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MacGregor Recruitment are here to help window, door & building plastic employers hire awesome people who can positively help your business. Please see below some of the most frequently asked questions by Employers about MacGregor Recruitment;

MacGregor Recruitment - Employer FAQs:

1. As a specialist fenestration recruitment agency, why should we work with you?

The fenestration industry has its own terminology, products, systems, processes, customer groups and commercial environments. The advantages of working with a MacGregor Recruitment as a fenestration sector specialist recruitment agency includes;

  • We have personally worked within the sector and so have first hand experience 
  • As fenestration specialists we understand the dynamics between profile system houses, fabricators, distribution and installation companies
  • We understand the terminology and nuances of the roles - the day to day pressures, technical and commercial requirements
  • We have an overview of the market salary rates and market talent shortage issues
  • We understand what a good person fit, job fit and boss fit looks like in the fenestration sector
  • Understanding the sector we are better placed to have informed discussions with both clients and candidates
  • We have an excellent network in the window and door sector
  • We have a quality approach rather than a sales approach – we'll only put Candidates forward that we truly believe are a great fit for you
  • We only work within the window, door & building plastic sector

2. How does the MacGregor Recruitment recruitment process work?

We tailor our approach to best suit the needs of our clients and the vacancy brief, however a typical recruitment project would include;

  • An initial confidential conversation to understand the business, the technical demands of the job role and business culture
  • Defining the ideal candidate – identifying technical skills & experience, product knowledge required, people & soft skills that would be ideal for the role, and what training and development compromises could be considered
  • Identifying similar companies where experienced candidates might have worked at previously to gain their relevant experience
  • Searching & approaching our extensive existing fenestration candidate network
  • Supplemented by additional ‘search and approach’ of the wider market, utilising candidate referrals, targeted head hunting approaches and utilising multiple social media and CV databases
  • Initial conversations with potential candidates outlining the opportunity and the hiring company details
  • A meaningful candidate assessment - focusing on the candidates skills, experience, reasons for moves and current situation to be able to assess if there is a great match to the role and commitment from the candidate
  • Interview, offer management and updating all parties
  • Keeping in touch through the notice periods and after placement follow up

3. Do you send CVs to clients without telling the Candidates?

Never. We always speak to our candidates and reveal which client companies we are working with and to gain permission to present them as an applicant. Where we're handling a confidential search we will still speak with candidates fully but withhold the company name in the first phase. A CV only tells part of the story so it’s an essential part of our recruitment process to always speak with our candidates in depth to understand their skills, experience and motivations in order to establish that they're a good fit with our clients vacancy. 

4. Can you find candidates who are not actively looking for a new job?

Yes. Many of the strongest candidates for specialist fenestration roles are already employed and are not actively applying for jobs. Depending on the vacancy, we can use our sector network and proactive search methods to identify and approach potentially suitable professionals who may be open to the right career opportunity.

5. Can you recruit for confidential vacancies?

Yes. We understand that some recruitment projects need to be handled discreetly in situations that might include where a business is restructuring or a senior appointment is being made for example. We can discuss your requirements and agree an appropriate confidential recruitment approach.

6. What are your recruitment fees & terms?

MacGregor Recruitments recruitment search fees are 15% of the candidates annual basic salary - with no additional costs for company cars/car allowances or bonuses. Once the successful candidate joins your business we'll send the invoice on their first day with you with 7-day payment terms and a 13 week peace of mind guarantee in place.

The retained MacGregor Recruitment Executive Search service will have a different pricing and service structure, details to be released in Autumn 2026.

7. Do you recruit for permanent and temporary positions?

Permanent or fixed term positions only currently. 

8. How quickly can you fill a fenestration vacancy?

This depends on many variables. Factors such as the role seniority, the geographical location and availability of suitable candidates, the salary package, how specialised the role is and also the company reputation in the market place all play a part. 

9. Do you recruit for Senior Management positions?

We typically recruit for roles with salaries in the £35k - £75k range. However for certain specialist, senior or difficult to fill positions a more dedicated executive search project is more effective and we are launching our Executive Search offering to cater for Senior and confidential roles during the second half of 2026.

10. What information do you need before starting a recruitment assignment?

In the initial briefing conversation the following information will ideally be disclosed in order to build a picture of the business and role, and to be able to best present the opportunity and match with suitable candidates;

  • Company overview – company type, how established, number of employees, product portfolio & systems used 
  • Company Performance indication – how is the business performing, what pressures and opportunities would a new starter experience upon joining?
  • Reason for the vacancy
  • Relevant team structure and reporting lines
  • Key job role responsibilities
  • Salary and full benefits package, including holiday entitlement, pension and car package details if applicable and contracted hours
  • Discussion around company culture and what success would look like in the role

Contact MacGregor Recruitment

Do you have a fenestration vacancy arising that you would like support with?  Please submit an enquiry using this link: Submit a Vacancy

The first step is a conversation to understand your requirements and any pain points. Lets book a chat about how we can tailor our approach to best support you and dovetail in with how you want to work.  Please contact Stuart MacGregor on 0115 7786535 today!