In a market full of noise, speed, and shifting priorities, staffing models matter more than ever. At Venquis, we’ve adapted to operate on a 180-recruitment model and that’s not by accident. It’s a strategic decision that helps us deliver a sharper, more specialist service to both our clients and candidates. But what does that mean and how is Venquis built to make this efficient? Let’s break it down.
How the 180-Recruitment Model Works at Venquis
At Venquis, we’ve perfected the partnership between sales and delivery, a model that allows each function to focus on what they do best. Our sales team works closely with clients to understand their needs, set expectations, and navigate multiple roles at pace, something a single 360 consultant would struggle to scale. Behind the scenes, our agile delivery team made up of Change & Transformation SMEs across multiple geographies, focuses solely on identifying, engaging, and securing the most qualified candidates. Their deep market knowledge ensures every shortlist is tailored, fast, and aligned with what the client needs. Unlike the traditional 360 model where one person juggles everything and struggles to keep up with market demand, our model builds specialists, not generalists. And that’s exactly what our clients deserve and what Venquis is known for.
Specialists, Not Generalists
We adopted the 180 model because it empowers our team to specialise deeply in their areas of expertise. With 47.5% of our team joining Venquis after completing a degree, this demonstrates our unwavering commitment to continuous learning and development. This specialised knowledge creates a dynamic office culture where experts in fields like Investment Management and Specialty Insurance engage in high-level discussions with candidates, fully understanding their career goals and ambitions. Meanwhile, our sales team focuses entirely on addressing client challenges and nurturing long-term, meaningful partnerships. By clearly dividing these responsibilities, we effectively double the quality of our service, ensuring that our clients consistently experience the tangible benefits of this approach.
What The 180-Recruitment Model Means for Clients
By splitting the recruitment process into dedicated roles, with consultants focusing solely on either client relationships or candidate delivery, we ensure true expertise, deeper market knowledge, and a faster, higher-quality service for our clients, explains Charles Lowndes, Head of Delivery.
This clear focus means our clients benefit from specialists who are genuinely embedded in their niche, delivering the right talent quickly and accurately. It’s this commitment to excellence that makes Venquis the market leader in connecting the best change and transformation talent across Europe and the UK.
Speed-to-Hire: A Competitive Advantage of the 180-Recruitment Model
For our clients, this approach translates into faster time-to-fill rates, thanks to the dedicated sourcing by our delivery teams. This stands in stark contrast to the broader market, where, according to industry research, top candidates are often off the market in just 10 days, while many organisations take an average of 33–49 days to fill a position. With delivery teams focused on sourcing day in, day out, we track the market and understand candidates’ situations, whether permanent or contract, enabling us to provide accurate timeframes and never miss out on the best talent. Because our delivery consultants know candidates inside and out, they build deeper engagement with clients, who trust the opportunities we present. Meanwhile, sales teams, freed from juggling sourcing, can respond promptly to client inquiries, allowing space for scalable, strategic solutions not just role filling. When delivery teams are truly embedded in their markets, they spot patterns, identify gaps, and act proactively not just reactively. This agility ensures we stay ahead of demand and consistently deliver exceptional results.
A Better Candidate Experience, Built In
Unlike traditional recruitment setups, where candidate communication can often feel rushed or inconsistent because consultants juggle client calls and sourcing simultaneously, our delivery teams focus entirely on candidate engagement and support. This means candidates receive consistent, timely communication throughout every stage of their job search. Delivery consultants have the time and expertise to truly understand what candidates want, their career priorities, skills, and personal preferences and can then align these with client expectations to ensure the best possible match.
The benefits of this approach are best illustrated by a Senior Manager, who recently partnered with our Insurance Delivery Team Lead, Akshay Pancholi. His words highlight what a meaningful difference dedicated delivery support makes:
I had the pleasure of working with Akshay during my recent job search, and I cannot recommend him highly enough. His warm and personal approach immediately put me at ease, making the often-daunting job search process much more manageable. What truly set Akshay apart was his tenacity and deep understanding of my field. He demonstrated a clear grasp of the nuances of product management and governance within the insurance broking sector. Akshay was meticulous in arranging interviews, providing briefings, and offering invaluable insights into the company, role, and people. Thanks to his support, I felt fully prepared and aligned with what the organization was looking for. I would highly recommend Akshay to anyone seeking a recruiter with both a personal touch and the determination to help you succeed.
This testimonial showcases the advantage of having a delivery consultant focused solely on the candidate. They’re able to create stronger relationships, offer tailored advice, and ensure candidates are never left in the dark. We’re proud that this level of care and dedication has become the hallmark of our delivery teams. It’s part of what makes the 180-recruitment model not just effective, but truly personalised-delivering better outcomes for candidates and clients alike.
Proven Results in High-Pressure Hiring
In May 2024, our insurance team delivered a standout project, building a full contract function for a London-based specialty insurance firm, spanning junior roles through to leadership, in under six weeks. This was made possible by the internal collaboration between our sales and delivery teams. With sales focused solely on managing the client relationship and aligning expectations, delivery consultants were free to dive deep into the talent pool, identifying and engaging the best candidates without distraction. This structure not only accelerated hiring timelines but ensured high-quality matches tailored to the client’s goals. However, it’s important to note that while the 180-recruitmentmodel thrives in high-demand markets, it also requires careful internal resourcing. If demand isn’t aligned, there’s a risk of underutilisation which is why we invest heavily in ongoing forecasting, cross-team communication, and market tracking. When demand and delivery align, the result is a scalable, efficient, and highly responsive recruitment engine that is exactly what today’s clients need.
Why We Believe the 180-Recruitment Model Is the Future
In an industry where speed, quality, and personalisation are paramount, the 180-recruitment model isn’t just an alternative, it’s the future. At Venquis, we’ve built a structure that maximises efficiency without compromising depth. By separating sales and delivery, we’ve created space for true specialisation, allowing our teams to become trusted experts in their fields, and it shows in our results. Clients benefit from streamlined communication, faster time-to-fill, and higher-quality talent. Candidates experience consistent support and feel genuinely understood. Internally, we’re able to scale, adapt to market conditions, and make smarter, data-led decisions. This model isn’t theory, it’s proven. From rebuilding entire teams in under six weeks to receiving glowing testimonials from both clients and candidates, the 180 model has allowed Venquis to raise the bar in staffing solutions. As markets continue to evolve and expectations rise, we believe the firms who will thrive are those who adopt a smarter, more agile approach to hiring. For us, and for our partners, the 180-recruitment model isn’t just a structure, it’s a commitment to excellence.
Let’s talk about how the 180-recruitment model can work for your business. Get in touch today and let’s start the conversation.
