In today’s fiercely competitive talent market, small and medium-sized enterprises (SMEs) often feel overshadowed by the allure of large corporations. Big businesses bring strong brand recognition, attractive benefits packages, and the perception of long-term job security. These are powerful assets that continue to attract top-tier talent.

However, after three decades in executive search, I can confidently say that SMEs have some serious cards to play. The trick is knowing what they are – and using them well.

Here are four areas where SMEs can absolutely punch above their weight…

1. Employees Feel Heard

In a smaller business, people aren’t just part of the team. They’re part of the story. They’ve got a voice, can have a real impact and, more often than not, they’re close to the decision-makers. You’re not five layers removed from the CEO/MD – you’re probably sitting across from them. That kind of access and visibility is a big deal for candidates who want to feel like they matter.

2. Agility and Flexibility

For the first time ever in recent industry surveys, flexibility has now overtaken salary as the number one reason people accept, or remain in, a role. That’s huge. And it’s where SMEs can really shine. Whether it’s remote working, flexible hours, or just being human about life outside of work, smaller businesses can often adapt far quicker and be much more agile than their corporate counterparts. This agility is a real asset and a genuine competitive advantage.

3. Speed and Senior Involvement in Appointments

One of the biggest frustrations some candidates have with many large organisations is the glacial pace of recruitment. For example, it may take two weeks to get feedback, or even to send out an offer letter. By the time they’ve made a decision, the candidate’s interest and enthusiasm has, understandably, waned. SMEs can move faster – and when senior leaders get involved early, it sends a powerful message: this hire matters. That kind of personal touch makes a significant difference. Particularly in a tight talent market and the continuing ‘War for Talent’.

4. Purpose, Values, and Culture

Not everyone dreams of working for a multinational. Increasingly, people are looking for real purpose and meaning in their work. They want to know what a business stands for and whether it aligns with their own values and aspirations. SMEs often have a stronger sense of purpose, whether it’s community involvement, sustainable practices, and a culture that reflects their people. When these values are lived, not just laminated, they become a powerful magnet for like-minded professionals.

A Real- World Example

Let me bring this to life with a recent example. We were engaged to search for a family-owned luxury consumer brand and growing SME. The candidate we successfully appointed came from a much larger business, a bigger company with more benefits and a shorter commute. The previous employer fought hard to retain the successful candidate.

But why did he choose to join our client, beyond being a great business?

• Voice & Visibility: The candidate had direct access to the ownership and board early in the process. Senior individuals engaged and positively got involved.
• Agility: Our client moved quickly—no red tape, no delays.
• Senior Involvement: The owner took the candidate to dinner, demonstrating commitment and sincerity.
• Purpose & Values: The culture of this SME was palpable and compelling. I spent a day with the team and left genuinely inspired. Their people believe in the mission, and many of their senior hires, which we have also helped appoint from larger organisations, chose this client for the meaning, the vision and journey, culture, people and the mission.

Without these four elements, this organisation wouldn’t have been successful in appointing the aforementioned candidate. But by leaning into their strengths as a successful and growing SME, they secured a top-tier appointment who will further develop and aid the businesses growth.

Final Thought

SMEs may not have the budget or brand power of a multinational – but they have something just as powerful: authenticity, agility, and heart. And in today’s talent market, that’s exactly what people are looking for.

However, in a challenging and fast-moving recruitment landscape, securing top-tier talent requires more than just a compelling story. Partnering with a high-quality, market-leading search firm significantly increases the likelihood of success.

Berwick Partners and Odgers bring the expertise, reputation, and proven track record to help SMEs attract and appoint exceptional talent. Personally, I have spent 30 years helping organisations search and successfully appoint high-calibre talent across the wider Food & Drink, Consumer and FMCG sectors.

We’re here to support your growth with insight, integrity, and impact.