How Flame recruits

We recruit in both directions: finding the right candidates for an employer’s vacancy and finding suitable jobs for a candidate. An opportunity does not have to be on our website for us to explore it with you. Flame combines Katy’s 20 years of automotive recruitment experience with an organised approach to search, communication and introductions. Our focus is technical automotive recruitment, with appointments across sales, aftersales, parts and management too.

For candidates: understand your next move

1. Talk about what matters. Tell us about your experience, qualifications and the work you enjoy. We discuss your preferred role, location, travel distance, working pattern and pay expectations, so a job title alone does not decide the match.

2. Explore relevant opportunities. Our website shows only part of the opportunities we explore. We consider Flame’s advertised jobs and suitable vacancies tracked in our internal UK market database. That database covers 7,000+ active vacancies across the market; they are not all our own adverts. Where appropriate, we approach an employer to explore a match, subject to availability and agreement.

3. Agree the introduction. We speak with you before sharing your details with an employer. We help you compare the responsibilities, basic salary and any bonus or OTE, hours, rota, training and progression before you decide whether to move forward.

4. Prepare for the interview. We help clarify the role and interview arrangements. Use the conversation to understand the team, equipment, expectations and support, as well as to explain the experience you would bring.

5. Make an informed decision. When an offer arrives, we help both sides clarify the package and next steps. The employer’s written offer and terms should confirm the details you are accepting.

For employers: build a focused search

1. Define the brief. We discuss the responsibilities, essential skills and qualifications, public work location, basic salary, bonus arrangements and working hours. Include Saturday rotas, overtime expectations, equipment, training and team support so candidates can assess the whole opportunity.

2. Search with purpose. We use candidate conversations, our database and appropriate outreach to identify relevant people. Location, availability and what a candidate wants from their next move matter alongside technical experience.

3. Discuss the fit. We focus introductions on the brief and the candidate’s experience and preferences. We help clarify questions and coordinate next steps, rather than treating a CV as the complete picture.

4. Keep interviews moving. Clear availability, timely feedback and an agreed decision process help both sides stay engaged. We support communication through interviews and the offer stage.

5. Confirm the appointment. A clear written offer, agreed terms and realistic start arrangements help turn a suitable match into a confident decision.

Technical roles need a practical brief

A servicing technician, diagnostic technician, master technician and MOT tester can need different experience, responsibilities and qualifications. The same applies to HGV and bodyshop roles. Explain the work actually involved, which qualifications are essential and where training is available. For service, parts, sales and leadership appointments, describe the customer responsibilities, team and performance expectations.

Explore technician recruitment or read our employer hiring advice.

Discretion and clear expectations

Our public adverts describe the role and public town or area without identifying the confidential employer or dealership address. We speak with candidates before sharing their details. Recruitment conversations help establish fit; any required formal checks and employment conditions must be agreed with the employer for the particular role.

What a responsive search can achieve

In one placement, the first approach, match, interview, offer and acceptance happened within two days. It is a real example of a suitable match and responsive communication, not a guaranteed service time. The pace depends on the vacancy, candidate fit and interview availability.

Meet Katy and Andrew, search current advertised jobs or discuss your vacancy or next move.