As specialist recruiters in the energy trading sector, Charles Levick have managed thousands of recruitment processes, and we know from experience that few are straightforward. But we’re adept at handling the unexpected and prepared to invest the time and energy it takes to get the right outcome for everyone involved.
A global energy trading company recently came to us with a critical hiring need. They were looking for a power trader who could bring much-needed experience to a relatively junior desk and fit well within their culture. Despite previous efforts, they had struggled to find the right person.We introduced a candidate who clearly stood out. They had the experience the team needed and their personality aligned with the company’s way of working.
The challenge
There was one challenge — the candidate was under a 12-month non-compete clause with their current employer. Based on previous departures, the candidate believed there was a chance to negotiate an earlier release, and we had seen this kind of scenario play out successfully before. We encouraged the client to meet the candidate on the understanding that, if offered, the candidate could join within three months. The interview went well and the client offered the role. Initially, however, the candidate’s employer insisted on enforcing the full non-compete, which put the placement at risk.
Finding a solution
This is where our experience made a real difference. We’ve seen situations like this many times and understand how to support candidates through them. Our role wasn’t just about the introduction — it was about guiding the process to completion.
Once the offer was accepted, we knew that successfully closing the deal would depend on how we approached the resignation. For someone earlier in their career, resigning one of their first jobs—especially in a tight-knit team—can be a daunting task. We anticipated some resistance from the current employer, so we worked together to identify which internal relationships needed to be navigated carefully. We planned who to speak to, in what order, and how to manage those conversations to gain buy-in and avoid unnecessary friction. We also refined the messaging to clearly express commitment to the move, framing it as a well-considered, long-term decision. Together, we shaped the language for emails and conversations to come across as confident and respectful, helping to reduce the risk of a counter-offer or delayed release. This joint approach ensured a smoother transition and gave the hiring firm full confidence that everything was locked in.
We worked closely with the candidate, helping them navigate discussions with their employer and offering advice based on similar cases we’ve handled in the past.
Eventually, those efforts paid off. The employer agreed to a shorter notice period and the candidate was able to join the client after three months, as hoped.
Outcome:
- Client secured the experienced hire they needed
- Candidate was able to make a smooth move into a new opportunity
- A potentially complex situation was resolved with care and professionalism
If you would like to find out more about how we can help you successfully hire exceptional energy trading talent even when the circumstances aren’t straight forward get in touch with Alicia Hutchinson at alicia.hutchinson@charleslevick.co.uk .
