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Whatever your teams deliver on site, we recruit for it.
Facilities management and maintenance recruitment across hard services, soft services and the office functions that hold them together. Temporary, contract, permanent and fixed term, UK wide.
Roles we fill
From the plant room to the boardroom.
The end client, the provider and the supply chain all hire the same kinds of people. We have placed most of them, in most parts of the country, and we mirror whatever you deliver on site.
Hard services
- Electrical maintenance
- Mechanical maintenance
- Air conditioning and refrigeration
- Commercial gas
- Multi-skilled maintenance
- Plumbing and fabric
- Handyperson and caretaking
Soft services and support
- Cleaning and domestics
- Security
- Helpdesk and scheduling
- Contract support and administration
- CAD and technical administration
- Painting and decorating
Management and leadership
- Maintenance and soft services supervisors
- Contract, account and technical managers
- Estates and facilities managers
- Regional and operations managers
- Mobilisation and project leads
- Director and board appointments
How we hire
Whatever the contract needs.
Four ways to hire, one standard. The same shortlist discipline applies whether it is a permanent estates manager or forty temporary operatives for a mobilisation.
Operatives and engineers on site fast.
Compliant, vetted and paid on time. From one cover shift to a national programme.
Specialists for a defined piece of work.
Mobilisations, projects and interim management with a clear start, end and brief.
The hires that shape the business.
Supervisors, managers and directors, found through a network built over twenty years.
Cover and change, without the guesswork.
Maternity cover, secondments and change programmes on fixed term contracts.
Talent attraction
Fix how you hire, not just who.
For clients hiring at volume, recruitment on its own is not the answer. We look at the whole hiring structure: suppliers, process, visibility and, where it makes sense, your own internal recruiter.
Talent attraction
Is the way you hire fit for the size you are becoming?
What we look at
- Where, when and how you hire today: agency, direct or subcontract
- Preferred supplier list and agency terms
- Job descriptions, interview process and sign off
- Feedback loops and urgency trackers for open roles
- Job visibility across LinkedIn, your site and team networks
What you get
- A hiring structure that scales with the business
- Lower agency cost and consistent terms
- An internal talent attraction hire, recruited and onboarded
- A referral scheme and a route back for boomerang hires
- Faster time to fill, measured
How it works
Two directors, start to finish.
No account managers and no handoffs. The person who takes the brief is the person who finds the candidate, runs the interviews and closes the offer.
The brief
A proper conversation about the role, the team it sits in and what has gone wrong before. Salary and package agreed up front, not discovered at offer.
The search
Our own network first. Twenty years in this market means we usually know who is good, who is moving, and who to leave alone.
The shortlist
Three or four people, each one spoken to at length, with a written note on why they fit and what to probe at interview.
Offer and beyond
We manage the offer, the notice period and the first weeks in post. If it goes wrong we want to know, and we sort it.
For candidates
Every role we are working on is on this site.
Applying takes a CV and three short questions. That small amount of effort is deliberate. It means the people we put in front of clients have chosen the role rather than clicked a button.
Talk to us
Tell us what is getting in the way.
No pitch deck and no twelve step programme. A conversation with one of the two people who would do the work.