Officers, supervisors and managers found, screened and vetted for security contractors to employ directly onto their own establishment.
Security contractors win contracts on their ability to staff them, and lose money on every post they cannot fill or fill badly. Recruitment is a standing cost and a standing constraint, and for most firms it competes for attention with operations that are always more urgent.
We take that work. You instruct us on a requirement, we find and screen the candidates, and you employ the ones you want directly. We are not a labour supplier and we do not place workers under our own direction — the officer joins your establishment, on your contract, under your management.
This is the same search and the same screening standard we apply for end clients. The difference is only that our client is the contractor rather than the site owner.
The posts a contractor most often needs help with are the ones that are hardest to fill from a standing advertisement.
Every candidate we present has been screened to BS 7858:2019 before submission, which means the file you receive is one you can take to your own client rather than one you must start again.
We work to your vetting standard where it exceeds the British Standard, and to any additional requirement your end client imposes, provided that requirement is set out at the brief stage rather than discovered at mobilisation.
Where you are mobilising a contract and need several posts filled against a fixed start date, tell us the date first. It determines whether the instruction is realistic, and we would rather decline than take a fee for a search we cannot complete in the time available.
Four matters that determine whether recruitment is a standing constraint or simply a cost.
A post that cannot be covered is a service credit, a difficult conversation with the client, and in time a contract that is not renewed. The cost of filling it properly is almost always smaller than the cost of not filling it.
A candidate who fails screening after starting has already cost mobilisation, induction and a rota gap, and has to be replaced from a standing start. Completing the file before submission is not bureaucracy; it is the cheaper sequence.
Officers who leave within the first month cost the contract twice and leave the post uncovered in the interim. Screening for fit as well as for eligibility is what reduces it.
We do not disclose which contractors instruct us, and we do not approach a candidate we place with you. A recruiter who recycles your officers into a competitor’s contract is not a supplier worth having.
Tell us the posts, the locations, the start date and the vetting standard your end client imposes. We will tell you whether it is achievable on that timescale before either of us commits to anything.
Every enquiry is read and answered personally.