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Putting people first: a guide to recruitment at TPXimpact

Insights Recruitment Tpximpact (2)

by Candice Charles

We speak to TPXimpact’s Head of Talent, Candice Charles, about what makes our recruitment process accessible, personable and unique.

With experience as a manager and talent acquisition specialist, Candice Charles’s career has been driven by her steadfast commitment to bringing the roles in an organisation to life. 

To her, digital transformation is a great avenue for creative people who are passionate about building for change in their communities. “I’m a firm believer in this business doing wonderful things,” Candice says. “The magic of working at TPXimpact is being somewhere people are always striving to do better.” 

In this article, Candice discusses how we make applying for a job at TPXimpact a more positive and transparent process.

Hiring that’s more human

From my experience, the application process — no matter the role or its level of seniority — needs to be about how a candidate feels throughout the experience. Someone's perception of a company, especially after applying for a job, is everything. 

We try to keep that as a core value through every stage of the recruitment process, from an initial application to communicating with candidates in a timely manner. Regardless of the outcome, we want applicants to feel recognised.

"Being human centred means understanding that when someone is applying for a job, they are taking a chance and being vulnerable — we have to honour that through this process."

The application process 

You can see a list of open roles on our website. Once you find a role that interests you, upload your details to our applicant tracking system (ATS), which we use to track candidates throughout the hiring process. Even if we don’t currently have anything that’s right for you, it’s important to get your details into our ATS system because there may be opportunities available for you in the future. 

Within one week, you will receive some type of feedback — whether to invite you to a screening call or inform you that, unfortunately, you have been unsuccessful at this time. We're open to giving feedback on why you may have been unsuccessful for a role because it’s important that people be seen and heard and have closure. 

There's nothing that you need to prepare for in a screening call; this is much more of an informal conversation on your experience, what you're looking for, and other questions about salary and notice periods. Once a candidate has had a screening call, we’ll make a decision on how we're going to proceed. We strive to get back to candidates within two working days — we don't want to give them false timelines.

The interview process at TPXimpact

A TPXimpact interview consists of either one or two stages (most of the time it’s one stage with a task included). 

An interview usually lasts for an hour and a half, is conducted remotely and will consist of two people on the panel. 

"We share the interview questions with you a few days in advance, so you’re in the best position to showcase your skills on the day."

If a candidate has any questions, we're always here to discuss things further. After the interview, we aim to get back to you within 48 hours. If you’re unsuccessful, we’ll provide feedback over the phone, as well as sending it over in an email as well.

We’re always happy to hear from you

Our recruitment team is really passionate about outreach. We have talent pools on our Careers Page for various types of roles within Design, Tech and Consulting. These are always live and cater to people who may not necessarily be ready to move into a new role but want to understand more about TPXimpact and our future opportunities. 

I would also encourage candidates to reach out to us; it’s the reason we have a recruitment inbox! If you would love to explore a potential journey at TPXimpact, send us an email with your CV and we’ll get in touch. Our recruitment team members are also available and active on LinkedIn — we’re really big on having conversations with you and are always on the lookout for new superstars to join our team. 

Just a reminder! What to expect when applying

  1. Find a role you're interested in and apply by submitting your details to our applicant tracking system.
  2. Within one week, you will receive some feedback and an invitation to a screening call. Screening calls are scheduled based on your availability and are very casual. 
  3. Once you’ve had a screening call, our team will make a decision on how we're going to proceed. If successful, you will be contacted either the next working day or the day after to schedule an interview. 
  4. A TPXimpact interview consists of either one or two stages (most of the time it’s one stage with a practical task included). We’ll give you the interview questions ahead of time.
  5. Once your interview has taken place, we will give you feedback within three working days to let you know if you've been successful, if you're being invited to a second stage interview or if you weren't quite the right fit this time.
  6. Once a verbal job offer is accepted, we'll then send a more formal email giving transparency of what we are offering in greater detail.

Come and work with us 

We’re hiring! Whatever your background, experiences and passions, we want to hear from you! We really care about who’s on our team, because we know that having different voices around the table makes for better conversation. So if you like the sound of us and want to know more about working here, have a look at our careers page to find out more

Candice Charles's avatar

Candice Charles

Head of Talent

Contact Candice

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