A behind-the-scenes look at a partnership built on trust, expertise, and shared ambition.

When a business doubles in size in just a few years, the excitement of growth often comes hand in hand with the reality of organisational strain. That was the case for S&P UK, part of a global ventilation group, whose headcount expanded from 30 to 70 in five years. With that growth came a new challenge: building the right internal structure, processes, and leadership capability to support the next phase of their journey.
S&P Ventilation partnered with Pure at a pivotal moment — not simply to fill vacancies, but to help shape the future of their UK operation.

The challenge: recruiting for a business in transition

S&P’s UK team was evolving fast. Their structure, processes, and ways of working were still maturing, and they needed people who could thrive in that environment.

As Head of People and Culture, Jemma Caplin explained:

“We were bringing people into the business that could do a great job in a stable state business, but they didn’t have the necessary skills to build those processes themselves.”

This wasn’t about finding people who could slot in. It was about finding people who could build.
S&P needed candidates who were:

• Autonomous and agile
• Comfortable operating “up and down the ladder”
• Strong people managers
• Commercially aware and customer focused
• Aligned with their evolving values: collaborative, driven, supportive

And they needed them in a region where the talent pool is notoriously tight.

“Finding the right fit and the right skill set within the region is really, really tough.”

Why S&P chose Pure

Pure’s regional expertise and deep candidate networks were essential — but what mattered most was the Pure Partnerships model.

“The Pure Partnerships agreement creates a level of consistency… having those regular touch points with Ben Farrow is really important.”

Pure weren’t just filling roles. They were helping S&P:

• Tell their story to the market
• Recruit for both current and future structure
• Refine role profiles and expectations
• Understand what was realistic in the local talent landscape

Jemma put it perfectly:

“We try to be really honest about whether a skill set is attainable… and that’s where Pure’s knowledge is really important.”

"Pure weren’t afraid to challenge assumptions — including the occasional “golden unicorn for a horse budget”.

A tailored recruitment approach

Pure supported S&P through both contingent and retained recruitment, depending on the complexity of the role.

Contingent Recruitment

Used for roles like Business Development Executive, where Pure provided a wide pool of candidates and S&P shortlisted internally.

Retained Recruitment
Used for senior or business critical roles — most notably the Head of IT.

This included:

• Early scoping meetings
• A bespoke microsite
• Employer brand aligned design
• A curated shortlist
• Full candidate management

The microsite was especially valuable because S&P had limited control over their UK website:

“We haven’t got the content we want on our own website… which is why we opted for the Pure microsite.”

Pure helped them create a space that truly reflected their employer brand — something they couldn’t do alone.

The hires: strong talent, strong fit — and their stories

Business Development Executive — Lee Reynolds

Lee joined through a contingent process and stepped into a brand new role with room to grow and shape it.
From Lee’s perspective, the experience was clear, structured, and confidence building:

“Everything was explained really well. I always knew what stage we were at and what to expect next.”

He also highlighted how Pure’s understanding of S&P’s culture helped him feel aligned from the outset:

“Pure really understood what S&P were looking for, so I felt prepared and knew I’d be a good fit.”

Jemma echoed this:
“He’s able to make that role for himself… he’d be a great person to talk to about the process from his perspective.”

Head of IT — Terry Boyd

A critical hire for S&P’s digital transformation strategy.

• Advertised: early January 2026
• Offer made: early February 2026
• Joined: within four weeks

Despite only being in post for a week at the time of the interview, Terry made an immediate impact.

“He’s had some great conversations already… for a Head of IT to be personable and collaborative was quite a challenging search.”

His appointment also sent a clear message internally:

“It demonstrates our commitment to digital transformation.”

From Terry’s perspective, the process was transparent, supportive, and genuinely consultative:

“Pure helped me understand the role’s challenges and opportunities clearly. It felt like they were invested in getting the right match for both me and S&P.”

He emphasised that the communication throughout the process built trust and gave him confidence that the move was right.

The impact: more than filling roles

Pure helped S&P:

1. Access candidates they couldn’t reach alone
“We’re a huge global business but relatively unknown in the UK… Pure helped us access candidates we wouldn’t have found.”

2. Save significant time
“We get over 100 applicants and 90% aren’t a fit… Pure do all of that heavy lifting.”

3. Strengthen their employer brand
The microsite gave S&P a platform they could control — something their global website couldn’t offer.

4. Build a future talent pipeline
Pure now understands S&P’s long term plan so well that they can proactively identify talent:

“Even if we haven’t got an active role, they’ll identify someone who could be a great fit.”

A partnership rooted in shared values

Both organisations care deeply about:

• Candidate experience
• Long term value
• Cultural alignment
• Community impact
• This shared ethos has shaped a partnership that goes far beyond recruitment.

Looking ahead: a long-term collaboration

S&P have committed to recruiting the majority of their roles through Pure for the year ahead — and likely beyond.

“We have a long term plan to recruit with Pure… everything except very sector specific sales roles will go through you.”

With a three year growth plan underway, Pure will continue supporting S&P as they strengthen their UK presence and build the teams that will shape their future.