Recruited to the replacement of a long-standing Manager
10 candidates could have been interviewed. 3 appointable candidates
2 successful appointments at the first time of asking
I’m a Trustee at Yorkshire Cancer Community, a small, lived-experience-led cancer charity based in West Yorkshire. We were founded by patients and carers, and that ethos still shapes everything we do — we listen carefully, we value people, and we make thoughtful decisions rather than rushed ones.
As a small organisation without an in-house HR function, recruitment is a significant undertaking. Every appointment has a real impact — on our culture, our credibility, and ultimately on the people affected by cancer who rely on our work.
If I’m honest, we were initially hesitant about using a recruitment agency. Cost and cultural fit were genuine considerations, and we were mindful of not being “sold to.”
Over the past six months, however, we worked with Castlefield Recruitment on two very different appointments — one urgent and short-term, the other strategic and long-term — and that experience shifted our perception.
Nine-Month Maternity Cover– Short Notice
The first role was nine-month maternity cover. The timeframe was tight because we wanted a proper handover before our colleague began her leave. Continuity matters in our work — relationships and trust are important when supporting people affected by cancer.
Castlefield had been recommended to us by a trusted partner. From the outset, Stephen Warne took time to understand not just the job description, but how we operate as a small, bespoke charity.
Within a short period, two strong candidates we represented. We interviewed both online and, in truth, either would have been appointable. We selected the candidate whose experience most closely matched our immediate needs.
She has since brought new skills, energy and commitment to the role. Trustees have been impressed by how quickly she has integrated into the organisation. If circumstances allow, we would certainly consider retaining her beyond the maternity cover period.
That first campaign demonstrated that quality and speed do not have to come at the expense of each other.
Recruitment of a New Charity Manager – A Critical Appointment
The second campaign was more strategically significant. Our long-standing Manager was retiring after many years of dedicated service. Replacing someone who has shaped a small organisation for so long is never straightforward.
This appointment was not just about capability. It was about leadership style, values, judgement and cultural alignment. In a small charity, one senior appointment can influence everything.
Castlefield managed the full recruitment process. They screened applicants thoroughly and compiled a long list of ten strong candidates. I remember saying at the time that we could have interviewed all ten — each brought different strengths and perspectives.
Stephen talked us through every candidate in detail, having already had in-depth conversations with them. That insight meant we were assessing people, not just CVs.
As we do not have our own office premises, Castlefield offered us the use of their Leeds offices for two days of face-to-face interviews. This provided a professional and accessible venue close to the railway station and avoided additional venue costs. For a small charity, that practical support represented genuine value for money.
They also coordinated the logistics and supported the panel process, allowing trustees to focus on strategic judgement rather than administration.
After a thorough interview and debrief process, we appointed a Manager who we believe has the right balance of experience, leadership and personal qualities to guide Yorkshire Cancer Community into its next chapter.
On both occasions, Castlefield shouldered much of the operational workload. For a small charity with limited internal resource, that made a meaningful difference.
The maternity cover ensured continuity during a sensitive period.
The Manager recruitment gave us confidence that we had left no stone unturnedand were choosing from strength rather than necessity.
What stood out to me personally was that the process neverfelt transactional. Stephen listened carefully, understood our concerns, and recognised that for a lived-experience-led charity, cultural fit and integritymatter as much as technical competence.
As someone involved from beginning to end, I can say we were highly satisfied with the professionalism, the calibre of candidates andthe overall management of both campaigns.
For small organisations who may be cautious about engaging a recruitment agency, our experience was that the right partner can addclarity, capacity and confidence to what is often one of the most importantdecisions a board will make.
I would have no hesitation in recommending Castlefield Recruitment.
