Movemeon members have landed roles within a wide variety of business functions in industry, start-ups and advisory firms. We work with in-house HR functions, directly with hiring managers, and even with third-party agencies.
See our case studies for examples of roles and organisations we’ve placed candidates with, and for more information on the types of roles that are frequently marketed on site, have a look at our employer page.
Our 31k candidate members span a range of seniority levels:
… and expertise – what they have in common is their consulting skillset.
Around 40% of candidates have experience at McKinsey, Bain or BCG and roughly a third worked at either the Big Four or boutique strategy firms; 60% also have industry experience beyond consulting. Our network is global, although our largest market is Europe, London and Paris being the strongest areas. You can learn more about our community statistics here.
Our candidates are interested in both permanent opportunities – at all levels of seniority, from around 2 years’ experience to very experienced hires – and fixed-term contracts/freelance projects of all lengths (see the Freelance section below for more details).
Popular functional areas include strategy & business development, operations, general management, project management, transformation and change, PE portfolio operations, partnerships, finance and M&A. Highly technical marketing or developer roles, straight sales roles or very junior positions tend to be less of a good fit. See here for more hiring information.
The easiest way is to let us do it for you! Just get in touch with the team here (or via your existing movemeon contact if you’ve worked with us before). You will be contacted by an account manager who will talk you through the movemeon process, find out more about your ideal candidate(s), and help you to get your first opportunity live.
We have a lot of data on what makes a job description great and are happy to craft something engaging for you or tweak your existing copy (you can read some of our job description tips here). Once your opportunity is live, your account manager will be in touch with details on how to access your movemeon employer account. In this account, you are able to track and manage applications to your roles, make notes, update statuses and message multiple candidates.
When we post a role, it goes ‘live’ on our platform, where an algorithm highlights the opportunity to relevant candidates on their candidate dashboard (the role can also be discovered by browsing all jobs or through the search function).
In addition, we send out a weekly jobs newsletter to our candidates, highlighting new opportunities. Non-members cannot access the job posts and only members receive the newsletters.
Movemeon is about quality over quantity.
To begin with, every candidate joining the platform is CV screened. Next, our unique hybrid model combines the use of an algorithm to reach the most relevant candidates with our hands-on success team, who help you identify the best applicants and keep the right number in the pipeline. As a result of this unique approach, typically roles receive an average of 10-20 high quality, relevant applications, having been viewed by around 100-200 people.
It costs nothing to share an opportunity on movemeon. You can trial the platform on a pure success fee basis, paying 15% of base salary (for permanent positions) only when you hire a candidate.
We also have a number of membership options, designed for all volumes of hiring, that make working with us even more cost-effective. To find out more about our pricing options, get in touch and one of our team will be happy to discuss these with you.
Your account manager will send you login details to your employer account, which will give you access to your employer dashboard.
From there you can see and manage applications (including CVs, cover letters and contact details), and invite more candidates to apply (see the related FAQ below). You will also receive a weekly email summarising applications from that week, and your account manager can also send you a shortlist of strong candidates if requested.
Yes! As soon as a candidate has applied to your role, you’re free to contact them and arrange next steps.
From your employer dashboard, you can invite candidates to apply by filtering through our members’ anonymised profiles (NB: around a third of our candidates choose not to appear in these searches). Your account manager can also do this for you to save you time.
Movemeon was set up partly in response to the lack of transparency in the recruitment industry, so we do ask that you share an approximation of compensation if you can, even if the range is very broad.
We understand that there may be internal sensitivities involved and that you may want candidates to make the ‘first move’. However, we find that not showing at least a broad range harms both the relevance and volume of applications, as well as decreasing the proportion of applications from women. It’s worth mentioning too that only registered members can see salary ranges (you could not find our job posts via a search engine), and candidates show their salary expectations as part of their application; the transparency goes both ways!
No. Employers liaise with candidates directly and are free to conduct first-round interviews in whichever way they choose – without a middleman. However, every movemeon candidate has had their CV reviewed by us before they can access the site, and we can also provide CV shortlisting if required.
Our quick turnaround time and no hire, no fee model means that most clients use movemeon as a first point of call. Within 2 weeks you will have a good idea of whether engaging further channels is necessary.
We’ve written about why we think exclusivity is better for you, candidates, and the industry as a whole here, if you’re interested!
Statuses such as “shortlisted”, “first round interview” and “keeping warm” are notes available to you in your employer account. They are there to help you keep track of your thoughts on applicants in your employer account. After reviewing a candidate’s application, select the relevant status so you can sort applications and communicate with candidates more efficiently.
No. Notes on candidates are for your eyes only – to help you keep track of and monitor interest.
Absolutely. You can expire and re-validate your roles as you require, e.g. if an offer falls through or if you need to postpone your hiring process. Your account manager will be happy to do this for you, or you can do all this in your employer account.
Many of our members are open to both freelance and permanent opportunities, and employers often go on to offer permanent positions to candidates they initially hired on a freelance basis.
The freelance market is developing rapidly (see our article about this here), and some movemeon candidates are making the switch to freelance for the first time, an increasingly popular move which is driving the rising caliber of candidates in the freelance market. So the distinction is not clear-cut; that being said,
Once your opportunity is live, you can be receiving applications within hours – typically you’ll have around ten to twenty high quality & relevant applicants in your account within the first couple of days. To get a role live, we’ll just need a project brief (we can finesse the job description for you) and agreement to our terms of service. This can usually all be sorted the same day you get in touch.
Freelancers/contractors invoice the employers working with us directly, usually being self-employed with their own registered company. We then invoice employers separately for our fee, which is worked out as a percentage of the freelancer’s invoice.
NB: employers agree day rates or project costs directly with freelancers; we do not influence this or ‘package’ our costs, in the interests of transparency and efficiency.
Only candidate members can see job posts on movemeon – you could not find details of our job posts via a search engine, for example. We do share logos of companies we work with on our website as per our terms – if you would like us not to do this, please let your account manager know. We can also post jobs confidentially if required, such that even candidates cannot see the company brand and all details are anonymised. We recommend only using this option if absolutely necessary though, as it will harm the volume and relevance of applications you will receive.