Strategic Recruitment Services

At Border to Coast, our purpose is to make a difference for our Partner Funds within the Local Government Pension Scheme (LGPS). Our focus is to secure the pensions of over a million people who have provided valuable service to their communities and society. Border to Coast are the largest pensions asset owner in the UK and the largest asset manager outside London or Edinburgh, and we provide innovative investments that deliver sustainable returns over the long term. Border to Coast are entering a defining chapter in our journey. With our 2030 Strategy now in place and new Government standards for pooling on the horizon, we are poised to grow to £110bn of assets under management and evolve into an enhanced regulatory firm. This next phase will demand clarity, resilience, and inclusive financial and strategic leadership, including how we attract and retain senior talent. Border to Coast is undertaking a review of its recruitment delivery model in relation to the sourcing and placement of senior roles across the organisation. This includes ‘Heads of’ recruitment roles and senior positions within its Investment teams. The organisation is headquartered in Leeds and operates a hybrid working policy, with colleagues expected to work from the Leeds office “more often than not.” As such, Border to Coast is interested in engaging suppliers who can demonstrate effective candidate sourcing beyond London and Edinburgh, with strong reach into Yorkshire and the North of England. To support this review, Border to Coast is conducting a soft market testing exercise to better understand current market capabilities, approaches, and innovations in recruitment services. We are seeking input from potential suppliers on the following key requirements and areas of interest: - Regional Reach: Ability to source candidates in and around Leeds and the North of England and attract people to work at Border to Coast. - Specialism: Experience in investment management recruitment, particularly within publicly connected organisations, given our purpose. - Delivery Models: Strategic partnerships vs. multi-supplier frameworks. - Flexible Recruitment Approaches: Search-based and contingent recruitment options. - Candidate Ownership: Clarity on fee structures and candidate sourcing. - Diverse and inclusive recruitment practices and data reporting. - Candidate Management: Communication, long list selection, initial screening, onboarding support, and accessibility. - Technology Use: AI and automation in recruitment, and bias mitigation. - Social Value: Contributions to local employment, community engagement, and sustainability. - Legal & Compliance: Adherence to relevant legislation and industry standards. - Performance & Reporting: Metrics, insights, and market intelligence.