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In 2019, following a successful career move of the postholder, Isle of Wight council found itself in the position of having a vacancy at Assistant Director Level within the Regeneration Department.

As is typical, the notice period for senior officers is three months but it is a well-known fact that recruitment campaigns at this level can take a minimum of six months to complete and with no guarantee of success.

With some major projects underway, critical to the successful delivery of the council’s regeneration strategy, time was of the essence to find a suitably qualified and experienced professional in the field to make sure that they could “keep the show on the road”.

Futures were ideally placed to assist in the appointment of an interim who could step in prior to the departure of the Assistant Director to allow for a period of handover and a subsequent recruitment campaign to be launched.

"We have had a very positive experience in working with the Futures team. They have been accommodating and very responsive to our needs and through their careful screening, listening to their customer’s requirements we have a very successful outcome. I would thoroughly recommend their service.”

Claire Shand, Director of Corporate Services, Isle of Wight Council


Working alongside Futures, they helped us to identify exactly what it was we were looking for. Futures took time to understand our business, what our priorities are, the type of person and character that was required and the relevant experience and expertise that would fit the bill.

Futures took great care to only submit candidates to us that they considered were in line with our specification. That saved us a lot of time, effort and energy sifting through CVs that were not going to be suitable. They arranged for initial discussions to take place and a face to face interview and nothing was too much trouble – they genuinely wanted to help us find the right candidate.

Challenges faced

Regeneration is a wide field to operate in, with many different types of roles required, from housing specialists, to town and country planners to strong project officers – often with a combination of them all. Often therefore a tall order to find and select a suitable candidate.

Our previous recruitment campaign when establishing our regeneration team, while successful in appointing into this senior role, was pure luck that it was possible to secure someone local and with the relevant experience and enthusiasm for the work to be done. We recognised that regeneration professionals are very much in demand and that utilising Futures was going to be the best way to “plug the gap” and test out the potential of a future successful candidate for the role.


We were delighted that Futures found a suitable candidate. All was delivered in accordance with what we required within the timescale set out and we were up and running with cover in no time at all.

The recruitment campaign undertaken for the permanent appointment to this role saw to our surprise a strong field of candidates and a long shortlist of candidates as a result. We were pleased that our interim appointment had decided to apply for the permanent role and against that strong field of candidates, he stood out above the rest and we were able to offer him the position. From our perspective that was definitely a win-win situation as we had someone who could just continue in the role, was already inducted and could carry on with the good work already commenced.

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