Work with existing team to develop and bring to market, Our clients new DRP (Door Replacement Portal) system – build a scalable revenue stream from the ground up, primarily responsible for securing £2M Sales Revenue in 2024 and scaling up for securing £5M in 2025.
You can be located in the Midlands or North UK.
Key deliverables/responsibilities:
Book and hold face to face (or VC) meetings with existing and new clients to develop new leads, build opportunity and close orders to hit sales revenue targets.
Work with the Marketing Manager to create and launch an impactful and powerful kick-off that has a driving force helping to fuel revenue growth, in line with the Executive Strategic Objectives.
To act as an internal client representative by working with internal business functions (e.g. estimating, marketing, and operations) to ensure they are supporting the revenue stream and organic growth of the sales pipeline continually.
Continually report to the business through the Executive Sales Leadership Team, the performance and progress of the DRP Revenue Stream through data-led analysis and Key Performance Indicators.
Essential knowledge / skills / experience:
Book and hold face to face (or VC) meetings with existing and new clients to develop new leads, build opportunity and close orders to hit sales revenue targets.
Work with the Marketing Manager to create and launch an impactful and powerful kick-off that has a driving force helping to fuel revenue growth, in line with the Executive Strategic Objectives.
To act as an internal client representative by working with internal business functions (e.g. estimating, marketing, and operations) to ensure they are supporting the revenue stream and organic growth of the sales pipeline continually.
Experience in sales and business development.
Competent in the use of CRM systems (we use Salesforce) and report all sales activity in CRM continually.
Can demonstrate excellent relationship building skills and develop sales pipelines that feed ongoing and organic growth.
Excellent research, organisational and time management skills.
Ability to work independently and collaboratively.
Ability to work efficiently without compromising quality or accuracy.
Use of Microsoft Office 365.
Desirable knowledge / skills / experience:
If you are interested in this position, please contact SFR Recruitment Solutions for a complete job description and a confidential conversation.
Architectural Ironmongery | Internal & External Doors | Access Control | Window & Door Hardware
We are currently seeking an organised and detail-oriented Customer Service Project Manager to join our business at this exciting time as we experience further business growth.
As part of the Customer Service Team, you will play a crucial role in ensuring our customers receive the best service, are kept up to date with their order, troubleshoot any issues encountered and liaise with various internal departments to ensure we get orders to customers in the agreed timescales.
Key duties and responsibilities:
Work closely with the technical scheduling team to ensure all technical queries are closed out to a level that enables the job to be prepared for the factory.
Obtain site programmes, adhere to delivery timescales and book in deliveries with site.
Manage projects from order stage through to delivery providing an excellent customer experience.
Interact and collaborate with internal teams to answer or resolve project queries or questions.
Provide information or data to customers where required.
Raise quotations and process sales orders to assist customers with additional requirements.
Process purchase orders and ensure costs are allocated correctly.
Deal with customer queries ensuring a resolution is arrived at that is satisfactory to both the business and the customer.
Dealing with multiple order and enquiry values up to circa £1m.
What we need from you:
Experience in doors and/or ironmongery preferred but not essential.
Experience of project management preferred but not essential if can demonstrate other skills.
Excellent Communication skills, both written and verbally.
Be knowledgeable and resourceful.
Be detailed conscious and organised.
Have the ability to follow through a task to completion.
Benefits
Supportive culture
Excellent management team
Growth opportunities
Extremely competitive remuneration
Discretionary bonus
If you are interested in this position, please contact SFR Recruitment Solutions for a complete job description and a confidential conversation.
Architectural Ironmongery | Internal & External Doors | Access Control | Window & Door Hardware
Build & Maintain relationships with New & Existing Customers (Contractors)
Build & Maintain relationships with Architects and get specified on identified major Projects/Industry Sectors.
Achieve Sales Targets and manage the front-end profitability of the territory.
Provide consultative/technical advice to clients on fire test certification within Project Specifications
You will be successful in this role if you are motivated to get in front of clients to support them with solutions. The industry opportunities in fire safety are ever-increasing with the advent of the Building Safety & Fire Safety Act’s, providing the successful candidate with an exciting opportunity to become established in an industry that has growing requirements for competent people, recognised as trusted advisors.
You will need to demonstrate a success in Sales or Business Development that exhibits the ability to generate revenue by creating new and cultivating ongoing client relationships.
If you are interested in this position, please contact SFR Recruitment Solutions for a complete job description and a confidential conversation.
Architectural Ironmongery | Internal & External Doors | Access Control | Window & Door Hardware
Talent attraction is a term used in the Human Resources and Talent Acquisition field to describe luring the most desirable of passive candidates to a specific employer and incentivising them to apply for work with implied and envisioned benefits.
Recruit
Finding and recruiting the people and skills you need to drive business growth.
Train
Talent training is the actual training activities in which employees might participate, like seminars, workshops and lectures. Industry Specific learning through External Education Providers. Talent transformation encompasses those activities, but it might also include coaching, mentoring, new on-the-job experiences and working with employees to help them discover their goals and untapped talents.
Retain
Retaining talent, or employee retention, means the ability an organisation has to keep its employees. This is when employees choose to stay with their current company, rather than look for opportunities elsewhere.
SFR have provided recruitment solutions for many years, finding talented individuals for the Ironmongery, Door and access solutions sector.
We also work closely with our clients to devise a plan to not only attract and recruit talent but to retain the very best talent in the industry. Including how to build a compelling employer brand, create a seamless hiring process, and deliver a welcoming, motivating candidate experience.
Like all good plans, it starts with an honest conversation.
Our client is an established family business and leading supplier of Ironmongery and Builders Hardware.
Benefits
Family business
Growing division
On site parking
Great facilities
Supportive culture
Excellent management team
Working hours are 08.00 to 5.15pm Monday to Thursday and 08.00 to 5.00pm on Friday (41 hours per week)
Salary of £11.44 per hour (£24,390)
Role Description Service customer’s requirements & providing technical support as required. Key measures of success are the efficient handling of sales enquiries, avoiding unnecessary discounts & accurate order processing. Assist with general warehousing activities as directed by the line manager.
Qualifications
Process customer orders accurately.
Ensure the customer’s requirements are carried out in a timely & efficient manner.
Provide technical support & advice.
Appraise your manager of product developments & new sales opportunities.
Make your manager aware of customer complaints.
To work closely with the other members of the sales team, estimating, warehouse & transport.
Maintain a tidy & accurate stock
Ensure goods returned are dealt with promptly & accurately, making sure they are in a suitable condition to be returned to stock or suppliers.
Work within the set discount structure unless authorised by your manager.
Help in other departments including despatch and goods inwards.
Stock taking.
Key cutting & basic locksmith work.
If you are interested in this position, please contact SFR Recruitment Solutions for a complete job description and a confidential conversation.
Architectural Ironmongery | Internal & External Doors | Access Control | Window & Door Hardware
Nurturing Development & Creating an Oasis. Written by Bryony Matthews & Matthew Robinson
If you’ve been following the first two parts of this series, you’ll know why Liam Neeson’s iconic quote in Taken, Disney’s The Lion King, and even the British reality TV show Come Dine With Me, have been referenced in relation to the ironmongery sectors workforce.
As we reach the finale, you might wonder how themes of breaking an entry, children’s stories and the pursuit for culinary perfection can conclude in an all-encompassing fashion.
It is particularly challenging for anyone when opening dialogue to discuss the elephants in the room, to guide the conversation in such a way to ensure it is not too hard – and not too soft.
We can take a cue from Goldilocks, to connect the aforementioned themes, highlight the takeaway for the finale topic and draw the series to a close.
When it comes to creating an oasis in the work environment and nurturing personal development, we want to get it ‘just right’. Unlike the example that can be found in Goldilocks, however, we don’t want to do so at the expense of disrupting others.
There is a risk that what works for one, doesn’t work for another. And insufficient plans can be a catalyst in the pursuit of jumbo opportunities and desire to migrate to pastures new.
Cultivating an environment that encourages professional development and a working environment to thrive in, requires both a collaborative effort, and understanding.
Whilst Goldilocks had no business in doing so, there is a benefit in trying new things to find the best outcome. With so much specialist training available for different areas of CPD, here are some initiatives that can double up as ways to help in addressing development and creating a healthy work environment, in a new way:
1. Learning Effective Meeting Strategies
If Family Fortunes surveyed the top things people say when leaving a meeting, ‘that could have been an email’ must be at the top of the board. Every meeting that is perceived as ineffective or of adding little value, risks chipping away at engagement as well as morale, and sets the expectations for undesirable meeting culture. Various studies and research highlights just how much time is spent in meetings and is considered as unproductive. Investing in developments to improve meetings is a great way to change culture and ensure a nurturing, refreshing environment to be part of.
2. Understanding Different Learning Types
Catering to different learning styles is not only beneficial for creating great presentations and training sessions, but directly impacts the retention of new information for your staff. By being inclusive of different needs, the overall learning experience becomes diversified and much less stagnant.
When investing in education and CPD, understanding learning types can indicate where additional support or time may be required due to the course material and its delivery methods. Without considering and assessing needs, there is a risk in terms of the return on investment from the learning objectives.
3. Cater to Different Motivating Factors
Reward schemes should be fair but that doesn’t mean they have to be a one size fits all solution. There are many initiatives on the market that support learning and development, gamification for objectives and encourage personalised rewards. This level of flexibility provides a level of autonomy and accommodates how one’s goals may change over time.
It is important to understand motivating factors and review throughout one’s career, however there is a risk that this information will not be shared unless there are strong foundations of effective communication and validation of progression needs.
4. Introducing Training Mentor Opportunities
As covered in part two of this series, there are not many titles for the taking. In some cases, this may mean that career progression looks like an uplift for taking on additional responsibilities. Even within the niche of ironmongery, there are further specialisms, whether it is product specific knowledge or a skill.
Utilising the experience of long-term employees and providing clear structures for mentoring can help to provide new opportunities for existing staff and open entry positions to a wider pool of candidates who can develop as the next generation of our workforce.
5. Education & Training in Specialisms
Having the appropriate learning frameworks in place will help in outlining the particular skills, knowledge, experience and behaviours required to fulfil duties in a role. With the recent adaptation to the GAI’s education programme, there is now opportunity to choose a specialist area at Level 3.
Utilising both education and learning plans, there is greater opportunity for less generic and more guided learning and engagement with the relevant and necessary CPD’s to support development of the workforce according to their needs.
As we reflect on this series, from considering why people leave, as well as the opportunities and oasis that talent is looking for, it becomes apparent that the elephants in the room all have commonality when it comes to mitigating the associated risks.
Our ability to connect, and remain connected, is at the heart of successfully addressing these matters.
That is not to say that connections are limited to one dimension.
Remaining connected includes being open to growth and supporting development, even when it means parting ways. Hiding away from such conversations can be counterintuitive where departure is inevitable.
There is much to be said for a community that not only allows but encourages someone to explore a new challenge, even if only to return in a boomerang fashion.
There is much to be said for a community that hands down knowledge and invests in the future.
There is much to be said for companies committed to ‘help the herd’, and last but not least, address the elephants in the room.
Jumbo Opportunities & the fight for Heavy – Weight titles. Written by Bryony Matthews & Matthew Robinson
Over 986 million.
That’s the amount in US dollars that the highest-grossing traditionally animated film of all time made during its initial release in 1994.
Even in the animal kingdom, titles hold great social relevance- a concept that The Lion King’s narrative is hinged upon.
With its power to evoke emotions, it’s no wonder that the enchanting tale strikes a chord with us.
In the movie, when it comes to being King; Scar was overly entitled, whilst Simba was largely burdened – two polar opposite belief systems, that many of us may have witnessed in others, especially in relation to the working environment.
Whether it’s the formalities of being addressed properly, or what we do for work: titles can be a sensitive area, as they serve to summarise who we are- and what we have achieved.
In the pursuit of a winning title, however, we want to keep any recipes for disaster in the past, much like the ‘Come Dine With Me’ archives.
Titles might not be weighted to everyone in an equal sense, and for some: it might not matter at all.
Putting personal preferences aside, it’s important not to glean over the fact that it matters to some, and recognise that our titles go hand in hand with our career development, along with any respective promotions.
When it comes to new opportunities, a job title can offer clarity and succinctly represent the duties and expectations of the role and its responsibilities.
There is a risk, however, that it doesn’t.
This can cost time and money, delaying the efficiency of the recruitment process and the overall experience for our sectors workforce.
Integrating a new member of staff is a shared experience- it can impact the whole team and their respective workload, well-being and morale, both positively and negatively.
When it comes to the ironmongery sector, there aren’t many titles for the taking. Anyone looking for a heavy-weight title will want to ‘float like a butterfly, sting like a bee’ – not struggle to punch, like a fight in a dream.
It’s important for development and progression to be attainable to retain talent, or the zest for progression has potential to come and go as quickly as the latest viral TikTok.
In comparison to other sectors that may offer more consistency in titles and their respective duties, job titles in architectural ironmongery are often influenced by the size of the business and the number of departments – as a result, roles can include very different responsibilities, from one company to another.
The comparison for opportunities therefore, is not necessarily apples for apples, posing a risk that other sectors can be more appealing based on a more ‘weighty’ title.
SFR reveals a closer look into how strategic job titles can influence the recruitment process. Here are some insights and solutions to the matter at hand;
1. Reflecting the Problem: In some cases, hiring managers end up changing job titles and descriptions to attract more suitable candidates, after low engagement with vacancies. It’s essential that a job title accurately reflects and communicates the challenges and objectives a company aims to address, and it may require thinking ‘outside of the box’ to efficiently attract talent that is aligned with the mission and vision.
2.Considering Responsibilities: It is necessary to address the demands placed on the business to both determine and highlight the appropriate level of seniority and responsibility for each job title. Ensuring clarity on structure up front ensures that the expectations are understood and explains differences from one company to another, without assumption.
3.Communicating Flexibility Levels: Recognising that the size of the company largely impacts job titles and organisational structures, discussions should include where flexibility can be offered, or where there are more rigid hierarchies. This can help with a seamless fit into the business and avoid assumptions that a job title might come with expected levels of rigidity or greater flexibility.
4.Fostering a Culture of Growth: Understanding how much someone is driven by their title helps in creating a culture that values talent development and growth. Clarity relating to the job title, such as how the role might transition into a more senior role, or what training aligns with the expectations and responsibilities of the position can motivate and retain top talent.
5. Prioritising Individual Development: Implementing individual development programs to nurture and support future talent ensures that growth is not left to chance. By offering personalised growth plans, organisations can address any discrepancies in expectations relating to the job title early on and ensure that employees have the opportunity to reach their full potential.
By reviewing these factors, companies in the architectural ironmongery sector can attract top talent, reduce risks, and create a thriving workforce.
Whilst strategic methods can be used to attract talent through an effectively communicated job title, the creation of great opportunities is multi-faceted.
Where candidates are concerned, the pursuit for what is ‘ideal’ is personal, and it can easily leave anyone lost in the woods.
If you are looking for your next jumbo opportunity, remembering to remain open to exploring options, trying new things and asking key questions goes a long way in finding the right fit.
SFR Recruitment Solutions are very excited to be working on this exciting position to join an established and leading supplier or Ironmongery and Doorset solutions.
Main Purpose of the Job
To support field sales teams, respond to client’s invitations to tender and manage ongoing projects.
Essential Skills
Scheduling Architectural Ironmongery
GAI Diploma holder
Key Activities
Producing accurate and compliant door schedules and estimates
To ensure that all customers quotations are handled quickly and effectively and are followed up within the time standards agreed.
Manage new and existing projects
To manage clients’ contact at all levels
Be the eyes and ears of the company and provide feedback to the Directors on compliance, developments, competitive innovations, and perceived customer needs
Nice to Have
Knowledge of sales of Timber Door Sets
Reg AI
Relevant professional qualifications
If you are interested in this position, please contact SFR Recruitment Solutions.
Architectural Ironmongery | Internal & External Doors | Access Control | Window & Door Hardware
We have an exciting opportunity for a Contracts Coordinator to join our team in London.
Due to a continued increase in business, we are steadily growing the team, and we are currently looking for a Contract Coordinator – London.
We’re looking for someone with an eye for detail, who can combine precision with superb customer service and people skills.
This is a fantastic prospect to join a company that prides itself in developing employees, ensuring they are equipped to meet their goals and targets.
The successful applicant will also have autonomy to diversify their role within the branch and progress throughout the group.
Your main duties will be to manage the post-order activity on projects which may contain products across a range of different solutions (i.e., ironmongery, doorsets, access control),
coordinating the project(s) efficiently, correctly and to the customers deadlines, as well as maintaining information chronological to build a project timeline.
Key Responsibilities
• Be the first point of contact for customers, managing the end-to-end process from order to delivery and ensuring activity is correctly documented.
• Liaising with customers, suppliers, and internal departments to ensure that projects are delivered on time and to standard, with a key focus on exemplary customer service.
• Costing (including revisions) and commercially reviewing projects to ensure the business maximises its opportunities. Training on this, branch processes and systems will be provided.
• Forming connections with customers and key internal stakeholders, building trust and effective workplace practices.
Skills & Experience
Essential
• Natural communication, a team-oriented mentality, excellent interpersonal skills
• Strong IT skills (especially Microsoft Excel & PowerPoint), numerical and organisational
skills, and an excellent telephone manner
• A practical and efficient manner with effective time management and a precise and methodical
attitude to tasks
• Self-motivated and focused, with a desire to provide the highest levels of customer service
Desirable
• Experience in contract management, architectural ironmongery/doorsets, or the construction industry
• Relevant industry courses such as DipGAI or FDIS would be attractive but not necessary.
What you’ll get in return
23 days annual leave, plus bank holidays
• The chance to join Grab – our one stop shop for all things discounts, benefits, communications and recognition
• Company bonus scheme
• A contributory pension scheme
• Awards where our colleagues are recognised quarterly and annually
• A generous staff discount scheme
• A range of training and development programmes to help you progress your career
If you are interested in this position, please contact SFR Recruitment Solutions.
