For clients
Resource your next project with confidence.
A curated shortlist of vetted, compliance-checked people — usually within 48 hours. Human-led today, with automation on the roadmap.
How a request runs
- 1
Tell us what you need
Share the role, sector, location and timeline in a short structured request.
- 2
We build a shortlist
Our team sources and vets candidates by hand — you get a curated shortlist, not a database dump.
- 3
You approve
Review each candidate, approve or decline, and track every request through to placement.
What you get
The service level we hold ourselves to.
Agreed at the outset and written into terms — so you know what to expect from us and when to chase.
Curated shortlists, not CV volume
You get three to five candidates who match the brief, each with a note on why they fit, their availability, notice period and rate expectation. If we can only find two, we send two and tell you what the market looks like.
A named consultant
One point of contact who knows your project, your site requirements and your approval chain — not a rotating pool. They stay with the account through mobilisation and aftercare.
Compliance evidenced before mobilisation
Right to work, tickets, medicals, insurances and clearances are collected and verified up front, held against the placement record and re-checked before expiry.
Rate and market intelligence
Honest benchmarking on what a discipline is paying in your region right now, and a straight answer on whether your budget and timeline are achievable.
Aftercare and rebate terms
We check in during the first weeks of an assignment and agree rebate or replacement terms in writing before you commit — no surprises in the small print.
A client portal
Raise requests, review shortlists, approve candidates and see the compliance status of everyone you have on site, in one place, without waiting for an email.
Compliance & vetting
What we actually check.
Every candidate we put forward has been through the checks below before you see the CV, and the evidence is held against the placement for the length of the assignment.
Right to work
Documents checked against Home Office guidance, with share-code verification where applicable and a dated record retained for audit. Sponsorship and visa expiry dates are diarised.
Tickets, cards and certification
Discipline-specific competency evidenced and expiry-tracked: CompEx, BOSIET/FOET, ECITB, CCNSG Safety Passport, IOSH/NEBOSH, LOLER and lifting appointments, confined-space, HV/LV authorisations and CSCS where relevant.
References and work history
Two references covering recent, relevant work — taken by a person, not an automated form — plus verification of qualifications and any professional registration claimed on the CV.
IR35 status and engagement model
We work to your status determination statement, hold the contract chain that matches it, and can engage a contractor via limited company, umbrella or PAYE. Where a role is inside IR35 we say so in the brief so rates are quoted on a like-for-like basis.
Security clearance and vetting
BPSS as a baseline where a site requires it, with SC or DV status confirmed and transfer arranged for nuclear, defence-adjacent and other restricted environments.
Medicals and fitness to work
Offshore and site medicals, drug and alcohol screening and any role-specific health surveillance arranged and evidenced before mobilisation, in line with CDM duties on the project.
Expiry dates are tracked centrally and flagged ahead of time, so a lapsed ticket never becomes your problem on the morning of a shift. Clients can see live compliance status for everyone they have on site in the portal.
Ways to work with us
Pick the engagement that fits the scope.
Workforce Solutions
Contract, permanent and project-based talent across every discipline — sourced, vetted and compliance-checked.
Explore Workforce SolutionsManaged Project Services
A whole scope delivered by a managed team, with supervision, milestone reporting and one point of accountability.
Explore Managed Project ServicesConsultancy Services
Resourcing strategy, mobilisation planning and workforce forecasting for complex programmes.
Explore Consultancy ServicesPrefer to see the work first? Read our case studies for worked examples of how scopes have been resourced and delivered.
Questions
Straight answers for hiring managers.
- How long does a shortlist really take?
- Contract roles in disciplines we cover regularly: usually 48 hours from a clear brief. Niche technical contract roles or anything needing existing SC/DV clearance: three to five working days. Permanent and senior appointments: one to two weeks, because they are headhunted rather than pulled from a pool. We will tell you which category your role falls into before you commit.
- What do you need from us to start?
- Discipline and level, site or location, indicative rate or salary, start date, contract length, the tickets and clearances the site demands, and who makes the approval decision. If the scope is still moving, we can start with a market-mapping conversation instead of a live search.
- Who is responsible for the IR35 determination?
- As the end client you remain responsible for issuing the status determination statement and for the reasonable-care obligation behind it. We work to your determination, keep the contract chain consistent with it and pass the SDS down the supply chain. We do not offer tax advice.
- What happens if a placement does not work out?
- Rebate and replacement terms are agreed in writing before the assignment starts, and they vary by whether the hire is contract or permanent. For contract placements we will normally replace the person; for permanent we operate a sliding-scale rebate. Either way, you will know the terms before you sign.
- Can you take on a whole scope rather than individual hires?
- Yes. Under Managed Project Services we deliver a defined scope against a statement of work, with our own supervision, agreed milestones and a single point of accountability. That suits shutdowns, turnarounds, hook-up and commissioning campaigns and discrete packages within a larger programme.
- Do you work through PSLs, frameworks and neutral vendors?
- Yes. We are comfortable operating as a second-tier supplier, on a neutral-vendor or master-vendor arrangement, or directly. We will work with your existing VMS and onboarding process rather than asking you to change it.
Something not covered here? Talk to us.
Start here
Request talent
Tell us what you need and we’ll come back with a shortlist. No account required — though clients get a portal to track requests and review candidates.
- 48h
- Typical time to first shortlist
- 100%
- Compliance-tracked placements
- 11
- Critical-infrastructure sectors