Recruitment Agency For Consulting Sector in The City of London

Our Services

At Eden Recruitment, we are committed to excellence in everything we do. With extensive experience in the consulting industry, our team of specialists delivers customised recruitment solutions, focusing on providing exceptional executive assistants and consulting support staff.

Our goal is to provide bespoke recruitment for consultants, ensuring your organisation is equipped with the skilled consulting industry assistants necessary for success. We pride ourselves on our personalised approach, aligning our strategies with the unique aspirations of both clients and candidates.

From Startup to Scale-Up: When to Hire Your First Executive Assistant

October 31, 2025

Hiring the wrong person happens more often than most companies like to admit — especially in fast-paced environments where roles need filling yesterday. On paper, the candidate looked great. The interviews went smoothly. But three months later, things start to unravel: deadlines slip, communication breaks down, and suddenly, the team feels stretched and stressed. It’s a situation many businesses face, and it’s not just inconvenient — it’s expensive. At Eden Recruitment Group , we’ve seen first-hand how the wrong hire can quietly drain time, money, and morale. In business support and HR roles, where trust and precision are everything, the ripple effect can be enormous. Let’s take a closer look at what those hidden costs really are — and how to avoid them. 1. The financial hit is bigger than you think Most employers assume a bad hire only costs a few months’ salary — but research consistently shows it’s far more. When you add up recruitment expenses, onboarding time, lost productivity, and the cost of replacing that person, the total can easily reach 30% to 50% of the employee’s annual salary . And that’s just the direct cost. The indirect costs — missed opportunities, client dissatisfaction, and team disruption — often multiply that figure. In business support roles, for example, one small mistake from an unfit hire could mean missed meetings, lost contracts, or mismanaged documents that damage client relationships. The bottom line? A single wrong hire can quietly set a company back tens of thousands of pounds — not to mention the time it takes to recover. 2. The productivity ripple effect A poor hiring decision doesn’t just affect one desk — it affects the entire team. When someone isn’t the right fit, the people around them often have to pick up the slack. Tasks get delayed, collaboration suffers, and morale starts to dip. For example, if an Executive Assistant struggles to manage their executive’s diary effectively, the entire leadership schedule becomes chaotic. Meetings overlap, projects slow down, and productivity across departments takes a hit. When this happens in HR or operations — where structure and consistency are essential — it can throw off the rhythm of the entire organisation. The truth is, one underperforming team member can quietly reduce the output of an entire department without anyone realising how much it’s costing in lost time and energy. 3. The emotional and cultural cost Every company has its own culture — a blend of values, communication styles, and energy that defines how teams work together. When you hire someone who doesn’t fit that culture, friction builds. Colleagues might feel frustrated or disconnected. Managers may spend more time mediating than leading. And before long, your best employees start to question whether they still belong. Culture misalignment doesn’t always happen because someone is “bad” at their job — sometimes they’re just not right for your environment. Maybe they prefer rigid structure when your team thrives on flexibility, or they struggle with communication in a fast-paced global business. Over time, that mismatch chips away at motivation and cohesion. A toxic or disengaged environment can cost far more than money — it costs momentum. 4. The impact on reputation Reputation is one of the most valuable assets any company can have — and in the recruitment world, perception spreads fast. If a poorly matched HR professional mishandles a sensitive issue, or an inexperienced office manager creates a negative experience for clients, it can damage the company’s credibility. Externally, clients notice inconsistency. Internally, employees lose confidence in leadership’s hiring decisions. That combination can hurt brand trust — something far harder to rebuild than to maintain. Your people are your reputation. Every hire represents your brand to the outside world — and one misstep can echo far beyond the individual. 5. The opportunity cost of distraction When a hire doesn’t work out, the focus shifts from progress to damage control. Managers spend hours in meetings discussing performance, rewriting processes, or planning exits. HR teams have to restart recruitment. Projects slow down or get postponed. In other words, every hour spent fixing a hiring mistake is an hour not spent growing the business. We see it often: talented leaders pulled away from strategic priorities to handle personnel issues that could’ve been avoided with a stronger hiring process. And in high-growth companies, that lost momentum can be the difference between hitting targets — or missing them entirely. 6. The long road to recovery Replacing a bad hire isn’t as simple as posting a new job advert. There’s a period of transition, onboarding, and rebuilding trust — both within the team and with clients. In HR and business support roles, where relationships are everything, this can take months. Even after a new hire is in place, productivity often lags while everyone adjusts. It’s not just about finding a replacement — it’s about restoring stability. And that’s why prevention is always better (and cheaper) than cure. So how do you avoid a bad hire? It starts with understanding the role in depth — not just the job description, but the personality, skills, and communication style needed to truly succeed. It means partnering with recruiters who know the market, understand cultural fit, and take time to vet candidates properly. At Eden Recruitment Group , we specialise in this exact process. Our consultants have decades of combined experience connecting businesses with business support and HR professionals who are not only qualified but genuinely aligned with company culture and expectations. We focus on long-term success — not just fast placements — because we know how costly the wrong hire can be. The hidden costs of a bad hire go far beyond salary figures. They show up in lost time, weakened morale, damaged trust, and missed opportunities. But with the right recruitment partner — one who truly understands your business, your people, and your culture — these risks can be minimised, and your team can thrive. At Eden Recruitment Group , we help companies across London, New York, the UAE, and Europe find the right people the first time.

The Hidden Costs of a Bad Hire in HR and Business Support Roles

October 31, 2025

Hiring the wrong person happens more often than most companies like to admit — especially in fast-paced environments where roles need filling yesterday. On paper, the candidate looked great. The interviews went smoothly. But three months later, things start to unravel: deadlines slip, communication breaks down, and suddenly, the team feels stretched and stressed. It’s a situation many businesses face, and it’s not just inconvenient — it’s expensive. At Eden Recruitment Group , we’ve seen first-hand how the wrong hire can quietly drain time, money, and morale. In business support and HR roles, where trust and precision are everything, the ripple effect can be enormous. Let’s take a closer look at what those hidden costs really are — and how to avoid them. 1. The financial hit is bigger than you think Most employers assume a bad hire only costs a few months’ salary — but research consistently shows it’s far more. When you add up recruitment expenses, onboarding time, lost productivity, and the cost of replacing that person, the total can easily reach 30% to 50% of the employee’s annual salary . And that’s just the direct cost. The indirect costs — missed opportunities, client dissatisfaction, and team disruption — often multiply that figure. In business support roles, for example, one small mistake from an unfit hire could mean missed meetings, lost contracts, or mismanaged documents that damage client relationships. The bottom line? A single wrong hire can quietly set a company back tens of thousands of pounds — not to mention the time it takes to recover. 2. The productivity ripple effect A poor hiring decision doesn’t just affect one desk — it affects the entire team. When someone isn’t the right fit, the people around them often have to pick up the slack. Tasks get delayed, collaboration suffers, and morale starts to dip. For example, if an Executive Assistant struggles to manage their executive’s diary effectively, the entire leadership schedule becomes chaotic. Meetings overlap, projects slow down, and productivity across departments takes a hit. When this happens in HR or operations — where structure and consistency are essential — it can throw off the rhythm of the entire organisation. The truth is, one underperforming team member can quietly reduce the output of an entire department without anyone realising how much it’s costing in lost time and energy. 3. The emotional and cultural cost Every company has its own culture — a blend of values, communication styles, and energy that defines how teams work together. When you hire someone who doesn’t fit that culture, friction builds. Colleagues might feel frustrated or disconnected. Managers may spend more time mediating than leading. And before long, your best employees start to question whether they still belong. Culture misalignment doesn’t always happen because someone is “bad” at their job — sometimes they’re just not right for your environment. Maybe they prefer rigid structure when your team thrives on flexibility, or they struggle with communication in a fast-paced global business. Over time, that mismatch chips away at motivation and cohesion. A toxic or disengaged environment can cost far more than money — it costs momentum. 4. The impact on reputation Reputation is one of the most valuable assets any company can have — and in the recruitment world, perception spreads fast. If a poorly matched HR professional mishandles a sensitive issue, or an inexperienced office manager creates a negative experience for clients, it can damage the company’s credibility. Externally, clients notice inconsistency. Internally, employees lose confidence in leadership’s hiring decisions. That combination can hurt brand trust — something far harder to rebuild than to maintain. Your people are your reputation. Every hire represents your brand to the outside world — and one misstep can echo far beyond the individual. 5. The opportunity cost of distraction When a hire doesn’t work out, the focus shifts from progress to damage control. Managers spend hours in meetings discussing performance, rewriting processes, or planning exits. HR teams have to restart recruitment. Projects slow down or get postponed. In other words, every hour spent fixing a hiring mistake is an hour not spent growing the business. We see it often: talented leaders pulled away from strategic priorities to handle personnel issues that could’ve been avoided with a stronger hiring process. And in high-growth companies, that lost momentum can be the difference between hitting targets — or missing them entirely. 6. The long road to recovery Replacing a bad hire isn’t as simple as posting a new job advert. There’s a period of transition, onboarding, and rebuilding trust — both within the team and with clients. In HR and business support roles, where relationships are everything, this can take months. Even after a new hire is in place, productivity often lags while everyone adjusts. It’s not just about finding a replacement — it’s about restoring stability. And that’s why prevention is always better (and cheaper) than cure. So how do you avoid a bad hire? It starts with understanding the role in depth — not just the job description, but the personality, skills, and communication style needed to truly succeed. It means partnering with recruiters who know the market, understand cultural fit, and take time to vet candidates properly. At Eden Recruitment Group , we specialise in this exact process. Our consultants have decades of combined experience connecting businesses with business support and HR professionals who are not only qualified but genuinely aligned with company culture and expectations. We focus on long-term success — not just fast placements — because we know how costly the wrong hire can be. The hidden costs of a bad hire go far beyond salary figures. They show up in lost time, weakened morale, damaged trust, and missed opportunities. But with the right recruitment partner — one who truly understands your business, your people, and your culture — these risks can be minimised, and your team can thrive. At Eden Recruitment Group , we help companies across London, New York, the UAE, and Europe find the right people the first time.

How to Build a High-Performing Business Support Team Across Multiple Time Zones

October 31, 2025

The modern workplace is global — and that’s exciting, but it’s also complex. For many businesses, success now depends on how well teams operate across time zones, languages, and cultures. Whether your company has offices in London , New York , or Dubai , the key to keeping everything running smoothly often comes down to one thing: a strong, synchronised business support team . At Eden Recruitment Group , we work with international organisations every day — helping them find and build support teams that operate seamlessly around the world. And if there’s one thing we’ve learned, it’s this: building a high-performing global team isn’t just about hiring the right people — it’s about how those people connect, communicate, and collaborate. So, how do you make it work? Let’s dive in. 1.Start with clarity, not geography When you’re managing across time zones, clarity becomes your superpower. Before you even think about scheduling meetings or assigning projects, you need a clear structure — who does what, when, and why. Define responsibilities in a way that doesn’t depend on being online at the same time. For example, your Executive Assistant in London might prep reports that your HR coordinator in New York reviews first thing in their morning. When everyone knows their deliverables, the workflow stays consistent — even when no one’s awake at the same time. At Eden, we see high-performing teams operate almost like relay runners: each person picks up the baton seamlessly from the last, regardless of time zone. 2. Hire for communication, not just competence It’s easy to assume that great business support professionals are defined purely by their technical ability — scheduling, coordination, or admin excellence. But when your team spans continents, communication becomes the real differentiator. The best candidates aren’t just efficient — they’re proactive communicators. They know how to flag potential issues early, ask the right questions, and document their work so the next person in line can pick up effortlessly. That’s why employers working across regions — from the UK to the UAE — increasingly value assistants, operations coordinators, and HR support staff who are articulate, empathetic, and culturally aware. Good communication builds trust, and trust keeps teams aligned — no matter how far apart they are. 3. Embrace technology as your bridge In a global business support environment, technology is your greatest ally. It eliminates delays, reduces duplication, and keeps everyone on the same page. Tools like Microsoft Teams, Slack, and Asana have become essentials for real-time updates, while platforms like Notion or Monday.com help manage projects asynchronously. But technology isn’t just about the tools you choose — it’s about how you use them. Successful teams establish rituals: daily check-ins, clear communication guidelines, and shared folders that stay organised. The goal isn’t to flood inboxes; it’s to create visibility — so no one ever feels out of the loop. At Eden, we’ve noticed that companies who invest in smart, simple communication systems always see higher retention and better collaboration among their business support staff. 4. Build a culture that transcends location Culture doesn’t stop at the office door — it stretches across every message, meeting, and milestone. Global business support teams perform best when they share a sense of purpose and belonging, even if they’ve never met in person. Regular virtual social sessions, birthday shout-outs, and milestone celebrations can make a huge difference. But culture also means respecting local nuances — from working hours and holidays to communication styles. What feels direct in London might come across as blunt in New York, and what feels polite in Dubai could sound overly formal elsewhere. Creating an environment where every voice is valued — regardless of geography — helps people stay motivated and engaged. And that engagement translates directly into performance. 5. Empower local leadership One of the most common mistakes global organisations make is centralising every decision in one time zone. While it might feel efficient, it often slows things down. Empowering local leads — whether that’s an Office Manager in London or an HR Partner in Dubai — ensures that decisions can be made quickly and confidently. This decentralised structure not only improves responsiveness but also gives local employees a sense of ownership. And ownership is one of the strongest predictors of long-term success in business support teams. 6. Invest in training and connection Training shouldn’t stop at onboarding. Ongoing professional development keeps your support team aligned, capable, and motivated — especially when they’re working across borders. Whether it’s cross-cultural training, communication workshops, or time-management courses tailored for hybrid teams, consistent learning keeps everyone sharp. Even better, it gives global staff a shared experience — something that reinforces unity beyond the screen. The companies that invest in their people, particularly their business support professionals , are always the ones that retain top talent. 7. Partner with a specialist recruitment agency Finally, one of the smartest moves global businesses can make is to partner with a recruitment agency that understands international business support . At Eden Recruitment Group, we’ve spent years helping clients build connected, high-performing teams across London, New York, the UAE, and beyond. We know what it takes to find candidates who are not only highly skilled, but also adaptable, culturally intelligent, and capable of thriving in fast-moving global environments. When you get the people part right, everything else — the systems, the communication, the results — falls into place naturally. Managing a business support team across multiple time zones isn’t easy — but it’s entirely achievable with the right people, tools, and mindset. It’s about clarity over control, communication over chaos, and trust over time zones. When those three things come together, geography stops being a barrier — and becomes your competitive advantage. At Eden Recruitment Group , we specialise in connecting exceptional business support professionals with global companies that value precision, partnership, and performance. Get in touch today to discover how we can help you build or strengthen your international team.

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Looking for a recruitment agency for the consulting sector in The City of London? At Eden Recruitment Group, we specialise in connecting top talent with leading organisations, ensuring tailored solutions that meet your specific needs.

Recruitment Agency For Consulting Sector in The City of London

At Eden Recruitment, We Are Committed To Excellence In Everything We Do

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From Startup to Scale-Up: When to Hire Your First Executive Assistant

The Hidden Costs of a Bad Hire in HR and Business Support Roles

How to Build a High-Performing Business Support Team Across Multiple Time Zones

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