Michael Page vs people2people: white-collar recruitment comparison

Compare recruitment services, expertise and support to find the right agency for your needs.

Is your current recruitment partner delivering what you need?

Are you receiving too many CVs, but too few genuinely suitable candidates from ?

Are you struggling to get direct access to your  consultant?

Does  understand your business beyond the position description?

Does  provide a tailored recruitment strategy, or place your vacancy into a standard process?

Does support from  drop away once the candidate starts?

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  • Will broad specialisation translate into a focused recruitment strategy?

    people2people’s specialist teams share candidate intelligence but do not treat every white-collar role as interchangeable. The consultant defines the target market, sourcing channels, salary parameters and assessment criteria before activity begins. A 97% public customer satisfaction figure supports our focus on communication and follow-through, but every live process still needs clear feedback timing.

  • Will the consultant remain accountable for shortlist quality and communication?

    The person taking the brief stays close to delivery. That reduces hand-offs between sales, sourcing and account teams and gives the client a clearer view of candidate sentiment. Poor candidate experience contributed to 35% of failed offers, so shortlist quality must be matched by a disciplined recruitment process.

  • Will the agency help remove internal delays before they cost you candidates?

    Our 2026 report found that 64% of hiring managers had lost candidates because of speed, while 62% of job seekers were participating in at least three interview processes. We help clients agree decision-makers, interview dates, approval thresholds and feedback expectations before going to market. Employer hiring confidence was 48% and job-seeker confidence 58%, so candidates may remain active even when an employer believes the process is progressing well.

  • Can the recruitment model change without losing progress?

    If a permanent search needs temporary cover, a contract resource or a project team, we can adapt the solution while retaining the knowledge gained from the original briefing. Payroll, contractor management and special-project capability can support the wider operational need. More than 20% of staff in our 2026 research worked in temporary, contract, part-time or casual arrangements, and 48% of employers had used temp-to-perm.

  • Will candidate care continue through offer and commencement?

    We keep the role story, salary parameters and expectations consistent throughout the process. Candidate-care recognition and a public 97% customer satisfaction figure support that service commitment. Employer hiring confidence was 48% and job-seeker confidence 58%, so candidates may remain active even when an employer believes the process is progressing well.

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