In this month’s edition of Consultant Spotlight, we spoke with Ellen Davie about her recent promotion to the position of Senior Consultant. A specialist in the Wealth sector, Ellen talks about how she got started in Permanent Recruitment, how the market has changed in recent years, and the vital importance of both client and candidate relationships at Core-Asset Consulting.

First off - congratulations on being made a Senior Consultant! Can you explain what is different about your role now from your previous one?

Thank you! I believe one of the key differences between being a Consultant and a Senior Consultant is the depth of your involvement with a client. As a Consultant, you build relationships and share insight into market conditions, talent trends and recruitment strategy, but as a Senior Consultant, on top of that service you are much more deeply embedded with the client, contributing strategically to hiring projects.

Over my four years at Core-Asset, I’ve grown into that full-suite role where I manage both client and candidate relationships in a more strategic way. What makes Core-Asset different from other firms is the emphasis we place on those long-term partnerships. It’s not just about transactions; it’s about building trust and being seen as a go-to partner in the market.

What drew you to recruitment, and how did you end up at Core-Asset?

During my time at university, I worked in hospitality and other part-time roles, which developed my people-skills and enjoyment of working with others. After graduating, I was keen to begin a career in a corporate environment where I could build on that. A family member who had experience in recruitment suggested it might be a good fit, particularly the opportunity to help people progress their careers.

I found Core-Asset Consulting and was impressed by the way they talked about recruitment - it was clear that they had a long-term view when finding candidates and building relationships. I liked the focus on finding the right person for a company both in terms of culture and technical ability, and that made Core Asset stand out to me. After interviewing with Core-Asset Consulting, I joined as an Associate and I’ve now been here for almost four years.

What do you enjoy most about working in Permanent recruitment?

What I enjoy most is that every role feels like a mini-project. It starts with really getting to know the client and understanding exactly what they’re looking for, then speaking with candidates to uncover their goals and motivations. The challenge and the reward comes in aligning the two!

In permanent recruitment, the real satisfaction for me is in the long-term relationships. A placement isn’t the end of the journey; it’s often the beginning of an ongoing connection. I’ve built strong relationships with candidates over the years, and it’s incredibly rewarding to see their careers progress after placing them in the right role. Because a career is such a significant part of someone’s life, it feels meaningful to know I’ve played a part in helping them take that next step.

You joined Core-Asset Consulting in 2021. How has the Permanent market changed since then?

Since 2021, I’ve noticed a real shift in candidate expectations. The pandemic reshaped the way people view work, with hybrid models and greater flexibility now seen as standard rather than a perk. Beyond that, candidates are placing much more weight on a company’s values, culture, job security, diversity and sustainability – these are key factors in decision-making, not just salary or job title.

From the employer’s perspective, retention has become a much bigger focus. Counter-offers are increasingly common as businesses work hard to keep their strongest people, recognising that replacing talent is challenging in this market. Altogether, the market has become more complex, with a wider range of factors influencing both candidate and client decisions.

What are the main influences on recruitment in the wealth sector?

The wealth sector has changed a lot in recent years, with regulation playing a big part. Things like the FCA, Consumer Duty, ESG requirements, and tax reforms all mean firms are looking for people with the right skills to keep up. On top of that, there’s a real generational shift happening. Younger clients want a more modern, tech-driven approach rather than the traditional model, so firms are on the lookout for candidates who can bring those digital skills—whether that’s AI, data analytics, or just a fresh perspective.

Core-Asset Consulting aims to find candidates that fit a client’s values and vision as well as meeting the technical requirements for a role. How do you go about doing that?

We always start by having a detailed conversation with the hiring manager, not just about the technical skills required, but about the personality fit, leadership style and the dynamics of the existing team. Understanding the culture is essential, as well as being clear on what success in the role looks like. With that knowledge, we can give candidates a clear picture of what it would take to thrive in that environment, allowing them to make an informed decision about whether it’s the right fit.

On the candidate side, it’s just as important to go beyond the CV. We want to understand their motivations, why they’ve made certain career moves, and what they’re looking for next. That way, we can assess not only whether they have the right skills, but whether the role will support their long-term goals and circumstances. For example, if a client requires certain office days or working hours, we’re always transparent so candidates know upfront whether it aligns with their needs.

Ultimately, it’s not just about qualifications on paper, it’s about pairing people with the right environment where they can succeed and ensuring the client gains someone who truly fits their team and vision.

Can you share a placement or project that really stuck with you?

Having graduated during COVID myself, I remember how daunting it was to enter the job market, especially without much corporate experience. That’s why I find it particularly rewarding to work with junior candidates who are just starting out. Sometimes it’s as simple as sharing advice or guidance I wish I’d had at that stage, but then seeing them secure their first role, and even progress a couple of years later, is incredibly fulfilling.

One placement that stands out was helping a candidate transition from academia into financial services. They were unhappy with their role and felt overlooked by recruiters in the sector. Because of the long-standing relationships I’ve built at Core-Asset Consulting, I was able to advocate for them with a client, highlighting the breadth of transferable skills and the value they could bring. They went on to become a key member of the team, and I felt proud to have helped open that door for them.