Navigating local government job evaluation is essential for securing the right grade and attracting specialist talent. With councils facing skills shortages in Planning, Environmental Health, Property, Highways and Finance, accurate grading ensures competitive recruitment, equal pay compliance and clear accountability. A strategic, evidence‑led approach helps roles reflect true responsibility and market demand.

Discover why 2026 is a turning point for housing leadership in UK local authorities. Learn how record temporary accommodation, Awaab’s Law, the Social Housing Regulation Act, Building Safety Levy, decarbonisation targets, and Renters’ Rights Act reforms will reshape housing services. Explore strategies to hire and retain outstanding leaders, build compliance culture, and deliver safe, sustainable homes amid unprecedented pressures.

In 2026, planning reform demands leadership, not maintenance. Councils need a Head of Planning who can deliver Local Plan adoption within the new 30-month timetable, ensure Development Management performance that builds trust, maintain credible enforcement, and lead a data-driven, improvement-focused culture. Recruiting for impact, not just filling a vacancy, will shape growth, protect communities, and secure public confidence.

A Head of Property in 2026 is a strategic hire. Ageing estates, rising maintenance backlogs, capital receipt dependence and growing audit scrutiny mean councils need leaders who blend commercial skill, corporate landlord expertise, political acumen and strong governance. Clear priorities, honest context and a competitive offer are essential to attract and retain the talent needed to protect financial resilience and modernise the estate.

Councils spent £420m on senior interim roles in 2022–23, with costs projected to rise to £483m by 2026 due to inflation and reorganisation. Typical daily rates range from £600–£850 for Heads of Service, £750–£900 for Assistant Directors, £900–£1,200 for Executive Directors, and up to £1,500 for Chief Executives. Agency margins average 23%, adding significant cost. Nationally, margins could reach £111m annually, with recruiters earning £11m–£22m in commission.

Local government recruitment is broken, plagued by high agency spend, fragmented supply chains, and interim-heavy teams. Councils need a strategic partner to track spend, reduce off-contract costs, and support permanent recruitment. While NSPs offer breadth, only values-led MSPs deliver speed, quality, and transformation. Discover why MSPs like OPUS and Reed are reshaping recruitment in local authorities.

Local councils face major recruitment challenges, yet millions in apprenticeship levy funds go unspent. This blog urges councils to treat apprenticeships as strategic workforce tools, not compliance tasks. It outlines how to overcome barriers, align standards with roles, and embed apprenticeships into planning. With a 24-month expiry on levy funds, councils must act fast to unlock talent, boost retention, and support inclusive growth.

Interim officers in local government face high-pressure roles with limited time to deliver results. This guide from The Truth About Local Government explores how interims can build lasting legacies and prove their impact through sustainable systems, talent development, strategic alignment, and measurable outcomes. Learn how to leave behind more than fixes: leave behind momentum, credibility, and change that lasts.

Local government faces a workforce crisis, with nearly half of staff over 50 and under 5% aged 16–24. Apprenticeships offer a strategic solution to bridge the age gap, boost retention, and build future leaders. This blog explores how councils can maximise the Apprenticeship Levy, create impactful programmes, and highlights the Truth About Local Government Apprenticeship Accelerator, a bold initiative to transform talent pipelines and public service delivery.

Thinking of moving from central to local government? Discover how policy professionals can successfully transition into council leadership roles. Learn the key differences in culture, pace, and accountability, and explore practical tips for adapting your leadership style, building relationships, and understanding local context. Featuring success stories from Leeds, Guildford & Waverley, and the North East Combined Authority. Make the leap and lead with impact.

This blog explores the strategic use of interim resource in UK local government, arguing that while interim professionals offer vital expertise, their deployment must be intentional, time-limited, and aligned with organisational goals. With councils facing a £4.3bn funding shortfall in 2025/26, unchecked interim spend risks undermining stability and value for money. The article calls for a six-month limit on vacancy cover and embeds interim use within broader workforce planni

Interim recruitment in local government is fast-paced and often unclear. Success depends on understanding the process, asking smart questions, tailoring your CV, and acting with integrity. Exclusivity is rare always confirm it. Know how rates are set, be strategic, and value consistency over chasing high day rates. Be patient after submission, prepare thoroughly for interviews, and follow up professionally. Build trust, deliver value, and you’ll not just get roles, you’ll bui

Faced with mounting recruitment challenges, UK councils are increasingly using market supplements and golden handshakes to attract and retain talent in hard-to-fill roles. These financial incentives once rare are now central to workforce strategy, especially in social care, planning, and legal services. But their use raises ethical questions around pay equity, transparency, and sustainability. This blog explores how councils can deploy these tools strategically and responsibl

Local government faces a growing leadership challenge not just in attracting talent, but in how we recruit it. Drawing on Stuart Longbottom’s research, this blog explores why traditional e-recruitment methods often fail to deliver the right fit at executive level, and what councils can do differently. From prioritising character over credentials to rethinking candidate experience, it’s time to modernise how we hire.

IR35 compliance is vital for councils, but blanket inside IR35 determinations can inflate costs and limit access to talent. HMRC’s CEST tool helps, but must be used alongside expert advice and documented “reasonable care.” Case studies show that poor governance leads to penalties, while smarter strategies like individual assessments and manager training enable compliant, cost-effective engagements. Councils must balance risk with opportunity to deliver better outcomes.

Local government recruitment must go deeper than job specs and salary bands. Our time on earth is finite and that truth should shape how we attract talent. By embracing conversations around mortality, we invite candidates to reflect on purpose, legacy, and impact. This isn’t just a job it’s a chance to make every day count. Let’s be bold enough to say: this work matters, and so does your time. In local government, every day can be a day well spent.

In a time of rising demand, shrinking budgets, and workforce shortages, local government finance directors face a new challenge: building resilient teams that can thrive under pressure. This blog explores how to recruit, retain, and empower finance professionals, not just to survive the storm, but to lead through it.

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As the recruitment market becomes increasingly saturated, and local authorities face mounting financial pressures, it is time to ask a...

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