275+ applications in 48 hours. And it got me thinking…

I recently took a Head of Quality role to market for a training provider. Within 48 hours, I had to close applications after receiving more than 275 CVs!

The volume was one thing. The quality of the candidates was another.

Among those applications were some genuinely excellent professionals, all at different stages of their careers and with different reasons for considering a move.

People looking for that next step up. Others ready for a career change. Experienced professionals actively searching due to circumstances in their current roles. People who were out of work and looking for their next opportunity. And plenty who weren’t actively looking but were open to the right conversation.

The reality is that we couldn’t progress everyone. We had to be incredibly specific about the shortlist, looking at industry exposure, funding experience and whether candidates had worked within an independent training provider (ITP) or FE college.

That meant some really strong people missed out, not necessarily because they lacked ability, but because their experience didn’t quite match the brief.

And that’s where I think there’s a wider conversation to be had.

There is a huge amount of quality talent in the skills and employability sector right now.

Excuse the pun, but there really is a lot of quality talent out there!

As a specialist recruiter, I know the reach we can achieve through our networks, direct search and the passive candidate market can be very different from advertising a vacancy directly. With employer job postings falling again last quarter, reaching beyond those actively applying for jobs is becoming increasingly important if businesses want to access the right people.

But there’s another side to this.

We’re seeing a sizeable pool of professionals working across quality, curriculum, funding and compliance who are open to new opportunities. People who play a fundamental role in maintaining standards, improving learner outcomes, supporting delivery teams and ensuring providers meet their contractual and regulatory obligations.

These aren’t peripheral roles. They are absolutely central to the success and sustainability of a college or training provider.

So, while the availability of talent presents a real opportunity for employers, I think it’s also worth asking a different question.

Why are so many good people considering leaving their current roles?

Are they getting the support they need? Do they feel recognised for the work they do? Can they see a clear route for progression? Are they being given the resources to do their jobs properly? And, perhaps just as importantly, are they being listened to?

Recruitment isn’t always about finding better people. Sometimes, it’s about understanding why the people you’ve already got are looking elsewhere.

If you’re a provider looking to recruit, there is talent out there. But if you’re an employer with good people considering their options, don’t wait until their CV lands in someone else’s inbox to start asking these questions.

Look after your quality, curriculum and compliance teams. Give them the support, recognition, progression and empathy they deserve.

Because when you find good people in these roles, you want to give them every reason to stay.