BRS Jobs Case Study


Meet Clayton Dempter, MD of BRS Jobs                                                                                                                                                                                    



Clayton Dempster shares his story with Paul Thompson, sales director at Voyager Software

It’s been 18 years since we first met, so where did Recruitment start for Clayton Dempster?

25 years ago, I joined a contract engineering agency, and I took to it like a duck to water. I took a long-term view of people and built relationships with the right ones, it serves me well today. I grew a significant team, but felt restricted by working for a corporate, and so in 2000 started Proactive Technical Recruitment in Egham, Surrey, opening a further office in Central London which I handed over to James Caan’s portfolio in 2012 before exiting a year later – it was a great introduction to business!

I loved building my own team and managing the relationships, it’s my key strength and I’ve missed that. It was only a matter of time before found myself back in the seat, running my own team, and so we created BRS Recruitment - it’s an exciting place to be.

What are the Hottest Sectors and where is your focus going into 2018?

Construction and Transport are our ‘Hottest Sectors’, both blue and white-collar workers. Major engineering and construction projects are seeing a huge increased demand for talent on all levels. Likewise Transport particularly vehicle maintenance is key to our focus. If contractors and subcontractors are involved, BRS Jobs are too.

Going into 2018, we’ll be launching our second joint venture; BRS Technical, which will focus on the FMCG market and Manufacturing sectors in London and the Midlands. In addition to this, we will also be rolling out a realistic equity piece to our current teams within each of the divisions, so they can all benefit from the growth of the business and have a real stake in the future.

Managing ‘micro-niche’ recruiter teams

In the last 6 months we’ve split into 3 divisions; plant and automotive, construction including fabrication and installation, as well as transportation and HGV. With a core focus on these sectors, we’re able to cross-pollinate our data and relationships across our CRM and team. With micro-niche specialist recruiters and a collaborative attitude towards leads and relationships we’ve ensured a greater recruitment reach for our customers.

Whilst recruitment is a contact sport, it’s also a team sport.

Managing and facilitating growth

It’s important to understand your strengths and weaknesses as an individual. I’m no web-developer, so I’ve outsourced that, I’m not a CRM or GDPR compliancy lawyer, so I’ve outsourced that too. It’s impossible to be an expert in everything, so my advice is to find and nurture professional relationships with complimentary businesses who can help you on your journey.

Asking for help can be a key strength in recruitment and I’ve worked with numerous 3rd party specialists. Voyager and their team being a key to our success. I value third-party relationships every bit as much as my candidates and clients. The value in BRS Jobs is far greater than the 10 recruiters we have in our offices, it includes our relationships with partners such as Voyager.

Recruitment and technology

We embrace new technology. I’m not going to give away specifics, but using the right technology can be hugely important. I’d certainly not recommend Voyager to my competition. That said technology changes fast. I see a future where candidates can update their availability, managing their bookings, confirm their compliance and message us directly, all via a phone app.

Recognise that every recruiter has two computers, the one on their desk and the one in their pocket. I believe that Recruitment is all about honesty, clarity and ‘expectation setting’ and technology plays a significant role in that, and how your customers perceive you. BRS is an ethical and honest recruiter with a keen eye on doing the right thing the right way, technology plays a huge part in that.

It took me 5 years with my first agency to get to the point where we’re at now with BRS in only 18 months. We have a great team environment, great partners and we’re ready and primed for the fight for the best perm, contract and temp talent.

BRS Jobs

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