Relationship Led

Just so you are aware, we are open as a business, but just working with a smaller team of Consultants, business support and finance staff to help with any recruitment needs or career guidance. Click the link below to find the right person to contact for any questions or advice. 

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Our Specialist Divisions

We're not everything to everyone

With over 260 years of recruitment experience within the team, we are confident in our knowledge, skills and expertise. We are a specialist agency that has the experience to help and advise on lots of recruitment issues and queries so if you have any questions about recruitment or need career advice we are on hand to help.

Make Cherry Professional the first call if you're contemplating your career/hiring into your team. 

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How can we help?



If you’re looking for a new finance or office role in the East Midlands, we provide introductions to leading employers and all the support you need to make the most of the available opportunities. As the region’s leading finance and office recruitment agency, we’ll use our expertise, knowledge and networks to help you secure the right role in the right company, enabling you to achieve your aspirations and ambitions.


We’ll find the best candidates for your roles and enable you to recruit the right people for your business. We get results through relationships, working closely with you to build a deep understanding of your requirements, preferences and priorities. We can then make sure that you get the most from our expertise, knowledge and networks so we can move quickly to secure the skills and talent you need.

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Cherry Professional

a bit about us

About us

​We strive to be the most trusted finance and office recruitment partner in the East Midlands; the first call if you are contemplating your career or hiring into your team. We know that people make business happen and in recruitment that couldn’t be more true. Our entire business is built on long termtrusting relationships with candidates and clients alike. We truly value how important your ambitions are and that is why we work tirelessly to understand your needs.

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We take pride in everything we do and feedback from our clients and candidates means so much to us.

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Latest Blogs


Work Life Balance

Has 2020 lost its work life balance?

As we are drawing closer to the end of 2020 (thank god), I think it’s important to reflect on the huge changes this year and how they have impacted people across the globe. Many people have lost loved ones, people have been separated from family and friends for months on end, there’s a constant uncertainty and, of course, the economy and job market is reeling. There’s not many good things to come out of 2020 apart from the baby boom that seems to be happening and amazing acts of kindness as people support one another in their communities. We speak to people from all industries/sectors and many of the same issues are on people’s minds; people fearing for their jobs, people working extended hours, people still on furlough worrying about the future, and people who have been made redundant and don’t know what to do next. That’s a lot, so it’s no wonder that all mental health organisation’s across the globe are seeing huge spikes in mental health issues such as stress, depression and even suicide. One thing that we have spoken to a lot of people about, especially over the last 6 months, is mental health and its impact on peoples thoughts and feelings about work. We’ve written blogs about furloughed workers and key workers and how to try and maintain positive mental wellbeing, however, one thing we haven’t really spoken about is the impact on people’s work life balance. Fear is a very complex emotion and at the moment many people are driven by it. Working more because people fear losing their job, working longer hours because people fear letting someone down, even the fear of being at home alone with nothing to do turns people back to their work. We are in times where, undoubtedly, companies need their staff to pull together and try their best to help keep the businesses sustainable during this time. But what does that create in workers? Working from home had an impact on many - some people reported they enjoyed it as they had more time to spend with their families, they saved on travel costs and could establish a new routine quite easily. However, a study released by an Irish recruitment platform, found that 40% of workers are working longer hours than they would in a standard working day. 21% say they cannot switch off from work, 12% feel that they are working less efficiently and 11% claim to have a heavier workload than usual. So what can you do to create a better work life balance following the initial impact of COVID 19. 1. Set a log on and log off time. 2. Take an hours break in the day to go out for lunch if you can. Or move away from your screen and do something that doesn’t involved looking at another screen. 3. Switch off work emails during evenings and weekends 4. Set out non work goals you want to achieve. 5. Identify why you are working more hours? Out of fear for your job? Inability to switch off? Or simply because your work load is too much to handle? 5. Whichever reason it is, speak to your Manager about work load and your worries. 6. I know this sounds obvious but take up a hobby. Having a hobby non-work related can help keep you stimulated and positive. If you are struggling with your mental health please reach out to someone. Visit this website created by the NHS in conjunction with various mental health organisations who can help you and be there to listen and advise. https://www.nhs.uk/conditions/stress-anxiety-depression/mental-health-helplines/

Melissa Kilday

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Championing Mental Wellbeing at Work: Why it matters more now than ever

Statistically 1 in 4 of us will fight a mental health problem at some point in our lives but the reality is that all of us will be affected. We all know that things are strange and tough right now and that the Pandemic has drastically changed many aspects of our lives and has brought us a great sense of worry, insecurity, and fear. No one has been left unaffected by COVID-19 with many people now dealing with these difficult feelings for the very first time. This is why it’s more important than ever to be attune to our mental health needs and make our mental wellbeing a priority.Maintaining good mental health of all employees should be a priority for your business right now and implementing a wellbeing strategy is vital. Across the business It’s imperative to get buy-in from senior leadership and make sure conversations about mental health and wellbeing happen at Board level too. When staff feel happy and well cared for, they are more engaged, motivated and loyal.Currently, 67% of employees feel scared, embarrassed, or unable to talk about mental health concerns with their employer. Working remotely presents its own challenges, making it increasingly more difficult for employees to reach out and for employers to recognise signs their staff may be struggling which is why it is important that as an employer you are creating an open and caring culture.So how can you put mental health on the agenda and break the taboo?Understandably, senior leaders are under more pressure than ever to cut costs and optimise ROI and perhaps do not immediately understand the business impact of poor mental health. Be prepared to make the business case and have figures to back up your proposal, such as, relevant figures on staff turnover, moral and feedback from exit interviews.“As we continue to live through a global pandemic, we need movement onmental health, perhaps more than we have ever needed it before”, said Dr Tedros Adhanom Ghebreyesus, Director-General of World Mental Health Organisation. "We need to move for our own mental health, the mental health of our families, friends and colleagues, and more importantly, so that there is a massive increase in investment for mental health services at national and international levels." Think about when would be the most beneficial time to start the conversation to get buy-in? Use important dates to help start the conversation, for example World Mental Health Day in October or Mental Health week. However, don’t feel you have to wait for these dates, as board / management meetings, staff surveys and staff absence reports alt present the right opportunity to broach the topic.Having a well-defined mental wellbeing strategy is imperative to future proofing your business. It is important to take action on mental healthNOW, as it is predicted by 2030 that depression will be the most common illness and the global burden of this condition will be greater than illnesses such as diabetes, heart disease and cancer. Employers need to take action to prevent (safeguarding the mental health of your workforce), intervene (stepping in before problems become more serious) and protect (supporting staff if they need time off, or need help retuning to the workplace) their workforce.Brands like the Royal Mail and Deloitte have already partnered with organisations to develop training and create peer-to-peer support networks for their staff in a bid to improve and support the mental wellbeing of their work force.Efforts to improve mental health span further than the business world, I hope this will motivate you to take action because we can no longer simply ignore the fact that unreported, unmanaged stress increases the prevalence of mental health issues in the UK. 

Libby McCaughey

Virtual Meeting Team Building

How to Integrate Teams Remotely

As the nation gets back to some form of normality and more employees are returning from furlough, working from home is still the reality for many businesses. As teams are working remotely and are often not in the same location, how can employers make sure their staff continue to feel connected to each other and the company’s culture?  Here are our top tips for making employees working remotely feel integrated into the culture of their company. Use Technology to Your Advantage We recommend using appropriate software to enhance your team’s communication and, hopefully, increase productivity. Whether someone is working from home or in the office the tools they use stay consistent. This in turn allows everyone to stay on the same page regardless of their work location and leads to improved team cohesion. Make Time for “Face Time” With employees split between working from home and being back in the office, to ensure that communication is still clear to all, the use of Skype/Zoom/FaceTime/Teams is critical  Clearly this is something that has been happening since the start of lockdown in most businesses and has been a god send in terms of visibility and communication.  Establish Community Traditions  Try to mix work-specific messages with lighter, friendlier communications, such as employee’s birthdays; this will help your employees to feel that they are valued for more than just their business output.  Use a Chat Application as your “Communal Area” It’s beneficial to have everyone on the team in a chat application, such as WhatsApp, whenever they’re “in the office”, wherever that may be. It’s not only a place to ask questions and bounce ideas around related to the business, but also, it’s a place for employees to build a rapport with each-other and share more casual conversations. Keep up with Weekly Reports It’s really important that managers are liaising with individuals in their teams on a daily / weekly basis to enable everyone to understand what is going on in the company and share ideas which will help the team to be more successful.  Remote working is forming part of the new reality that we’re experiencing during the pandemic. As most businesses have demonstrated that thanks to technology, they have been able to work remotely with no harm to the business, it is likely to be a trend that is here to stay.

Libby McCaughey

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Dressing to Impress for an Interview

After featuring on BBC Radio Derby, we caught up with our Lead Consultant Kerry Bilson to bring you the highlights from the interview. Kerry said “In a nutshell; ensure you prepare fully for your virtual interview. Ensue you’ve downloaded the necessary platforms (Microsoft Teams, Zoom etc) and do a few practice runs with friends or family members until you feel comfortable with the technology. Dress appropriately - just like you would as if you were heading to a face to face interview! Not only is this a sign of respect for the role and the employers time, it also puts you in the right mindset for a professional interview and helps improve your confidence! If you feel confident in your clothes, you will naturally appear more confident in person. Remember small talk is fine - when you are in a face to face interview, you have time to sit in the waiting area, look around, chat to the Receptionist and shake hands with your interviewer; a virtual interview means that you sadly skip that bit, but it is ok to acknowledge the weirdness! This is new for us all, so express that you haven't done this before and how strange it feels interviewing via a screen. Own the strangeness of the situation, you are only human! Its key to prepare questions for the end of the interview to gage what you might be missing from not having that physical interaction. Ask what the company culture is like? What is the office atmosphere like? Would I be able to pop in to visit the office at some point? Do you have members of staff already returning? All these questions are important to ask to ensure that not only do your skills match the role but your personality matches the company culture!” We are so proud of Kerry for tackling her own nerves to offer advice and guidance to candidates who are struggling in these uncertain times and adapting to a “new normal”, to help calm their nerves. You can listen to the full interview here on BBC Sounds.

Libby McCaughey