Job Sectors & Case Studies

All information of how to obtain a CSCS card can be found on the CSCS website here.

We engage with a small list of pre-vetted payroll companies who offer a variety of payment methods. The most common of these are PAYE, PAYE Umbrella, Limited Company and Self Employed. Details of all the companies, the payment models they offer and the charges and deductions associated with each payment method can be found on the Key Information Document (KID) that will be provided to you when you register with us for work finding services. Please note that some payment models (e.g. limited company or self-employed) can only be offered if the services you are providing meet certain criteria. You may be asked to complete a Status Determination Questionnaire (SDQ) or a CEST test before a determination can be made as to whether or not certain payment models are available for the specific role and placement you undertake.

This depends on the job you are doing and the requirements of the client requesting the resource. General labourers, cleaners and any "unskilled" roles will usually not have a requirement for the worker to provide any tools. Some skilled roles such as security guards, traffic marshals or those involving the use or supervision of heavy plant such as drivers, machine operators, slingers, hoist operators, crane supervisors, etc. also generally don't involve the use of tools. If you are looking for a skilled or semi-skilled trade job such as electrician, plumber, carpenter, etc. then you will generally be expected to attend site with all the tools needed to complete the tasks set out in the job specification, a copy of which will be sent to you prior to commencing work.

‍

All operatives are paid weekly, on a Friday and one week in arrears. i.e. any money you earn for work you do this week will be in your account next week on Friday.

The best way to find out what jobs we're currently looking to fill is to give the office a call and speak to a member of the resource team who will be happy to help. Occasionally we advertise roles on our social media pages or via online advertising platforms such as CV Library and Indeed.

We recruit a wide range of roles for both blue collar and white collar jobs. A list of the most commonly resourced roles can be found in the Trade Sectors section.

Simple, just give our office a call and the team will send you a link to register ytour details directly on to our CRM. Alternatively, you can find a registration link on this very website... just click here.

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.

The vast majority of the operatives we place are workers we've helped find work before so we have a good understanding of their strengths, as well as any weaknesses. When a tried & tested worker isn't available we will usually have candidates who have been referred to us by existing operatives or clients. They get thoroughly vetted and referenced in order to minimise let-downs or unsuitability and we conduct Right to Work Checks and keep copies of any relevant qualifications, skill cards and competencies on our bespoke, secure CRM.

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.