The challenge
Blackpool Council’s adult services department had an urgent requirement for a senior officer who possessed both operational and strategic experience. The brief demanded a leader with a positive reputation, who could align with the organisation’s values while driving initiatives in hospital discharge, flow, and wider sector challenges.
Although Blackpool Council already partner with Reed Talent Solutions through a managed service programme (MSP) for their temporary workforce, this senior leadership vacancy was being advertised externally as a permanent post. It was at this point that Senior Talent Acquisition Consultant, Jack Heston, spotted the listing and reached out to the council to highlight that we could also support with sourcing interim senior professionals - particularly valuable when speed, specialist networks, and leadership capability were essential.
However, the recruitment landscape wasn’t without challenges. The vacancy came at a time where the service had been subject to a difficult external review, creating a clear need for someone with demonstrable experience in leading improvement and strengthening practice. Furthermore, Blackpool’s profile as a densely populated coastal town with significant levels of deprivation may contribute to the perception that its operational environment is more demanding and complex.
On top of this, the geographical location meant the immediate local talent pool is smaller in comparison to larger, better‑connected areas nearby. These factors made it even more important to position the opportunity to appeal to senior leaders motivated by the chance to make a real difference in a demanding environment.
Reflecting on why the council chose to partner with Reed, Nick Henson, Assistant Director – Adult Services, at Blackpool Council, explained: “We needed a trusted partner who could provide specialist support in sourcing senior leadership talent. We approached Reed because of their strong reputation for fostering positive and professional relationships throughout the recruitment process.”
The solution
Before going to market and starting the headhunting process, Jack worked closely with the council to thoroughly analyse every aspect of their requirements. He asked targeted, detailed questions to gain a full understanding of the role’s scope, including hospital discharge, safeguarding, complex care, operational oversight, and service transformation.
Jack also explored contextual factors such as team structure, current service pressures, and local challenges to ensure he had a comprehensive picture of the assignment and the IR35 considerations.
A key part of Jack’s approach was how he positioned the assignment to potential applicants. He explained: “Many senior interims want to turn around struggling services, so I looked for those who had a proven track record of driving improvement after challenging CQC inspections.” Jack prioritised full transparency throughout the process. “By being upfront about the CQC outcome and local challenges, I built trust and attracted candidates who were confident they could deliver.”
Nick praised this approach: "Reed Talent Solutions demonstrated attention to detail by thoroughly understanding our requirements and creating a tailored recruitment strategy. They maintained a clear feedback loop, ensuring we were updated at every stage and that candidate profiles matched our expectations.”
Following a thorough search that combined full utilisation of Reed’s extensive candidate database, tailored external hiring campaigns, and proactive outreach across Jack’s professional network, the search identified Elaine Hill, who was engaged with another recruitment company for a different role. When presented with the head of service opportunity, Elaine felt it was a stronger match for her expertise.
"The role Jack approached me with was more suitable... he was very professional, caring and supportive and gave me an update at every stage of the process,” she explained.
The results
The partnership resulted in the successful appointment of an interim head of service who met all criteria, demonstrating both strategic vision and operational expertise. The placement of Elaine has been so successful that discussions regarding an extension of her contract from six-to-12 months began just two months into the appointment.
The feedback received from both the council and the Elaine has been fantastic. Discussing her experience with Reed Talent Solutions and the role, she said: “I am really enjoying the role and want to thank Jack and his colleagues who were really helpful and attentive.”
Reflecting on the success of the engagement, Nick Henson concluded: "The successful appointment has strengthened our leadership team and improved confidence in future strategic and operational delivery.
“Compared to others, Reed Talent Solutions stood out for their professionalism, detailed approach, and consistent feedback loop. Jack exceeded expectations by fostering a positive relationship and ensuring every detail of the brief was addressed. He provided strategic advice and market insights beyond the recruitment process, which added significant value.”
This outcome reinforces the value of a collaborative, insight‑driven recruitment approach. Reed Talent Solutions’ commitment to understanding the organisation’s needs and supporting both the council and Elaine throughout the process resulted in an exceptional match. The ongoing positive impact of the appointment is a testament to the strength of the partnership and the difference the right interim leader can make.
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