Permanent recruitment, start to finish
Our recruitment services UK clients rely on cover the whole hiring process for permanent roles, from writing a brief that attracts the right people to making sure your new starter turns up on day one. We recruit for operational, supervisory, administrative and skilled trade positions, and we work to your timescales rather than a generic process. We are equally comfortable filling a single vacancy or a run of hires for a new site.
It starts with a proper conversation about the role. We ask what the last person in the job did well, why they left, what the team is like and what salary and benefits you can realistically offer. From there we search our own candidate network, advertise where it makes sense and approach people who are not actively looking but would consider the right move. Every candidate is screened by phone or video before you see a CV, and we check right to work, qualifications and career history.
Once you have a shortlist, we organise interviews, collect feedback from both sides and handle the offer conversation, including notice periods and counter-offers. After the candidate starts we stay in touch with both of you through the early weeks, because that is when most problems show up and when they are easiest to fix. If it does not work out, the rebate terms we agreed at the start apply.
Permanent roles we recruit for
- Operations manager
- Warehouse manager
- Shift supervisor
- Production team leader
- Transport planner
- HR administrator
- Payroll officer
- Office manager
- Accounts assistant
- Purchasing coordinator
- Maintenance engineer
- Health and safety adviser
- Site manager
What you get from our recruitment team
A brief that reflects the real job
We take time to understand the role, the team and the working conditions, so the candidates you meet have a clear and honest picture before they apply.
Screened shortlists, not CV piles
You receive a small number of candidates we have spoken to, checked and assessed against your brief, with notes on salary expectations and notice periods.
Offer and notice period management
We handle offer negotiation, counter-offers and resignation timing, which is where many good hires fall through when nobody is managing the process closely.
Fee only on a successful start
Our permanent recruitment fee is payable when your new employee starts with you, not when you take a candidate to interview or make an offer.
Checks we carry out before you hire
Under the Conduct of Employment Agencies and Employment Businesses Regulations 2003, we confirm a candidate's identity, experience and any qualifications the role needs before introducing them to you. We also carry out right to work checks following Home Office guidance, although as the employer you remain responsible for your own check before the start date. We can explain what that involves and which documents you need to see.
- Identity and right to work verification
- Qualification and licence checks
- Employment references with candidate consent
- DBS checks arranged where the role requires it
- Candidate data handled in line with UK GDPR
Who uses our recruitment services
- Logistics and distribution
- Manufacturing and engineering
- Construction contractors
- Facilities and property services
- Health and social care providers
- Office-based businesses
How we deliver recruitment services
- BriefWe take the details: roles, numbers, site, hours, start date and the checks you need.
- ShortlistWe match candidates from our pool and complete compliance before anyone is put forward.
- StartWorkers arrive briefed and ready, with a named consultant as your single contact.
- SupportWe handle timesheets, pay and replacements, and check in regularly on performance.
Frequently asked questions
How is the permanent recruitment fee calculated?
Our fee is usually a percentage of the candidate's first year basic salary, agreed in writing before we start work. It is invoiced once the candidate starts with you. The percentage depends on the seniority of the role and how difficult it is to fill, so we quote after we have discussed the brief with you.
How long does permanent recruitment take?
For most operational and office roles you can typically expect a shortlist within one to two weeks, depending on how specialist the job is. The bigger factor is often the candidate's notice period, which can be anything from one week to three months. We plan the timeline with you at the outset so there are no surprises.
What if the new employee leaves soon after starting?
Our terms include a rebate period. If the person leaves or is dismissed within that window, a partial refund or a replacement search applies, depending on what we have agreed. The length of the period and how it works are set out in writing before you instruct us, so you know where you stand.
Do you advertise our role or use existing candidates?
Both. We start with candidates already known to us, then decide whether advertising will help or whether a direct approach to people in similar roles is more likely to work. If the role needs to stay confidential, for example when replacing someone still in post, we can recruit without naming your business.
Can you recruit several permanent roles at once?
Yes. If you are opening a new site, restructuring a team or growing quickly, we can run a volume campaign with agreed timelines, assessment days and a single point of contact. Talk to us about fee options for multiple hires, as these are often structured differently from a single vacancy.
