Senior & Executive Search

Since 1960 Reed has supported businesses in finding the senior leaders and executive-level managers they need to help them develop and grow.

Start a conversation with one of our executive search specialists

Send a brief overview of your requirements and we will match you with the right leaders.

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How Reed can help you

Our specialists will work alongside you to source the high-calibre experts you need to run your business.

From chief information officer (CIO) and chief financial officer (CFO), to chief executive officer (CEO), we will work alongside you to find an individual with the strong leadership skills and experience to take your business to the next level.

When recruiting for c-suite positions, you will work with two dedicated executive search consultants who have experience recruiting across your sector. Your consultants will use our proven executive search and selection process to pinpoint your exact needs and requirements as a business, and tailor the service completely to your requirements. As part of the executive search offering, to ensure we source the best person for the job, we can include psychometric testing, short and long-listing, director- level screening and bespoke executive advertising.

Our eight-stage service, from in-depth assignment consultation to offer management and post-placement care, is guaranteed to find you the right executive for your team. We’re so confident in our service that we offer market-leading guarantees.

The Reed difference

  • A seamless, customer-focused experience

    • Our executive search service is tailored to you, your stakeholders, and your company. We work alongside you to fully understand your company and its requirements before even embarking on sourcing the right candidates for the position.

    • Your dedicated specialists will communicate with you on a consultative basis throughout the process, and assist you in making the right decisions. Working with Reed, you can be rest assured that your needs are at the fore of our service, we will do the leg work, allowing you to concentrate on your day-to-day tasks.

  • Market-leading guarantees

    • Reed’s executive search specialists are well-versed in matching leaders to the right company and role. Your consultants have access to a large database of CVs, their own network of executives, and passively target key individuals they feel would be suitable for your job vacancy.

    • Our thorough, meticulous approach to recruiting c-suite professionals is unbeatable, so Reed is confident enough to be able to offer market-leading guarantees when you find your next high-performer through us.

  • The world's largest family-run recruiter

    • We are a trusted partner of thousands of businesses across the Czech Republic, and overseas, looking for employment solutions across 20 sectors. Our reputation proceeds us, and we have been providing the best service to our clients since 1960.

    • Reed’s purpose is improving lives through work, we work with you to improve your business and the lives of the professionals we recruit on your behalf. At Reed we stand by our core values:

      • We are fair, open, and honest

      • We take ownership

      • We work together

  • Discretion & confidentiality

    • When it comes to hiring for an executive position, discretion and confidentiality are paramount. Working with us can ensure that your role remains confidential, while still attracting the best talent​

  • Meeting all your recruitment needs

    • Our unique end-to-end coverage means we can support you with a range of services, beyond that of a typical recruitment agency. Whether you need to hire talent, a range of workforce solutions, consultancy services, professional development support or pre-employment screening – we're here to support all of your needs.

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Start a conversation with one of our specialists

Send a brief overview of your requirements and we will contact you to find out more about your needs.

What's happening...

Reed’s Malta salary guide 2024
2 mins read
  1. Featured

Reed’s Malta salary guide 2024

Download our 2024 Malta salary guide to explore the latest salary and benefits across six sectors for businesses and professionals in the country. Our comprehensive guide delivers key wage information and recruitment trends.

Reed’s 2024 Malta salary guide gives you an extensive view of salaries, on a wide variety of roles, from entry-level to senior positions, across six sectors: accountancy & finance, business support, financial services, human resources, sales & marketing, and technology.

Based on salaries you can expect today, use this guide to benchmark the pay you offer your employees as well as compare your own salary to the market rate.

Our country expert provides an overview of the market, with Reed’s practice experts delving into the subindustry job landscapes, so you can keep up to date with the latest industry trends and developments and better prepare for the year ahead.

To further inform our salary guide, we surveyed a portion of Maltese workers at the end of 2023. You can read the full highlights in the ‘Our survey says’ section of the guide.

Some key findings from our research include:

  • 62% of people are currently looking for, or considering looking for, a new job.

  • Of these, 40% say this is either due to their salary or benefits package not being sufficient.

  • Just over a quarter (27%) of professionals feel unhappy with their current salary.

  • The most desired benefits are an annual salary increment (60%), health insurance (56%), flexi time (56%), and a performance bonus (55%).

"As Malta maintains its position as a thriving hub in the Mediterranean, its labour market reflects a dynamic landscape shaped by both local and global trends. By embracing innovation, investing in skills development, and prioritising fair and competitive compensation packages, Malta can continue to flourish as a vibrant centre of talent and opportunity.

Why download Reed’s Malta salary guide?

Want to know what you could, or should, be earning in 2024? See how salaries compare in your sector this year, and gain insight into the jobs market and the key skills employers are looking for.

Our 2024 Malta salary guide offers unparalleled insight into the jobs market, with reliable salary data across six sectors to help you benchmark salaries and discover the key trends influencing your sector.

Discover what really matters to your employees in 2024. Our survey reveals the key perks that appeal to employees, helping you tailor your benefits packages accordingly.

Is the salary you’re paying competitive, or has it fallen behind the times? Are you earning the same as your peers? Our 2024 Malta salary guide is an indispensable tool for understanding where to rebalance the scales, covering salary and benefits across six sectors.

Redundancy letter templates & examples
6 mins read

Redundancy letter templates & examples

​Making redundancies is never a pleasant experience, but it’s sometimes unavoidable and employers need to ensure they navigate the process with sensitivity and professionalism, and adhere to the law, or they may face employment tribunals and unfair dismissal claims.

A redundancy letter is a written communication from an employer to an employee that informs them of their job loss due to a reduction in the workforce. To help employers manage this process and ensure they provide employees with clear and concise information, we have compiled a selection of adaptable redundancy letter templates for the various stages of the redundancy procedure.

When would you need to write a redundancy letter?

Employers may have to write redundancy letters in the following circumstances: 

Economic downturns

During a time of economic decline or recession, businesses may experience a reduction in revenue, leading to reduced demand for their products or services. In such circumstances, businesses may look to reduce their workforce to cut costs. 

Restructuring

Companies may need to restructure their operations, departments, or teams due to changes in the market, mergers and acquisitions, or changes in leadership, which could lead to redundancies. 

Technological advancements

With advancements in technology, businesses may require less manual labour, leading to a reduction in the workforce. Employers may have to make employees redundant where their jobs have been automated or outsourced. 

What is the difference between voluntary and compulsory redundancy?

Voluntary redundancy is when an employer offers an employee the option to leave their job in exchange for a financial package, which could include a lump sum payment, extended notice period, and other benefits. Employees who accept voluntary redundancy do so voluntarily, and their decision is not influenced by their employer.

In contrast, compulsory redundancy is when an employer selects an employee to leave their job due to a reduction in the workforce, restructuring, or other reasons. Employees who are made redundant involuntarily do not have a choice in the matter and may be entitled to statutory redundancy pay and other benefits.

What are the stages of a redundancy process? 

The redundancy process can be broken down into stages and logical steps that employers can follow. The stages are: preparation, selection, individual consultations, notice of redundancy, appeals (if applicable), and termination.

Stage one: Preparation

During the preparation stage, you will assess whether redundancy is the only option and is completely necessary before beginning the process. If you are concerned with your employee’s performance or behaviour, then you should go down the disciplinary route instead.

Redundancy is a type of dismissal where the employee’s job is no longer required. Ensure that you have covered all alternative options and if you have concluded that redundancy is essential, establish a time frame and prepare the relevant documentation.

Stage two: Selection

At this stage, you will be selecting the people who are under consideration for redundancy. You’ll need to determine the criteria for selecting those employees which should be objective and fair across the workforce.

Additionally, now is the time to inform employees of the upcoming redundancies. This should also include those who are not under consideration. You should explain that there is the risk of redundancy, the reason why it’s necessary, roughly how many redundancies you're considering, and what will happen next.

Stage three: Individual consultations

The consultations stage is a hugely important part of the redundancy process, and it’s essential that employers look at this as an open discussion with the employee, rather than using this time to just inform them of their potential redundancy.

You should explain why they have been selected and discuss alternative employment in the company. Employees will have the chance to make suggestions as to how the business can retain them and these suggestions should be considered fairly, or the employer may face unfair dismissal claims.

Note: there are legal time frames regarding consultations, so make sure you adhere to these.

Stage four: Notice of redundancy

Once you have finished consulting with everyone and made your decision, you should meet with each at-risk employee to discuss the outcome. Ideally, do this face to face, but if this is not possible, organise a phone call.

Those who have been selected for redundancy should also receive confirmation in writing, by letter or email. We have included a redundancy notice letter template for your ease.

Stage five: Appeals

If an employee feels they have been unfairly chosen for redundancy or if they think there were discriminatory issues in the process, it is essential to offer them the opportunity to appeal within a reasonable time frame after they have received their redundancy notice. This could be, for instance, five days. The employee should submit their reasons for appeal in writing. Once you receive an appeal, you should arrange a meeting with the employee as soon as possible.

If it becomes clear that the employee was selected unfairly but you still need to make the role redundant, you must manage the situation with great care. This could mean ending the employment of another employee who was informed their job was secure. It is important to communicate clearly and openly with your staff, rectify any issues with the process, and ensure a fair selection procedure is carried out. If serious problems are identified, you may need to repeat the entire redundancy process.

If you decide to reject the appeal, the employee's redundancy dismissal, notice, and pay will continue as before.

Stage six: Termination

This is the final stage of the redundancy process where the employment contract is terminated. During this stage, you should be supportive and give your employee reasonable time to find another job while they work their notice period.

All employees who have been with the company for more than two years qualify for a statutory redundancy payment. Provide the employees with a written record of how the statutory redundancy payment has been calculated and what they will receive.

What should be included in a redundancy letter?

The redundancy letter to the employee should clearly state the reasons for the employment termination and the terms of their departure. Here are some key pieces of information that should be included in a redundancy letter:

  • Reason for redundancy: The letter should clearly state the reasons for the redundancy, such as economic downturn, restructuring, or technological advancements.

  • Selection criteria: Employers should explain the selection criteria used to determine which employees are being made redundant. This could include factors such as length of service, skills and qualifications, and job performance.

  • Notice period: Employers should provide details of the employee's notice period, including the start and end dates, as well as any entitlements to pay in lieu of notice.

  • Redundancy pay: The letter should provide information on the employee's entitlement to statutory redundancy pay, as well as any additional redundancy pay provided by the employer.

  • Benefits: Employers should explain what happens to the employee's benefits, such as healthcare, pension, and life insurance, after they leave.

  • Support: Employers should offer support to the employee during this difficult time, including assistance with finding new employment opportunities and access to training programmes.

To help you navigate this challenging process, we have put together a selection of redundancy letter templates that can be used at various stages throughout the process. These include:

  • Redundancy consultation letter

  • Redundancy consultation outcome letter

  • Invitation to redundancy outcome meeting letter

  • Notice of redundancy letter

Interview question generator  - New Reed AI tool
1 mins read

Interview question generator - New Reed AI tool

Why should recruiters and hiring managers use our tool?

Well-crafted interview questions are essential for determining an interviewee's skills, experience, and fit for the role.

If you are looking for good interview questions for recruiters or managers, our interview question generator is your go-to resource for fast, comprehensive interview question generation, providing you with a wide range of relevant and effective questions to choose from.

Our tool uses advanced AI algorithms to generate a list of interview questions to ask candidates that are tailored to the specific requirements of the role and your company. Using the tool ensures that the questions you ask at an interview are relevant, effective, and comprehensive, allowing you to gain a deeper understanding of each interviewee’s strengths and weaknesses. Our interview question generator will save you time and effort, while ensuring that you are asking the right questions to identify the best candidates for your open positions.

Tailoring questions to your industry and role

Our interview question generator will craft a set of interview questions to suit any role, in any sector, across a range of seniority levels, from entry level to c-suite.

Helping recruiters and managers craft better interview questions

By highlighting your top-three most sought-after soft skills, this AI-powered interview question generator will align with your hiring needs, helping you uncover the best talent to help your team thrive.

Helping hiring managers save time

What used to take hours of searching the internet for the best interview questions, will take you no more than five minutes.​