ph" data-local-attribute="d3ph" jscontroller="LWZElb" href="https://www.google.com/search?q=turleyway&amp;rlz=1C1ONGR_en-GBGB1068GB1068&amp;oq=turleyway&amp;gs_lcrp=EgZjaHJvbWUqCggAEAAY4wIYgAQyCggAEAAY4wIYgAQyBggBEEUYQTIQCAIQLhivARjHARiABBiOBTIGCAMQRRg7MgYIBBBFGDwyBggFEEUYPDIGCAYQRRhBMgYIBxBFGDzSAQgzMzgyajBqN6gCCLACAQ&amp;sourceid=chrome&amp;ie=UTF-8#" jsdata="QKGTRc;_;AfFNNI" jsaction="rcuQ6b:npT2md;F75qrd" data-ved="2ahUKEwivx_j_0eKHAxV7gv0HHTRqLGgQkAgoAHoECC4QAw">020 3369 0010</a>43 Tabernacle Street London, EC2A 4AA

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Here you can find a sample of the assignments we are working on at any one time, you can apply for the roles here online and naturally we are waiting to deal with your call should you wish to speak to a real person.

Current assignments

<h5>Here you can find a sample of the assignments we are working on at any one time, you can apply for the roles here online and naturally we are waiting to deal with your call should you wish to speak to a real person.</h5>

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Current Assignments

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Charity Partnerships

With a focus on grassroots sports and high-impact local charities across the UK, we support initiatives that create positive change and strengthen communities. We proudly sponsor local football and rugby teams, fostering youth development, teamwork, and community pride. Additionally, we partner with charities such as Living On, which provides emotional support to bereaved children, and Key Community, offering housing guidance to young people at risk of homelessness. Through these initiatives, we are committed to improving lives and strengthening communities across the UK, making a lasting, positive impact on individuals and families in need.Discover more about our charity partners below and see how we&rsquo;re making a difference together.

Code of Conduct

This Code of Conduct is intended to supplement, and not replace, the various guidelines and documents that TurleyWay hold on specific laws, rules, regulations and policies, of which all directors and employees should be aware.All Directors and Employees must:<ul><li>Act with honesty, ethics and integrity, avoiding actual or apparent conflicts of interest in personal and professional relationships except as otherwise disclosed</li><li>As is required and/or necessary to conduct their duties, provide colleagues with information that is accurate, truthful, complete, objective, relevant, timely, and understandable, and be unafraid to present a contrary opinion;</li><li>Comply with applicable laws, rules, and regulations and other appropriate private and public regulatory agencies, including, without limitation, with regard to all mandatory public disclosures;</li><li>Act in good faith, with due care, competence and diligence, without misrepresenting material facts or allowing independent judgment to be subordinated;</li><li>Respect the confidentiality of information acquired in the course of employment;</li><li>Deal fairly with all customers, suppliers, partners, competitors and employees. No person should take unfair advantage of any other person through manipulation, concealment, abuse of privileged information, misrepresentation of material facts or any other unfair dealing practice. Stealing proprietary information, misusing trade secret information that was obtained without the owner&rsquo;s consent, or inducing such disclosures by past or present employees of other companies is prohibited;</li><li>Not, directly or indirectly, use bribes or other corrupt practices in conducting business to influence any other employee, customer, supplier, partner or competitor;</li><li>Conduct interactions within or without the organisation with complete respect and professionalism;</li><li>Be accountable for adherence to this Code of Conduct and otherwise proactively promote ethical and honest behaviour within the workplace, and</li><li>Promptly report suspected violations of this Code of Conduct to senior management or other bodies as applicable.</li></ul>

Meet the Team

We're turning the traditional recruitment model on its head to attract true talent into our business and become the natural landing place for performers in senior technology recruitment.&nbsp;Every person within our team will have substantial experience within the technology recruitment sector and will have demonstrated that they are a top performer in the industry.&nbsp;The idea of sales consultants working towards commission targets have been resigned to the history books. We hire only those looking to run their own business, working towards sustainable, long term performance.

About us

Every company wants to leverage the latest Cloud technologies to upgrade their business but the shortage of talent makes this more of a dream rather than a reality. TurleyWay helps consultancies and enterprise clients supercharge their Cloud teams by finding the best talent fast.

Cloud

Every company wants to leverage the latest Cloud technologies to upgrade their business but the shortage of talent makes this more of a dream rather than a reality. TurleyWay helps consultancies and enterprise clients supercharge their Cloud teams by finding the best talent fast.Our knowledge and experience in this space means we are a true &lsquo;one stop shop&rsquo; when it comes to your Cloud recruitment needs. Whether you are looking for a GCP Machine Learning Solution Architect, a DevSecOps consultant or a Global Alliance manager, we are expertly placed to be able to help you &ndash; fast!Examples of roles we have recruited for:DevSecOps Solution Architect | Data Solution Architect | GCP Solution Architect | AI/ML Solution Architect | GCP Alliance Manager | Cloud Sales Specialist | Country ManagerCase StudiesSenior GCP Solution Architect High Growth Global AI/ML Consultancy &pound;150,000 plus bonus. London, UKWe were engaged to identify Solution Architects that possessed both deep technical expertise as well as sales, stakeholder management and commercial skills expected from a Pre-sales role. The candidate would be expected to 'wow' Cloud native CEO's by delivering an out of the box solution leveraging the latest technologies in the GCP arsenal.We provided a comprehensive shortlist of high calibre candidates within a week, managed the interview process and expectations of the candidates and client with high levels of efficiency. Multiple offers were extended withing 30 days of engagement.Senior Account Manger Cloud Service Provider &pound;120,000 plus commission. London, UKWe were approached by a &lsquo;Digital first&rsquo; Cloud Service Provider to identify a Senior Account Manager with experience of winning new business and managing Tier 1 clients within the competitive Cloud services landscape. This candidate would be key in growing their EMEA practice.In a very short space of time we identified and shared with the client a high-performer from a direct competitor. Within 30 days an offer was extended and accepted.Data Solution Architect Major European Value Added Reseller &pound;120,000 plus car and benefits. Remote, UKWe were approached by major European value added reseller to identify a Data Solution Architect to join their new GCP/Data practice. The client was looking for a very particular profile and after extension exploration of the brief with the hiring manager, we were able to delivery a highly curated shortlist within two weeks.During a period of rapid evolution within the business, the hiring manager was promoted internally, drawing on our many years of experience to manage the process with dexterity and sensitivity. Having successfully managed expectations of all parties, the selected candidate was successfully onboarded and subsequently enjoyed promotion themselves within 12 months.

IT Leadership

With technology becoming more critical to the success of businesses around the world, often the difference between success and failure comes down to world class leaders who bring technology to life and take organisations on a journey through change and transformation.The role of senior IT Leaders including CIOs, CTOs and IT Directors has never been more essential to an organisations continued success, the time of IT 'keeping the lights on and running a steady ship' are behind us.The pace of technology change will see those who stand still left behind with modern, successful IT Leaders at the forefront of an organisation&rsquo;s success.Example roles we've recruited for: CIO | CTO | IT Director | Head of IT | IT Manager | Head of IT Operations | Head of Infrastructure | IT Business Partner | Head of Development | Head of Architecture | Enterprise ArchitectCase Studies: ICT, High Profile UK Financial Services Business Salary: &pound;115,000IT Director International Restaurant Business Salary: &pound;140,000Head of IT Operations Global Services Business Salary: &pound;130,000

Information & Cyber Security

It seems like a day doesn&rsquo;t go by without a story in the press about a security breach, data leak or an organisations systems being hacked. The direct damage caused in the short term can be huge and the reputational damage in the long term even bigger.The profile and importance of the information security professional has perhaps seen the most meteoric rise of any profession in recent years.As information and cyber security finds itself at the top of the agenda for CEO&rsquo;s and Boards of Directors across the business world, an exceptional information security expert is now in strong demand.Example roles we've recruited for: CISO | Head of Information Security | Information Security Manger | Head of Data Privacy | Security Architect | Head of IT GovernanceCase studies Head of Information Security FTSE 100 Business Salary: &pound;100,000Head of Security Architecture Fortune 500 Business Salary: &pound;140,000CISO Professional Services Company Salary: &pound;110,000

Project & Programme Management

With the ever-increasing pace of change, new technology or the introduction of new regulatory requirements, the number of projects any company is running at one time is often exceptional - it is no longer a case of &ldquo;on time &amp; on budget&rdquo; being the only benchmark of success.Projects themselves are often agile and the brief changes frequently making adaptability and creativity highly prized skills.With the advent of buying in or outsourcing more and more aspects of technology the need for exceptional vendor management and negotiation skills are at the forefront of the best project/programme managers skillset.Example roles we've recruited for:&nbsp; Project Director | Programme Manager | Head of Project Management | Product Manager | IT Project Manager | Business Analyst | Head of PMO | Portfolio ManagerCase studies Head of Programme Management Global Insurance Busines Salary: &pound;130,000IT Project Manager International Real Estate Business Salary: &pound;80,000Business Analyst London Fintech Company Salary: &pound;60,000

Software Engineering

At the beating heart of every technology-based company is their development team. They can shape the way a business is perceived and have a huge impact on the profits that it can achieve, making them vital part of every company.Development engineers are tasked with building everything from complex backend systems to the visuals that are first displayed when logging on to a website. They do this using a huge array of programming languages and tools that are ever changing to keep up with global demands and trends.With technology moving at its fastest pace ever , engineers must keep up with following every technological advancement, keep ahead of the market and adapt and expand their skill so as not be left behind.Example roles we've recruited for: Lead Frontend Developer | Senior Backend Developer | Full Stack Engineer | Head of engineering | Software developer in Test | Quantitative Developer | Quantitative AnalystCase Studies Full stack Engineer Health techstart up business Salary: &pound;85,000Engineering Manager Fintech business Salary: &pound;140,000Lead frontend developer FTSE 100 business Salary: &pound;110,000

Firms that wish to secure the top ETRM talent in the energy market need to have access to the right resources. At TurleyWay, we work closely with global energy and commodity trading firms, partnering with clients and candidates to ensure the successful delivery of critical ETRM projects/programmes.

ETRM

Firms that wish to secure the top ETRM talent in the energy market need to have access to the right resources. At TurleyWay, we work closely with global energy and commodity trading firms, partnering with clients and candidates to ensure the successful delivery of critical ETRM projects/programmes.Our ETRM practice is a trusted supplier of ETRM talent that possess the functional and technical expertise sought by the world&rsquo;s leading Trading Houses, Utilities, Merchant Traders, Hedge Funds, Investment Banks and Consultancies.We work across the following product areas across EMEA, USA and APAC: Power, NatGas, LNG, Crude Oil and Refined Products, Metals and Agriculture.Example roles we&rsquo;ve recruited for: ETRM Developer | ETRM Architect | ETRM Business Analyst | ETRM Project Manager | Head of ETRMCase Studies: ETRM Developer: LNG Integrated Energy Company: England&nbsp;ETRM Architect: Power &amp; Gas Utility: GermanyLead ETRM Business Analyst: Metals&nbsp; Trading House: SwitzerlandETRM Project Manager: Crude Oil&nbsp; Trading House: USA

Specialisms

We work with leading names in industry, financial services and professional services. We also work with emerging companies, start-ups and niche specialist businesses across the spectrum.&nbsp;Regardless of industry type or business scale, the clients and candidates we partner with will be looking to work with an experienced recruiter who is dedicated to providing a market leading service. A service that delves deeper and works harder on your behalf and believes passionately that all parties should be kept well informed and highly engaged.&nbsp;A recruitment process is a time consuming and often time critical endeavour, driven by human interactions and emotions. Working with TurleyWay will provide you with the expertise you need and save you the time you can&rsquo;t afford to lose.<a href="/cm/Specialisms/cloud">Cloud</a> <a href="/cm/Specialisms/it-leadership">IT Leadership</a> <a href="/cm/Specialisms/information-and-cyber-security">Information &amp; Cyber Security</a> <a href="/cm/Specialisms/project-and-programme-management">Project &amp; Programme Management</a> <a href="/cm/Specialisms/software-engineering">Software Engineering</a> <a href="/cm/Specialisms/etrm">ETRM</a>Need help with accountancy and finance recruitment? Meet our sister brand <a href="https://www.hedgerway-new.gen-dev-docker.recruiterweb.net/">HedgerWay</a>.

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IR35 Advice

Update: March 2020 The following advice was written in preparation for the implementation of announced changes to the IR35 regime, which have now been postponed. This means that the responsibility for determining whether a contract falls inside or outside of IR35, still currently resides with the contractor. Best practice would still suggest that the following process should still be adopted now and in preparation for the changes which will (most likely) come in April 2021.What is IR35? IR35 first came into force in April 2000, a series of tax anti-avoidance laws that were introduced to tackle the problem of &lsquo;disguised&rsquo; or &lsquo;deemed&rsquo; employment. This legislation was designed to target organisation that engaged workers on a self-employed basis rather and an employment contract in order to avoid paying employer national insurance.What&rsquo;s Changing? Private sector IR35 reform is designed to tackle this avoidance and ensure that end-clients and personal service companies are paying the right amount of tax. The reality is that the underlying law will stay the same, therefore if an assignment is deemed to be outside IR35 prior to the 6th April 2020 then it should be outside moving forward. The genuine contractors that have supported our clients so well, and that represent a vibrant and increasingly important part of the UK economy, should be able to continue to work outside of IR35.The proposed reforms shift responsibility and liability for determining employment status and deducting tax onto the end user in the supply chain. It is the end user that the HMRC will now look to for the payment of taxes, fines and penalties, should an assignment be deemed incorrectly outside of IR35.What does this mean for Clients and Contractors? All current and new contracts will be subject to an employment assessment, to determine that whether they fall inside or outside of the scope of IR35. This assessment will be conducted with all reasonable care as outlined by HMRC guidelines, the output of which will be a &lsquo;Status Determination Status&rsquo;.Should the &lsquo;Status Determination Status&rsquo; deem that the contract falls inside of IR35, we have a statutory responsibility to ensure income tax, employers and employee national insurance, and any other taxes (such as the apprentice levy) are paid. At this point, a contractor has a two options;<ul><li>Continue to work through their PSC/Limited Company under the &lsquo;off-payroll&rsquo; rules</li><li>Engage with an umbrella company</li></ul>Where a contract is found to be inside IR35, regardless of which of the two options that the interim takes, it must be acknowledged that the cost of employment will increase, in the form of the Employers National Insurance Contribution and Apprenticeship Levy.What is the Status Determination Assessment? The Status Determination Assessment is essentially a test used to establish whether a contract falls inside or outside of IR35. HMRC considers a number of different factors when considering whether a contracts falls inside IR35, the principal three being Substitution, Control and Mutuality of Obligation, but these are not the only considerations and HMRC will look at the overall picture also Business on own account, financial risk, exclusivity, length of engagement, termination and of course, whether it is the intention of the parties to enter into a service contract or employment. There are of course a variety of tests available, including the HMRC&rsquo;s own tool, CEST (Check employment status for tax), which have been proven to not be absolutely reliable, giving an inside determination if only one element of the overall assessment is failed.Our Solution We are partnering with Larsen Howie, a leading IR35 Advisor and Kingsbridge, a specialist insurance provider to present our contracts and clients a considered, protective and commercially viable solution.Key to this solution is a strong Status Determination Statement, which should demonstration that we have fully executed our duty to take &lsquo;reasonable care&rsquo;. Our Status Determination Assessments will be run using the Larsen Howie Status Review Service, with reference to the CEST tool. In conjunction with Laron Howie, we will work with you, our contractors and our clients, to ensure that you have adequate information to make an accurate assessment.Once a Status Determination Statement has found a contract to sit outside of IR35, we will introduce you to our insurance partners Kingsbridge. They have developed an insurance policy, IR35 Protect, underwritten by Zurich Insurance, that will protect all users in the recruitment supply chain against any claim by HMRC (including legal costs and any fines and taxes).It is already a requirement of working through TurleyWay, that contractors operating outside of IR35, have professional indemnity and public liability cover in place. Having appropriate insurance cover in place is a demonstrable difference between a contractor and an employee, as it is simply not a requirement for an employee as they would be covered by their employer&rsquo;s own provisions. The holding of insurances helps demonstrate a clear distinction between contractor and employee, as well as demonstrating discernible financial risk, which can be useful in showing that the contractor is operating a genuine business in any IR35 enquiry.Gordon Brown first introduced IR35 in 1999 and we can&rsquo;t disagree with the fundamental principles, disguised employment is neither good for society, nor the economy. We&rsquo;ve been attending conferences, seminars and briefings on the potential impacts of IR35 for the last 20 years and some of practices employed by employers and agencies, are quite frankly shocking. Whole production lines in factories where low paid workers are paid through personal service companies to reduce employment cost whilst at the same time reducing the money in their pocket is very hard to defend. This is however not relevant to our joint situation and whilst IR35 has a role to play in redressing these issues, however it should not end the vital, specialist and flexible resource which is a significant contributor to the UK economy.Here to help We are here to help you through this transitional period and welcome the opportunity to answer any questions or support you with any concerns that you may have. Please speak to your consultant directly or drop a line to info@turleyway.com and we&rsquo;ll come straight back to you.

Equal Opportunities

1. GENERAL 1.1. TurleyWay embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects that belief. We will seek to widen the media in which we recruit to ensure as diverse an employee and candidate base as possible. We will strive to make sure that our clients meet their own diversity targets. &nbsp; TurleyWay is committed to diversity and will promote diversity for all employees, workers and candidates and shall adhere to such a policy at all times. We will review on an on-going basis all aspects of recruitment to avoid unlawful or undesirable discrimination. TurleyWay will treat everyone fairly irrespective of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or membership or non-membership of a Trade Union or spent convictions, and places an obligation upon all staff to respect and act in accordance with the policy. TurleyWay is committed to providing training for its entire staff in equal opportunities practice. TurleyWay shall avoid stipulating any unnecessary requirements which would exclude a higher proportion of a particular gender, sexual orientation, age, religion or racial group or which would exclude disabled job applicants; and will avoid prescribing any requirements as to marital or civil partnership status. &nbsp; 1.2. TurleyWay shall not discriminate unlawfully when deciding which candidate is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for interim workers. HedgerWay will ensure that each candidate is assessed only in accordance with the candidate&rsquo;s merits, qualifications and abilities to perform the relevant duties required by the particular vacancy. &nbsp; 1.3. TurleyWay will not accept instructions from clients that indicate an intention to discriminate unlawfully. &nbsp; 2. DISCRIMINATION Unlawful discrimination occurs in the following circumstances: &nbsp; 2.1. Direct discrimination &nbsp; Direct discrimination occurs where one individual treats or would treat another individual less favourably because of sex, sexual orientation, gender reassignment, marital or civil partnership, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs (&ldquo;the protected categories&rdquo;). This also applies where someone is discriminated against because they associate with another person who possesses a protected characteristic, or if an individual is discriminated because others think they possess a particular protected characteristic. It applies even if the person does not possess that characteristic. &nbsp; It is unlawful for a recruitment consultancy to discriminate against a person on the grounds of a protected category: &nbsp; in the terms on which the recruitment consultancy offers to provide any of its services; by refusing or deliberately omitting to provide any of its services; in the way it provides any of its services. Direct discrimination would also occur if a recruitment consultancy accepted and acted upon a job registration from an employer which states that certain persons are unacceptable due to a protected category, unless one of the exceptions applies, for instance, the job demands a genuine occupational requirement or in the case of age, the discrimination can be lawfully justified. &nbsp; 2.2. Indirect Discrimination &nbsp; Indirect discrimination occurs where an agency or employer applies a provision, criterion or practice generally, which disadvantages a minority group in the community on the basis of a protected category. &nbsp; Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer. &nbsp; If the vacancy requires characteristics which amount to a genuine occupational requirement or the instruction is lawfully discriminatory due to a statutory exception or objective justification, TurleyWay will not deal further with the vacancy unless the client provides written confirmation of such genuine occupational requirement, exception or justification. &nbsp; 2.3. DISABLED PERSONS &nbsp; 2.3.1. Discrimination &nbsp; Direct discrimination against a person occurs where, a person is treated less favourably because of disability, either their own disability or because someone they are associated with has a disability. &nbsp; Indirect discriminations occurs when a practice, criterion or provision which cannot be objectively justified is applied to everyone but results in person with a disability being placed at a disadvantage. &nbsp; Disability arising from discrimination occurs when a person is treated unfavourably because of something arising in connection with their disability. &nbsp; 2.3.2. Duty to make reasonable adjustments and to provide auxiliary aids and services &nbsp; This is a similar protection to indirect discrimination in the other protected categories. &nbsp; Where a provision, criterion or practice applied by or on behalf of an employer, or any physical feature of the employer&rsquo;s premises, places a disabled person at a substantial disadvantage in comparison with persons who are not disabled, it will be the duty of an employer to take such steps as are reasonable, in all the circumstances of the case, to remove the provision, criterion, practice or physical feature. &nbsp; Agencies must take reasonable steps to provide auxiliary aids or services if this would make it easier for the disabled person to use their services. For instance, an appropriate auxiliary aid or service can include the provision of information on audiotape or provision of a sign language interpreter. &nbsp; TurleyWay will not discriminate against a disabled person on the grounds of disability: &nbsp; in the arrangements i.e. application form, interview or arrangements for selection for determining to whom a job should be offered; or in the terms on which employment or engagement of temporary workers is offered; or by refusing to offer, or deliberately not offering the disabled person a job for reasons connected with their disability; or in the opportunities afforded to the person for receiving any benefit, or by refusing to afford, or deliberately not affording him or her any such opportunity; or by subjecting him or her to any other detriment (detriment will include refusal of training or transfer, demotion, reduction of wage, or harassment). TurleyWay will accordingly make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates and clients. &nbsp; Wherever possible TurleyWay will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled employees and workers. However, this may not always be feasible, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances. &nbsp; 3. AGE DISCRIMINATION TurleyWay will not discriminate directly or indirectly, harass or victimise any person on the grounds of their age. We will encourage clients not to include any age criteria in job specifications and every attempt will be made to persuade clients to recruit on the basis of competence and skills and not age. &nbsp; TurleyWay is committed to recruiting and retaining employees whose skills, experience, and attitude are suitable for the requirements of the various positions regardless of age. &nbsp; No age requirements will be stated in any job advertisements on behalf of the company. &nbsp; TurleyWay will request age as part of its recruitment process but such information will not be used as selection, training or promotion criteria or in any detrimental way and is only for compilation of personal data, which the company holds on all employees and workers and as part of its equal opportunities monitoring process. &nbsp; 4. PART-TIME WORKERS This Equal Opportunities Policy also covers the treatment of those employees and workers who work on a part-time basis, TurleyWay recognises that it is an essential part of this policy that part time employees are treated on the same terms, with no detriment, as full time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave and access to our pension scheme. HedgerWay also recognises that part time employees must be treated the same as full time employees in relation to training and redundancy situations. &nbsp; 5. HARASSMENT POLICY Harassment is &ldquo;unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual&rsquo;s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual&rdquo;. &nbsp; Harassment applies to all protected characteristics except for pregnancy and maternity and marriage and civil partnership. &nbsp; Employees will now be able to complain of behaviour that they find offensive even if it is not directed at them and the complainant need not possess the relevant characteristic themselves. &nbsp; Employees are also protected from harassment because of perception and association. &nbsp; 5.1. TurleyWay is committed to providing a work environment free from unlawful harassment on grounds of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or any other basis protected by legislation is unlawful and will not be tolerated by TurleyWay. &nbsp; 5.2. This policy prohibits unlawful harassment by any employee or worker of TurleyWay. &nbsp; 5.3. Examples of prohibited harassment are: &nbsp; 5.3.1. verbal or written conduct containing derogatory jokes or comments; &nbsp; 5.3.2. slurs or unwanted sexual advances; &nbsp; 5.3.3. visual conduct such as derogatory or sexually orientated posters; &nbsp; 5.3.4. photographs, cartoons, drawings or gestures which some may find offensive; &nbsp; 5.3.5. physical conduct such as assault, unwanted touching, or any interference because of sex, race or any other protected category basis; &nbsp; 5.3.6. Threats and demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favours; &nbsp; 5.3.7. Retaliation for having reported or threatened to report harassment. &nbsp; 5.4. This policy also prohibits unlawful harassment by any third party (a person who is not an employee of HedgerWay, such as a customer or client). &nbsp; 5.5. If you believe that you have been unlawfully harassed, you should make an immediate report to HedgerWay followed by a written complaint as soon as possible after the incident. Your complaint should include: &nbsp; Details of the incident Name(s) of the individual(s) involved Name(s) of any witness(es) 5.6. HedgerWay will undertake a thorough investigation of the allegations. If it is concluded that unlawful harassment has occurred, remedial action will be taken. &nbsp; 5.7. Any employee(s) who TurleyWay finds to be responsible for unlawful harassment will be subject to the disciplinary procedure and any sanction may include termination. [A person who discriminates or harasses may be personally liable for payment of compensation to the person offended, in addition to any compensation payable by TurleyWay. There is no statutory cap on the amount of compensation which may be awarded in discrimination cases. Under the Criminal Justice Act 1994, harassment became a criminal offence, punishable by a fine of up to &pound;5,000 and/or a prison term of up to 6 months. Under the Protection from Harassment Act 1997, the penalties for aggravated harassment are an unlimited fine and/or 5 years imprisonment.] &nbsp; 6. GENDER REASSIGNMENT POLICY 6.1. TurleyWay recognises that any employee or worker may wish to change their gender during the course of their employment with the Company. &nbsp; 6.2. TurleyWay will support any employee or worker through the reassignment. &nbsp; 6.3. TurleyWay will make every effort to protect an employee or worker who proposes to start or has completed a process to change his or her gender, from discrimination or harassment within the workplace. &nbsp; 6.4. All employees and workers will be expected to comply with TurleyWay&rsquo;s policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary sanction. &nbsp; 6.5. Where an employee is engaged in work where the gender change imposes genuine problems TurleyWay will make every effort to reassign the employee or worker to an alternative role in the Company, if so desired by the employee. &nbsp; 6.6. Any employee or worker suffering discrimination on the grounds of gender reassignment should make recourse to the Company&rsquo;s grievance procedure. &nbsp; 7. COMPLAINTS AND MONITORING PROCEDURES 7.1. TurleyWay has in place procedures for monitoring compliance with this policy and for dealing with complaints of discrimination. These are available from TurleyWay and will be made available upon request. &nbsp; 7.2. Any discrimination complaint will be investigated fully.

Work With Us

Meet: Meeting the people we work with is central to our business model and core to establishing understanding and engagement between all parties.Understand: Our first priorities are to understand you, your motivations, goals, competencies, achievements and cultural fit.Explore: Once we have an understanding, we can explore this understanding with you to ensure that we have uncovered everything forgotten or underestimated to maximise your profile and your potential.Prepare: We&rsquo;ll ensure that you are prepared at every step of the process. You&rsquo;ll be prepared to enter the market, prepared for each interview and before every critical juncture. We take every opportunity ensure a steady footing.Manage: Recruitment processes should and don&rsquo;t just happen. We use our years of experience to ensure constant dialogue, communication and feedback to keep the process running at an appropriate speed to reach the desired outcome.Deliver: There will be an outcome to each process and we&rsquo;ll make sure that you have the best chance possible for success. Unfortunately, there may be a opportunity for which you are not successful, but we will understand why and work with you to use this information to move forward.

Join TurleyWay

Our Group was born in 2017 and through our comparatively short life, our group has grown into a team of 20 experienced recruiters, with over 200 years of experience between us. We have grown consistently, avoiding the urge to urge to bolster our ranks with graduates and trainees (there was never any urge), which included adding 3 additional hires in lockdown whilst the competition was looking the other way.We have embraced a new, more empowering, better, way of working.At our inception, we created a fluid working model. No set working hours, no set holiday allowance, no KPIs and no flexible working policy. Not to be confused with remote working, we encourage our people to work when and from where they feel most productive and can be most ingrained in the market. If this is five days in our office, then that's great. If it's starting at 12noon and working into the night, then good for you. Most likely it will be somewhere in between. Importantly, it will be driven by a combination of what is best for you and what is best for your network.We are a close-knit team of experienced, professional recruiters, who support each other without the need for a formal management structure. The reward for your efforts is clear and transparent. You will, as will all your colleagues, take home 50% of what you bill plus the team participates equally in our profit share scheme.If you're interested in leaving behind all the rubbish that comes with working at a traditional recruiter (the team meetings, the meetings about meetings, the grads, the KPIs, the forced-fun) and would like to focus on building quality relationships and business, then we might have a home for you.

Privacy Policy

Introduction:This Privacy Policy explains what we do with your personal data whether we are in the process of helping you find a job, continuing our relationship with you once we have found you a role, providing you with a service, receiving a service from you or using your data to ask for your assistance in relation to one of our Candidates. It describes how we collect, use and process your personal data, and how in doing so, we comply with our legal obligations to you. Your privacy is important to us, and we are committed to protecting and safeguarding your data privacy rights. This Privacy Policy applies to the personal data of our Candidates, Clients, Suppliers and&nbsp;other people whom we may contact in relation to our recruitment activities. It is important to point out that we may amend this Privacy Policy from time to time. Please just visit this page if you want to stay up to date, as we will post any changes here. If you are dissatisfied with any aspect of our Privacy Policy, you may have legal rights and, where relevant, we have described these as well.The Personal Data that we collect:Candidate Data:In order to provide the best possible employment opportunities, that are tailored to you, we need to process certain information about you. We only ask for details that will genuinely help us to help you. Depending on the relevant circumstances and requirements, below is a (non-exhaustive) list of information we may collect to enable us to offer you employment opportunities which are tailored to your circumstances and your interests.Name; Contact details; Education details; Employment history; Immigration status (whether you need a work permit); Details about your current remuneration, pensions and benefits arrangements; Information on your interests and needs regarding future employment, both collected directly and inferred, for example from jobs viewed or articles read on our website; Extra information that you choose to tell us; Extra information that our&nbsp;Clients&nbsp;may tell us about you, or that we find from other third party sources such as job sites; The dates, times and frequency with which you access our services; and CCTV footage if you attend our premises.Client DataWhen you engage with us as a client or potential client, we need to collect and use information about you and individuals at your organisation. We use this information to provide recruitment related services to you such as identifying and introducing you to candidates or notifying you of content published which is likely to be relevant and useful to you, such as market reports and benchmarking information. We generally only need to have your contact details or the details of individual contacts at your organisation (such as their names, telephone numbers and email addresses) to enable us to ensure that our relationship runs smoothly. We may also hold extra information that you or someone in your organisation has chosen to tell us or that may be public available, for example, on social media platforms such as LinkedIn.Supplier Data:We need a small amount of information from our Suppliers to ensure that things run smoothly. We need contact details of relevant individuals at your organisation so that we can communicate with you. We also need other information such as your bank details so that we can pay for the services you provide (if this is part of the contractual arrangements between us). We may also hold extra information that someone in your organisation has chosen to tell us.How we collect your Personal Data:Candidate Data:We collect your Personal Data from you directly or through other sources as follows;Directly from you: There are numerous ways you can share your information with us, which may include;Entering or submitting your details on the TurleyWay website Providing a hard copy CV at an event or directly to one of our employees Emailing your CV to us Applying for jobs through a job aggregator, which then may redirect you to our website Entering your personal details into a TurleyWay micrositeFrom other sources:&nbsp; We also receive personal data about&nbsp;Candidates&nbsp;from other sources which may include the following;Our&nbsp;Clients may share personal information about you with us We may obtain information about you from searching for potential Candidate from third party sources, such as LinkedIn and other job sites If you &lsquo;like&rsquo; or &lsquo;share&rsquo; a TurleyWay social media page or &lsquo;follow&rsquo; us on a Social Media platform, we may receive your personal information from those sites If you were referred to us through another source, they may share personal information about you with usClient Data:We collect Client Personal Data from you directly or through other sources as follows;Directly from you: We will receive data directly from you in several ways which may include the follow;You contact us proactively, usually by phone, email or a social media platform You provide information to us at a TurleyWay, and event hosted by you or an independent event We contact you, either by phone, email, or through our other recruitment related activitiesFrom other Sources: Where appropriate and in accordance with any local laws and requirements, we may seek more information about you or your colleagues from other sources generally by way of due diligence or other market intelligence including:From third party market research and by analysing online and offline media From delegate lists at relevant events From other limited sources and third partiesSupplier Data:We collect your personal data during the course of our work with you.How we use your personal data:Candidate DataWe generally use Candidate data in the following ways:Recruitment Activities: Our principal activity is providing a recruitment service to the candidates and clients with whom we work. Below is a (non-exhaustive list) of the various ways in which we may use and process your personal data for this purpose; Collecting your data from you and other sources, such as LinkedIn; Storing your details (and updating them when necessary) on our database, so that we can contact you in relation to recruitment; Providing you with our recruitment services and to facilitate the recruitment process; Assessing data about you against vacancies which we think may be suitable for you; Sending your information to&nbsp;Clients, in order to apply for jobs or to assess your eligibility for jobs Carrying out our obligations arising from any contracts entered into between TurleyWay and third parties in relation to your recruitment; Verifying details you have provided, using third party resources (such as psychometric evaluations or skills tests), or to request further information Complying with our legal obligations in connection with the detection of crime or the collection of taxes or duties; Processing your data to enable us to send you targeted, relevant marketing materials or other communications which we think are likely to be of interest to you. Marketing Activities: We may send you information from time to time that we think you may find interesting, or to ask for your help with connecting other&nbsp;Candidates&nbsp;with jobs. Below is a (non-exhaustive list) of the various ways in which we may use and process your personal data for this purpose; Market our full range of recruitment services to you Send you details of reports, promotions, offers, networking and client events, and general information about the industry sectors which we think might be of interest to you Display promotional excerpts from your details or comments on our website(s) as a success story (where we have obtained your express consent to do so) To help us to establish, exercise or defend legal claims; In more unusual circumstances, we may use your personal data to help us to establish, exercise or defend legal claims. To provide you with general information about our businessClient DataWe generally use Candidate data in the following ways:Recruitment Activities; Our principal activity is providing a recruitment service to the candidates and clients with whom we work. Below is a (non-exhaustive list) of the various ways in which we may use and process your personal data for this purpose; Storing your details on our database, so that we can contact you in relation to recruitment activities Keeping records of our conversations and meetings, so that we can provide targeted services to you Processing your data for the purpose of targeting appropriate marketing campaigns. Marketing Activities; Subject to any applicable local laws and requirements, we will not, as a matter of course, seek your consent when sending marketing materials to a corporate postal or email address. If you are not happy about this, you have the right to opt out of receiving marketing materials from us by informing us in writing or via email to&nbsp;info@turleyway.com. To help us to establish, exercise or defend legal claims; In more unusual circumstances, we may use your personal data to help us to establish, exercise or defend legal claims.Supplier DataWe will only use your information to store your details on our database, so that we can contact you in relation to our agreements or pay for your servicesWho we share your personal data with:Candidate DataWe may share your personal data with various parties, in various ways and for various reasons. Primarily we will share your information with prospective employers to increase your chances of securing job opportunities for you.Client DataWe will share your data primarily to ensure that we provide you with a suitable pool of&nbsp;Candidates and that Candidates are suitably informed about your opportunities.Supplier DataUnless you specify otherwise, we may share your information with any of our group companies and associated third parties such as our service providers and organisations to whom we provide services. Where appropriate and in accordance with local laws and requirements, we may share your personal data, in various ways and for various reasons, with the following categories of people:Any of our group companies Tax, audit, or other authorities, when we believe in good faith that the law or other regulation requires us to share this data (for example, because of a request by a tax authority or in connection with any anticipated litigation) Third party service providers who perform functions on our behalf (including external consultants, business associates and professional advisers such as lawyers, auditors and accountants, technical support functions and IT consultants carrying out testing and development work on our business technology systems) Third party outsourced IT and document storage providers where we have an appropriate processing agreement (or similar protections) in place In the case of&nbsp;Candidates: potential employers to increase your chances of finding employment If TurleyWay merges with or is acquired by another business or company in the future, (or is in meaningful discussions about such a possibility) we may share your personal data with the (prospective) new owners of the business or companySafeguarding your Personal DataWe care about protecting your information. We have in place appropriate measures that are designed to prevent unauthorised access to, and misuse of, your personal data.&nbsp;This includes and appropriate range technical and organisational measures. &nbsp;If you suspect any misuse or loss of or unauthorised access to your personal information, please let us know immediately.To access, amend or take back the Personal Data that you have given to usEven if we already hold your personal data, you still have various rights in relation to it. To get in touch about these, please contact us. We will seek to deal with your request without undue delay, and in any event in accordance with the requirements of any applicable laws. Please note that we may keep a record of your communications to help us resolve any issues which you raise.Right to object: If we are using your data because we deem it necessary for our legitimate interests to do so, and you do not agree, you have the right to object. We will respond to your request within 30 days (although we may be allowed to extend this period in certain cases). Generally, we will only disagree with you if certain limited conditions apply. Data Subject Access Requests (DSAR): Just so it&rsquo;s clear, you have the right to ask us to confirm what information we hold about you at any time, and you may ask us to modify, update or delete such information. At this point we may comply with your request or, additionally, do one of the following: we may ask you to verify your identity, or ask for more information about your request; and where we are legally permitted to do so, we may decline your request, but we will explain why if we do so. Right to erasure: In certain situations (for example, where we have processed your data unlawfully), you have the right to request us to &ldquo;erase&rdquo; your personal data. We will respond to your request within 30 days (although we may be allowed to extend this period in certain cases) and will only disagree with you if certain limited conditions apply. If we do agree to your request, we will delete your data. Right of data portability: If you wish, you have the right to transfer your data from us to another data controller. We will help with this &ndash; either by directly transferring your data for you, or by providing you with a copy in a commonly used machine-readable format. Right to lodge a complaint with a supervisory authority: You also have the right to lodge a complaint with your local supervisory authority.If your interests or requirements change, you can contact us to let us know that you no longer wish to receive communication from TurleyWay by emailing us at&nbsp;info@turleyway.com&nbsp;

Cookie Policy

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Tom joins TurleyWay focusing within the Energy and Trading Technology domain with a particular focus on hedge funds, integrated energy companies, utilities and other leading financial institutions. His remit covers all commodity product areas, appointing senior leaders and top technical talent across the front office.Since 2012, Tom has curated an enviable network which enables him to deliver on complex mandates with some of the most reputable trading firms across EMEA and the US.Tom enjoys working strategically with organisations to help them plan and identify ways they can evolve and innovate their business.Recent assignments filled:Chief Technology Officer | Commodities &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <ul><li>Brief: A challenger energy firm required a CTO that had worked directly within the markets and understood the intricacies and complexities of trading systems. The mandate was to design, build and deliver a trading system and to future proof the department by appointing additional hires.</li><li>Successful profile: Due to the nature of the search, it required a comprehensive, global talent map of individuals. A CTO was selected who was still contributing to the code base and that had worked in both start up at FTSE 100 cultures.</li></ul>Head of ETRM &nbsp;| Commodities<ul><li>Brief: A reputable commodities trading firm were implementing a new ETRM system globally. They required the successful applicant to possess direct experience within the power markets with a bespoke ETRM system.</li><li>Successful profile: Headhunted a referral who had delivered the same niche ETRM system across EMEA, US and APAC. A relocation was needed to complete this retained search.</li></ul>VP of Engineering | Investment Banking<ul><li>Brief: A Tier 1 investment bank required a &lsquo;hands on&rsquo; leader who had managed distributed teams of skilled engineers, had designed and implemented cutting-edge software solutions to optimise trading strategies, risk management and data analysis.</li><li>Successful Profile: Delivered a shortlist of 4 profiles that were all interviewed, appointing an individual with systematic trading experience.</li></ul>

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