Melanie Postepski (Nee Stacey) Email and Phone Number

With over 14 years dedicated recruitment experience, operating across the UK at all levels. We are really proud to offer a type of service from a recruitment perspective that puts the customer and candidate first and is truly second to none other in the market place. True, many others say they offer a similar service, so we'll leave it to you to truly see for yourself if we practice what we preach.Our Permanent Division at Nelson Jane specialises in providing solutions to some amazing clients who require just as amazing people to help them excel in their respective market spaces. Using our extensive candidate database, networks and contacts, and carefully selected advertising channels, we are committed to finding you the right someone to do the right something-something.At Nelson Jane Recruitment; although we like cookies we don't agree with "cookie cutter" approaches. Clients, like individual candidates, are unique and we understand that what works for one may not work for another - so why try and force things? It's a unique and honest approach in the complex world of recruitment.We offer our clients a comprehensive range of services that are tailored specifically to them and their needs. An onsite consultantcy service is also available, details upon request.

Allied Healthcare are one of the UK's leading healthcare recruitment companies with a network of 109 branches nationwide, Healthcare has seen growth in excess of 30% which makes it one of the fastest growing sectors in recruitment at present. I was responsible for all internal recruitment for the group from consultant level to CIO and head office staff. My first task was to create a recruitment process, as there had really been nothing in place prior to my joining. After implementing a few basic changes to control budget spend, I set about getting out into the field to truly understand the company and who its people were. Allied had always recruited reactively and never really promoted within. Through visiting as many offices as possible I was able to change this trend in both cases. Having a presents in the field created a damage limitation situation. I then worked on setting up a PSL of suppliers across the uk specialising in different sector to meet all the company’s needs, with one common denominator 12.5% fee’s. I then had responsibility for recruiting a team of 3 direct reports and will start to handle external client recruitment. I was is totally responsible for the running and budget for the recruitment dept. At the end financial year Sept 07 I delivered a budget some £100,000 less than the previous year. Down over £300k from when I first joined. YTD budget spent 07/08 under £100,000.

When I joined Carphone Warehouse (ISe-netsolutions) the department had been without a manager for approx three months. There were three members of staff two of which had been there approx. three weeks and one other that had been there a month. None of the staff had not worked in an IT recruiting environment before. There were approx. 106 vacancies outstanding, some which had been open for over six months. My first priory was to look and understand the current process then concentrate on training the recruitment coordinators to understand exactly what their role entailed on a daily bases. I then met with each Head of/Senior Manager and established what roles were project critical and which were urgent. ISe has a huge expansion going on at present and therefore she had to start putting together a new PSL for both contract and permanent placements to support the high volume of staff that would be needed. I first reviewed all the existing suppliers over twenty and established who would be suitable for ISe to work with moving forward. She then looked for specialist niche agency’s to also add to the PSL. Once the PSL was in hand, her focus then steered towards direct recruitment. ISe are also trying to gain PCMM level 2 and the staffing/recruitment section of this project feel with her role to complete. My key goals in this role were to formalise, stabilise and recommended where the changes were need within the recruitment division and current process, build a structured team and roll out the new process to all managers, whilst still maintaining approx 8 hires per week. I also put together a commission package for the coordinators, incorporating a four-week candidate ownership program in order to qualify for the bonus.

I was responsible for managing the One2One (T-Mobile) account in its entirety. My key functions include the day-to-day running of up to 86 contractors, to identify and develop new business within the account, to deliver against the SLA and Contractual Agreement that were in place and to increase Best’s penetration of One2One. I was also responsible for the management and development of two members of staff within the One2One (T-Mobile) account team. For the financial year 2000-2001 I generated £360K of income, £30k over target. My role meant that I spent a considerable amount of time onsite at One2One in their Borehamwood offices, to develop an understanding of the internal workings of a large Mobile phone company. I worked very closely with all senior Managers at One2One and their line managers ensuring that the recruitment process was adhered to every step of the way.