Our Approach

Approach

Our approach is to embed creative, intensive and inclusive recruitment processes that encourage a diverse range of applicants, providing optimum conditions to ensure high calibre and exciting candidates.

This includes creating an invitation to apply that is inclusive and welcoming; amplifying the opportunity and encouraging a range of artists to see leadership as a possibility; and creating a process that is rigorous, generous and hopefully developmental for those applying.

We tailor our approach and the role we would take depends on your needs and the vacancy on offer. We can offer the following:

• Advise on a realistic timeline for recruitment
• Speak to relevant stakeholders such as ACE, Trustees and staff to inform the process
• Review the recruitment pack and communications to encourage strong applications, with a focus on appealing to candidates from a range of disciplines and backgrounds who have a collaborative vision and commitment to leading with others
• Discuss with you potential candidates’ and research and identify appropriate candidates
• Have informal conversations with candidates’ considering making an application, act as the first point of contact regarding the vacancy and provide impartial guidance
• Provide administration support throughout the process, including all communication with candidates
• Review and comment on applications, and contribute to the development of the shortlist as required
• Advice on the interview process including the makeup of the recruitment panel, approaches to shortlisting, levels of briefing to candidates for each interview and areas of questioning
• Participate in all stages of interviews as an observer and provide advice and ensure best practice and innovation through the process
• Provide feedback to unsuccessful candidates as appropriate

We have been developing our approach to recruitment of artistic leaders and would advocate the following good practice:

• Ensuring a representative panel at each stage of the process; whether this is established through Trustees, invited external industry specialists or core staff
• Ensuring the pack is available in a range of formats and is BSL interpreted at point of launch
• Advertising the salary
• Clearly indicating that partnership applications and flexible working will be considered
• Taking a disability confident approach based on the social model
• Providing a positive experience for interviewees throughout the process – this has included option of pre interview conversations with members of Senior Management Teams or RTYDS; providing questions in advance of the interview; providing timely response to applications and feedback at appropriate points in the process

If you would like an initial conversation, please contact Sarah Nicholson (Interim Executive Director) on sarahnicholson@rtyds.co.uk. We will be happy to share past recruitment packs and give a sense of our fee structure.

Who We Are

Sue Emmas (Artistic Director) and Sarah Nicholson (Interim Executive Director) lead on this area of our work. We can also expand the team to include associates who are artists who have specialist knowledge, networks and lived experience.

Sue Emmas
Sue has been Artistic Director of RTYDS since 2007 and she is also Artistic Associate Director at the Young Vic – where she leads the Directors Programme running initiatives for directors and theatre makers.

Sarah Nicholson
Sarah is currently part-time Interim Executive Director at RTYDS. In a freelance capacity, Sarah works as a facilitator, mediator, recruiter and supports individuals new to leadership/senior management roles. Organisations over the past four years include: Gate Theatres (Dublin and Camden), Unicorn Theatre, National Theatre, Rhum + Clay, the Watermill, Leeds Playhouse, Mountview and Tara Theatre.

Further information
Want to find out more about us? About us.
Think you could work with us in other ways? Intensive Residency and more
Want to contact us to find out more? Email: sueemmas@rtyds.co.uk | Telephone: 0161 883 0296