Refine your search
Chris Potter
Syrus Ghaly
After a challenging 7-month job search after graduating, I was fortunate to connect with Karen Cummins at Cavendish Maine. From our first conversation, Karen truly listened to what I was looking for and remained supportive, proactive, and focused throughout the process. Thanks to her dedication and insight, I secured exactly the role I had been hoping for. I couldn’t recommend Karen more highly — she made all the difference in the end and I cannot thank her enough.
Andrea Brooke
I worked with Rina in pursuit of a position I really wanted. The process was fairly lengthy, Rina was supportive and kept me informed at every step. She has a great communication style and guided me along the way until I received an offer. Highly recommend.
Emily Carter
Rina is a brilliant recruiter. Highly professional and communicative. Her support during my experience was second to none and she demonstrated high levels of commitment to ensure I was most prepared for the job I now love. Thank you Rina!
Clair Hall
Rina you have been amazing, from the initial phone call I felt you had my best interest at heart! Recruitment agencies get a lot of bad press and I have to agree the majority I have dealt with recently are not great!!
Finding yourself unexpectedly out of work is one of the most stressful times, especially in the current job market. You need someone to help and give you the confidence to navigate this tough time. The simple things like returning your phone calls, acknowledging an email and just treating you with respect seems to be lost these days. Rina did all of these things, a true professional and I felt like a respected person not a faceless number.
I was recommended to use Cavendish Maine & I will absolutely do the same for the future. I would say to any company out there looking for a professional recruitment agency who values their clients Rina and the team at Cavendish Maine are the one!!
Rina, thank you again for finding me the most amazing job within a few weeks of the start of my search.
Lindsay Jayne Guy
It was an absolute pleasure dealing with Rina at Cavendish Maine. From our first conversation, she demonstrated exceptional attentiveness. Her communication was brilliant; she was always responsive and kept me informed every step of the way. Rina went above and beyond, and the personal touch of a handwritten congratulations card after I landed my job was just wonderful. I wholeheartedly recommend her services to anyone seeking a new opportunity.
Nathan Mitchell
I had the pleasure of working with Craig during my job search and I can't recommend him highly enough. From start to finish, Craig was incredibly professional, assertive, and supported me through every step of landing the role. He was often on hand for questions and always provided clear communication between myself and my now employer. Thanks to his efforts, I am now in a position I’m truly excited about. If you're looking for a recruiter who will work tirelessly on your behalf, Craig is the one to trust.
Chris Furnival
Absolutely 100% professional. For anyone in need of assistance from Craig’s profession, I cannot recommend a better person to be in contact with. Quick to respond, roles suited, regular updates etc all come as standard.
Most of us have had that passing thought: “Is this still the right job for me?”
It’s more common than you might think — and in many cases, it’s a healthy sign that your priorities or ambitions are evolving.
At Cavendish Maine, we speak to mid and senior-level professionals every day who are at this very crossroads. Some are actively looking for a new opportunity, while others are simply beginning to question whether their current role still aligns with their goals, values, or lifestyle.
If you’ve found yourself wondering whether it’s time for a change, here are five clear signs that it might be worth exploring what else is out there.
1. You're No Longer Growing
Feeling stagnant at work is one of the most common reasons professionals consider a move — and it’s not always down to lack of effort or ambition.
Often, internal progression opportunities are limited by structure, timing, or business priorities. But if your learning has plateaued, your skill set is underused, or you’re no longer being stretched, it’s worth asking whether staying put is still serving you.
2. You’re Clock-Watching More Than Usual
Everyone looks forward to the end of the day sometimes — but if you’re regularly counting the minutes until you can log off, it might be a deeper sign of disengagement.
When you started, chances are you had energy, ideas, and motivation. If that drive has faded and hasn’t returned over time, it may be a cue to re-evaluate whether your role still excites or fulfils you.
3. You’re Not Being Challenged
Some professionals enjoy routine and predictability. Others thrive on variety, complexity, and challenge. If you fall into the latter group and your current role has become repetitive or uninspiring, it may no longer be the right fit.
A more dynamic position — one that offers variety, responsibility, and visible impact — might better align with your ambitions.
4. You Feel Undervalued
Being overlooked for promotion, not receiving recognition for your contributions, or feeling like your ideas go unheard can all erode motivation.
Equally, if you no longer feel connected to your colleagues or part of the team, it may be time to seek an environment where your presence and input are truly valued.
5. You’ve Lost Your Passion
You don’t need to feel inspired every day — but if you’ve lost the spark completely, that matters. Whether it’s pride in your work, belief in your company’s mission, or satisfaction from achieving results, passion can take many forms.
If you no longer care about the outcome of your work or don’t feel invested in your team’s success, exploring a new opportunity might be the fresh start you need.
What next?
At Cavendish Maine, we take a long-term, consultative approach to working with candidates. Whether you're actively ready for a move or simply open to hearing what’s out there, we’re here to help you navigate your next step with clarity and confidence.
We work with a wide network of insurance employers across the UK — many of whom brief us on roles before they ever hit the open market.
If you’d like to talk discreetly about your career goals, benchmark your salary, or simply understand what types of roles might be available, we’d be happy to have a conversation.
Get in touch for a confidential discussion — or explore some of our latest insurance opportunities on our website: www.cavendishmaine.com
The value of diversity, equity, and inclusion (DE&I) in the workplace cannot be overstated. Insurance organisations that commit to building inclusive cultures and embracing diverse perspectives are not only more resilient — they’re also better positioned to innovate, evolve, and lead in a highly competitive market.
At Cavendish Maine, we understand how essential DE&I is to building high-performing, future-fit teams. Whether you're looking to strengthen your employer brand, attract a broader range of talent, or foster greater inclusion across the business, here are seven practical actions to consider:
1. Set Measurable Goals and Track Progress
TWithout data, it's difficult to address inequities. Define clear, measurable goals for your DE&I strategy and monitor progress regularly — not just in recruitment, but across retention, promotion, and engagement. Pay equity is a vital starting point. Conducting a pay equity review helps ensure fair, unbiased compensation based on merit — not gender, ethnicity, or other factors. Track data around salary, attrition, and promotion trends, and use employee feedback to tailor and refine your approach.
2. Build Inclusion Into the Hiring Process
Inclusion should be foundational, not an afterthought. Before launching recruitment campaigns, assess your current internal barriers to inclusivity and address them. At Cavendish Maine, we work closely with clients to embed DE&I principles throughout the hiring lifecycle.
Our approach includes:
- Inclusive role design and job descriptions
- Bias-aware shortlisting and interview guidance
- Proactive sourcing across diverse candidate pools
- Confidential support for underrepresented candidates throughout the process
Our network extends across the insurance industry, and we’re intentional about reaching beyond conventional channels to identify high-quality talent from a range of backgrounds.
3. Foster Open Dialogue
Create space for employees to share experiences, perspectives, and challenges. Whether through staff forums, employee groups, or informal networks, listening to your team builds trust and helps uncover valuable insights that shape a more inclusive culture.
4. Hold Leaders Accountable
Set clear expectations for leadership on DE&I responsibilities. From embedding inclusive behaviours to mentoring underrepresented talent, managers and senior leaders should be held accountable for driving progress — and rewarded for it. Link progress to performance reviews, leadership KPIs, or promotion criteria where appropriate.
5. Encourage Feedback and Act on It
Provide safe, visible channels for employees to give feedback — including on DE&I-related matters. Anonymous surveys, exit interviews, or real-time feedback tools all play a role in identifying issues early and addressing them before they escalate. Crucially, action must follow — creating a workplace where people feel heard and change is visible.
6. Challenge Norms and Unconscious Assumptions
Examine the small things that can have a big impact: dress codes, flexible working policies, performance criteria, and meeting etiquette. Often, bias is built into the everyday. Training and open discussion around unconscious bias can help reset expectations and create space for employees to show up as their authentic selves.
7. Empower DE&I Leadership
Ensure your DE&I leads or champions are represented in strategic conversations. Provide them with the influence, resources, and support needed to embed inclusive thinking into decision-making, from recruitment through to business growth. Organisations that succeed in building inclusive teams don’t treat DE&I as a side project — they embed it as a business priority.
Need Help Building Diverse, Inclusive Teams in Insurance?
At Cavendish Maine, we’ve been helping insurance businesses build stronger, more representative teams for over 20 years. We take a proactive, search-led approach to finding outstanding talent — while helping you create a recruitment process where everyone has the opportunity to succeed.
If you’d like to explore how we can support your DE&I recruitment goals, we’d be happy to set up a call and discuss.
In today’s insurance landscape, hiring well isn’t just important — it’s a strategic advantage. The competition for skilled, senior-level talent is intense, and traditional methods of attracting candidates often fall short. To compete for the best, employers need to evolve from reactive, transactional hiring to a more proactive, long-term strategy. Below are ten practical ways to enhance your talent attraction approach — helping you reach individuals who can genuinely drive change and growth within your business.
1. Move Beyond “Advert and Hope”
The best hires rarely come from job boards. A search-led approach lets you engage with candidates who aren’t actively applying — but would move for the right opportunity.
2. Build a Talent Pipeline, Not Just A Vacancy List
Maintain a rolling focus on relationship-building. That way, you’re prepared before key roles become urgent — and can engage high-quality candidates who aren’t on the market.
3. Elevate Your Employer Brand
Senior insurance professionals value more than salary. They look for strong leadership, flexibility, progression, and cultural fit. Make sure what sets you apart is clear and consistent.
4. Speed Matters — But So Does Candidate Experience
Have a structured process with a clear value proposition — and ensure its timely and respectful. Top talent moves fast and often has options, so a smooth, engaging hiring experience can be the difference between securing or losing a candidate.
5. Think Passive, Not Just Active
Many high performers aren’t applying for roles — they need to be approached with care and credibility, often through trusted recruiters with deep sector networks.
6. Understand Your Market Position
Know how your salary levels, employer reputation, and hiring speed compare to competitors. This intelligence helps you compete for top-tier talent with confidence.
7. Expand Your Sourcing Horizons
Looking beyond the usual channels — even outside the sector — can introduce the fresh thinking and transferable skills today’s insurance businesses need.
8. Leverage Data, Not Just Instinct
Hiring decisions backed by data — on availability, salary benchmarks, and talent trends — tend to lead to better long-term outcomes, especially at senior levels.
9. Make Recruitment a Company-Wide Effort
Encourage senior leaders and high performers to act as talent ambassadors. Their networks can bring in like-minded individuals who share your values and ambitions.
10. Prioritise Business-Critical Roles
Invest more time and focus on the roles that shape your commercial and cultural future. These hires have lasting impact and deserve a strategic, not rushed, approach. )
Where we can help
At Cavendish Maine, we partner with insurance businesses to design and deliver strategic, search-led hiring solutions — particularly when the ideal candidate isn’t actively looking.
Whether you're planning your next senior hire, reviewing your employer brand, or building a pipeline for future growth, we’d be glad to support you.
If you'd like to explore any of these ideas or gain insights on the market for a specific role or skill set, let’s arrange a time to talk.