We pride ourselves in our ability to source qualified, reliable candidates who will meet your requirements. This is the real world though and we are dealing with human beings which means we can never rule out the chance that one of them will throw us a curveball! We offer all clients half a day to assess the workers we source, at which point they can be removed from site at no charge if they are deemed unsuitable. Thankfully, this is extremely rare. We also encourage all of our consultants and account managers to speak to their clients regularly to get feedback on how the operatives we've placed are getting on so that any potential issues can be addressed as soon as they arise.

The easiest way is to give us a call! It's always better to chat through your specific requirements in person so we can get a thorough understanding of the nature of the work in question as well as make a note of any specific details with regards to working hours, breaks, and health & safety information. Alternatively you can drop us an email and someone will get straight back to you.

This is one of our favourite questions to be asked by clients. As a rule of thumb, getting a worker from an agency will normally have a slightly higher hourly cost than engaging with subcontractor directly. However, there are a number of factors to consider that make the comparison more complicated, such as: Have you considered the advertising costs and admin costs associated with searching for and vetting directly employed workers? How do you know the worker you're taking on is qualified and legal to work in the UK? If taking a worker PAYE, have you factored in the cost of NIERS (Employers National Insurance), sick pay, holiday pay, pension contribution, CITB levy, etc. and if taking workers on CIS, have you checked the nature of the engagement to make sure you're not at risk of breaching HMRC rules for false self-employment? Additionally, provided your company is able to obtain a credit facility, agencies offer payment terms, which can massively help with a company's cash flow, allowing sustainable growth of your business. All in all, I think that's pretty good value for the marginal additional cost!

Any skilled or semi-skilled operative will generally attend site with the tools required to complete the job in question. Clients are able to request that operatives bring specific tools or plant items, in which case we will do our best to source a suitable candidate who meets the specified requirements.

We vet all our operatives thoroughly and ensure they hold whatever qualifications and competencies are required for the role we place them in. Copies of all qualifications, cards and certificates are held on file on our CRM and we check CSCS status using the online card check service. We also subscribe to the JIB's ECS Check for Employment Businesses service, giving us the ability to verify the cards held by electrical workers.

In short, YES! We conduct our own Right to Work in the UK checks on EVERY operative we place, prior to EVERY placement, regardless of whether or not they have worked for us before. Our staff are trained in which documents they must obtain and how to conduct the checks and we have a Compliance Manager who oversees the process to ensure we are up to date with the latest legislation. In addition, further checks on bank accounts and home addresses are carried out by the payroll companies we use to fully ensure that every operative we send to work has the legal right to work in the UK and to identify any candidate who may be subject to Modern Slavery.