We believe in a more transparent, trusting and skilled recruitment service. Our squad philosophy ensures that you have a dedicated project lead at your service, with the support of a wider team of recruiters, creatives, strategists and sourcing experts.
We’re a squad of culture heroes, storytellers and hiring hackers. We work with founders to build rapidly growing teams by showing people what they’re made of.
We make partners out of clients and establish real connections with our candidates. We couldn’t find a model that let us focus on these experiences, so we built one. Now we’re in a world we love: working on recruitment, not in it.
Flexible working approach
We're currently a fully remote, flexible company with team members in a number of cities across the UK. We do have access to co-working spaces which a number of our team utilise on a weekly basis, and all team members have full, autonomous access to. And did we mention we're a dog friendly office?
As with anything in the remote world, effective written communication is key to making agile working work for all stakeholders (managers, colleagues and customers). With any of the above scenarios, we ask team members to give as much notice as possible, adhere to the minimum expectations, place everything in their manager's diary and keep their status up to date on Slack and email.
For example, if team members need to adjust their core working hours to suit individual needs – no problem. We'd expect you to consult with their your manager and we will handle the request. Our normal working hours are 9am UK time to 5.30pm UK time, with an hour for lunch and an early finish at 4pm UK time on Fridays. We allow a maximum of an hour of flexibility either side of our normal working hours, once per week.
In regards to appointments and emergencies (we all have them!), there is no need to take holiday. However, team members are asked to make their manager aware and set up any required handover of tasks so as to minimise disruption for our customers.
Scoring against our flexibility index (1 = not at all flexible, 100 = couldn’t be more flexible, 51 is average) using a number of parameters to assess flexibility such as working from home, hours, frequency of travel, benefits, etc.
Scoring against our employee perception index (1 = not seen as flexible, 100 = couldn’t be happier with the flexibility, 51 is average) using a number of more emotional / perception based questions to understand whether employees feel supported and offered what they want. The areas we cover are work-life balance / managerial support / flexible benefits / working environment / and many others.
"I think Canda recognise the gaps for improvement and actively do what they can with the resources they have to make it the most comfortable place to work. They are also very accommodating of employees that have families and understand that flexibility is needed. I think parental leave is a big one that needs to be worked on (I know it's currently in the review process). When I went on maternity leave, there was no set in stone policy to follow in terms of financial support."
Anonymous Canda Employee
What do we think of Canda?
The hiring and talent sector has classically been notorious for its lack of flexible working. To see a brilliant company like Canda make big strides forwards in their own flexible working environment is a big win for anyone operating in this space.
Meet who might be hiring you
Join us on our mission to connect people to brands through genuine experiences. With a curiosity to break things, we're a tribe of doers determined to reinvent hiring.
Jack Ludlam, Talent Brand and Marketing Manager at Canda
What they offer their employees
Open to part-time employees
30 days annual leave + bank holidays
Work from home allowance
Personal well-being budget paid monthly
A culture of learning: Regular knowledge-sharing and training sessions
Early finish Friday
Personal Learning + Development budget paid yearly + study days