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The Wise Group; Glasgow; Hybrid; GBP 25,000 - 30,000; Part time

Job summary

The Wise Group is seeking an Employment Pathways Executive in Glasgow to develop and maintain strong employer relationships and a healthy pipeline of Jobs Guarantee opportunities. This contract role offers hybrid worked patterns with four days remote and a salary starting from £27,250 per year.

You will collaborate with mentors and participants to ensure meaningful matches, while aligning employer activity with participant readiness and local labour market needs.

Qualifications

• Experience building and maintaining relationships with employers.
• Understanding of recruitment challenges and workforce needs.
• Familiarity with youth employment programmes and progression pathways.

Responsibilities

• Develop strong, credible relationships with employers across Jobs Guarantee delivery areas.
• Understand employer business needs, recruitment challenges and future opportunities.
• Explain Jobs Guarantee to employers and how it creates opportunities to bring young people into their workforce.
• Build relationships that extend beyond a single vacancy.
• Represent The Wise Group confidently with employer partners.
• Collaborate with colleagues to ensure aligned employer activity and participant readiness.

Job description

Employment Pathways Executive

Company: The Wise Group

Salary: from £27,250 a year

Hours: Full-time

Location: Glasgow, G40 1DA

Working pattern: Hybrid - 4 days remote

Job type: Contract

Posting date: 22 Sept 2026

Closing date: 11 Oct 2026

A guaranteed job only works if we have the right jobs with the right employers.

That's where you come in.

We're looking for Employment Pathways colleagues who can build genuine relationships with employers and turn those relationships into meaningful employment opportunities for young people.

This isn't simply vacancy sourcing.

You’ll understand employers – their organisation, workforce requirements, recruitment challenges and future plans.

You’ll also understand the people we support – their strengths, aspirations, circumstances and the environments in which they are most likely to succeed.

Then you’ll bring those things together. You will develop and maintain a strong pipeline of suitable employment opportunities, work alongside Mentors to create good matches and stay connected with employers once participants enter work.

The relationships you build are Wise Group relationships. You may develop them through Jobs Guarantee, but they should not sit within Jobs Guarantee alone.

We want you to understand what relationships already exist before approaching an employer, connect with colleagues who already know them and make sure new intelligence and opportunities are visible across the Wise Group.

Our ambition is to be seen as a trusted employment and community partner, not as a series of separate programmes approaching the same organisation.

What you'll do

• Develop strong and credible relationships with employers across the Jobs Guarantee delivery areas.


• Understand their business, workforce challenges, recruitment needs and future opportunities.


• Help employers understand Jobs Guarantee and the opportunity it creates to bring young people into their workforce.


• Build relationships that extend beyond an individual vacancy.


• Represent the wider Wise Group confidently.


• Think Wise Group first when developing relationships.


• Where an employer relationship could create wider employment, skills, progression or community opportunities, connect the right colleagues.


• Treat employer knowledge and relationships as enterprise assets and share them.


• Create and maintain a healthy pipeline of suitable Jobs Guarantee opportunities.


• Use labour-market intelligence, existing relationships, employer networks and proactive engagement to identify opportunities.


• Understand participant demand and make sure vacancy development responds to it.


• Identify gaps by geography, sector or participant need and act early.


• Maintain forward visibility of employment demand and likely future opportunities.


• Work with the Operations Manager and Team Leads so employer activity is aligned to participant volumes and readiness.


• Work closely with Mentors and participants to understand individual strengths, ambitions, circumstances and support requirements.


• Go beyond matching a vacancy title to a CV.


• Understand the workplace, employer expectations and participant well enough to help everyone make an informed decision.


• Create matches where both the young person and employer have a genuine opportunity to succeed.


• Ensure opportunities provide meaningful employment and progression potential.


• Stay connected after a young person starts work.


• Develop positive relationships with employers and line managers so emerging challenges can be identified early.


• Work alongside Mentors where additional support, mediation or problem‑solving could prevent avoidable employment breakdown.


• Understand both perspectives and help find practical solutions.


• A six‑month funded job should be the beginning of something, not the end.


• Before funded employment finishes, work with the employer, participant and Mentor to explore what happens next.


• Where possible, support the move into continued unsubsidised employment.


• Where this isn't possible, use employer relationships and labour‑market knowledge to identify alternative employment, education or training opportunities.


• Develop a distinct understanding of each area in which you work.


• Know who the major employers are, what sectors are growing, where recruitment pressure exists and where opportunities are emerging.


• Recognise that Glasgow's labour market and employer ecosystem will not necessarily look like Inverclyde's or Argyll & Bute's.


• Use local intelligence to inform your approach.


• Share what you're learning with colleagues so employer insight helps shape operational decisions, partnership activity and our wider understanding of place.


• Maintain accurate, current information about employer relationships, vacancies, matches, starts and future opportunities.


• Use pipeline information to anticipate pressure.


• Share intelligence about recruitment trends, employer needs and emerging sectors.


• Measure success not simply through the number of vacancies created, but by the quality of opportunities and what happens once young people enter them.

Proud member of the Disability Confident employer scheme

About Disability Confident Disability Confident is a government scheme. It encourages employers to recruit and retain disabled people and those with long term health conditions.