How does a man who once spoke semi-fluent Mandarin, has worked for Manchester United, and who has enjoyed a 6-course meal with some rugby legends, end up running a headhunting company from beautiful Bowcliffe Hall? We spoke to the well-travelled tenant and recruiter extraordinaire, Peter Mathers, about his journey to Bowcliffe and his poignant advice to companies looking to hire a headhunter…
Name:
Peter Mathers
Position:
MD, Chester Wharfe Recruitment
First things first, we understand you have an MSc in Chinese Management Studies and used to live and work in China – how on earth did you end up running a headhunting firm in glorious Yorkshire?
After completing my MSc in China – around the time of the millennium – the country was beginning to really open its doors to business and I wanted to be part of that. I wrote a (now unheard of) old fashioned letter to Manchester United as I knew they were exploring opportunities out there and that subsequently led to me working for them in a market research capacity in China.
From there, I moved to London and worked as an analyst covering the Chinese telecoms industry before being headhunted to work in recruitment, starting in the technology sector. I then left that particular firm – Harvey Nash Executive Search – where I was working as the Operations Director and set up my own business, Chester Wharfe.
When did you set up Chester Wharfe and what do you believe makes you different to other headhunters?
I set up at the beginning of 2017. Headhunters all claim they offer different services but essentially we are mostly the same. The real differentiator is most simply ourselves, and whether our clients like us, trust us and enjoy working with us. Our passion is people and with people, you need integrity and that is what we pride ourselves on.
What sort of positions and at what levels do you recruit for at Chester Wharfe?
I work mostly at the senior level from Director to C-Level. With a background in research, I have found success across most sectors. I also offer consultancy for the recruitment sector.
From the moment you wake up, what does an average day look like for you?
I travel lots so there isn’t a routine as such. My children take priority in the morning with school and nursery runs, followed by a much-needed morning coffee at Bowcliffe. Then the rest of my day is made up of talking to people… lots of people! It’s a huge part of the job. I usually travel to London one or two days each week as that is where the majority of my client base resides.
When did you open your office at Bowcliffe Hall?
January 2017
Where is your office situated and what’s your view from the window?
I’m on the top floor of the main Hall overlooking the grounds and front car park
What has been your biggest achievement in business and outside of work?
Apart from Chester Wharfe, I also established a successful recruitment outsourcing service for a plc. in Vietnam. Outside of work I’d say my children are my greatest achievement… and working for Man United in China of course!
Integrity seems to be something you place a lot of emphasis on at Chester Wharfe – how do you get round the sometimes-negative view of recruiters when approaching new clients?
I can’t stress enough how recruitment (and recruiting success) is all about you as a person. In recruitment, people buy from people, not from a brand. A brand helps of course, but people are key. You need to demonstrate experience, but the people and personality side is crucial. You need integrity throughout a recruitment process and honesty and closure for candidates when the news wasn’t what they were hoping for.
If you could headhunt for any company and position in the world, what would it be?
Man United CEO and their next Manager, after Jose naturally.
What are some of the most important questions you can ask when ascertaining a brief from a new client?
1.) What impact does this hire need to make in the business?
2.) What is the 3-5 years plan post-hire?
3.) Important to ascertain the cultural fit as this is where it often falls down
If you could give hiring managers advice to heed to when employing a headhunter or recruiter, what would it be?
I would get them to ask how much time are they spending on your hire? I would also tell them to form a relationship with their headhunter, almost an extension of the team. Get them to know the business, the culture, the type of people. Then retain them if possible as they are then far likelier to hire the right person. Do not use multiple agencies for the same hire.
What has been the most interesting or unusual role you’ve had to recruit for?
I once had to find one of the world’s leading tunnelling experts. The Hong Kong Metro was expanding to such a degree that they wanted to headhunt a person with comparable experience. We ended up finding the man who worked on the most complex tunnels in Chicago.
Do you find candidates are increasingly driven by monetary rewards or are they looking for a better culture/work life balance?
Money and work-life balance has always played a key part in decision making. What is changing is a company’s view on the traditional 9-5. Companies that are too rigid are viewed as less attractive to work for and with. People in general, and especially the younger generation, want something different. Working life is evolving, especially in larger cities as the pressure on commuting and house pricing begins to bite.
Favourite dish on the Drivers’ Club menu?
Chicken Milanese
What is your favourite part of the Bowcliffe Estate?
Drivers Club, sat in front of the fire
What makes Bowcliffe Hall such an inspiring place to work and do business?
The tranquillity the estate offers and general all round class makes it such a great place to work and entertain.
On your website you mention that you work with people ‘in the market’ not ‘on the market’ – can you explain the difference to us?
I find people that are hard to find and typically at the top of their game. That is people ‘in the market’. People not on Linkedin. People who don’t want to be found. These are the best people to headhunt as these people are the ones their current company want to keep and who my clients want to hire. People ‘on the market’ essentially means people that are on every social networking tool there is.
What are some interesting things we would never guess about you…
1.) My godparent played for Man United and Leeds United
2.) I used to be fairly decent at speaking Mandarin, not now!
3.) Born in Cheshire, I have lived in 11 houses across London and have stayed in hundreds of hotels having lived in Yorkshire, but worked away for 15 years
4.) I once shared a 6-course meal with Martin Johnson and Austin Healy, whilst sat in the England home changing room at Twickenham
What would we likely find you doing outside of work?
Playing football, running, ferrying the children from place to place or in a nice café or bar in Wetherby or Harrogate.
Share your social media profiles so others can follow you:
Website: www.chesterwharfe.com