Tell us the role. We bring you the right people.
You define the requirement, whether it is an IT engineer, a construction trade or temporary staff. We source and screen, and you choose. For IT roles, every candidate also completes a 15-day practical assessment.
Companies that need people, in any of three fields.
Employers, contractors and project managers who need IT engineers, skilled trades or temporary staff, in one country or across several. Choose the field to see how we work on it.
- IT talent
Engineers proven by a 15-day project
International sourcing, a practical assessment built around your role, and a report you can decide on. The candidate is hired directly by you.
Every IT candidate completes a 15-day practical project.
Explore IT talent - Construction and trades
Skilled trades for projects across Europe
Carpenters, masons, electricians, welders, plasterers and more, sourced and screened for site-ready reliability.
Trade skills and site attendance are checked before anyone is put forward.
Explore construction - Temporary staffing
Manpower when you need capacity
Cleaners, drivers, delivery and warehouse staff, tailors and general manpower for projects, peaks and cover.
Availability and the contract structure are confirmed in writing.
Explore temporary staffing
Four steps, whatever the role.
- 01
Brief
Tell us the role, how many people, where, and from when.
- 02
Source
We search our channels at home and abroad for people who match.
- 03
Screen
We check experience, skills and readiness. For IT roles this includes a 15-day practical project.
- 04
Place
We present the people who fit and agree the terms in writing before anyone starts.
What we need from you to start.
The same brief works for an IT engineer, a construction trade or a temporary team. Send what you have and we will ask for the rest.
- Role and number of peopleJob title or trade, and how many people you need
- Location and siteCity or site address, and whether work is on-site, hybrid or remote
- Start date and durationWhen work begins, and whether it is a fixed period or ongoing
- Hours and shiftsWorking days, shift pattern or core hours
- Skills and experienceStack and seniority for IT, trade and tools for construction, tasks for temporary roles
- Certificates and licencesAnything the role legally or practically requires, such as machinery or driving categories
- Language requirementsWorking language on the job and the level needed
- Pay range or budgetSo we can screen for realistic expectations
- Other selection criteriaAnything else that decides the hire
Selected? You get an offer letter and keep working while the visa is processed.
Your project does not wait for the paperwork. The chosen candidate starts working for the employer remotely, then moves in once the visa is approved.
- 1
You are selected
The employer reviews the short list and chooses the candidate. No interview round is needed.
- 2
Offer letter
The chosen candidate receives a written offer letter from the employer.
- 3
Remote work starts
The candidate keeps working for the employer remotely while the visa is processed.
- 4
Visa approved, move in
Once the visa is approved, the candidate relocates and joins the team on the full agreed package.
Visa decisions belong to the authorities and cannot be guaranteed. Salary and conditions are set by the employer in the offer.
What you can expect from us, and what we ask of you.
- 01
Fees agreed in writing, per role
There is no price list. Fees depend on the position and are confirmed in writing before work starts. Until the commercial terms are accepted, no fee is due just because a candidate was sourced or assessed.
- 02
Replacement terms, in writing
For permanent placements, our default terms include one replacement search if a qualifying early departure happens within 60 days of the candidate's start date, with the conditions and exclusions set out in the agreement. Terms for construction and temporary requests are confirmed in writing for each role.
- 03
12 months of introduction protection
For permanent placements, when we introduce a candidate in writing, the placement fee applies if that candidate is hired within 12 months, whichever route the hire takes. If you already had a documented relationship with the candidate, tell us in writing within five business days of the introduction.
- 04
A decision window
We ask for a hiring decision or material feedback on the people we put forward within ten business days where practical, because strong candidates do not wait.
- 05
Availability and contract structure
For construction and temporary requests, availability, start dates and the contract structure are confirmed in writing when you enquire.
The part we do not put on a web page.
The pages show the outline. How we search, how we screen for each kind of role, and how the agreement works are shared in a short private briefing for employers in every division.
- All of Europe
Questions people ask first.
Why is there no interview?
Our standard process replaces the first-round interview with a 15-day practical project. You see how a candidate actually works, and you receive a report with the evidence. If you want to ask factual questions about a candidate or agree an interview for a particular role, tell us and we will arrange it.
Who employs the candidate?
You do. The selected candidate receives an offer letter from you, can keep working for you remotely while the visa is processed, and then joins your company directly, on terms agreed between you and the candidate. We are not the employer.
Is the assessment free work for a client?
No. The assessment project is built to evaluate skills. It is not used to get undisclosed productive work, and candidates never work on your production systems or customer data.
What does it cost?
Fees are agreed in writing for each role and depend on the position. Contact us with the role and we will send the terms.
What if the hire does not work out?
Our default terms include a 60-day replacement guarantee from the candidate's start date, with the conditions set out in the agreement. The terms for a specific role are confirmed in writing.
Do you handle visas and relocation?
Where a candidate needs a visa or relocation, the responsible party is agreed for each role, and we can coordinate when this is agreed in writing. The candidate can start working for you remotely after the offer letter, so your project does not wait for the visa. Immigration decisions belong to the authorities, so no outcome can be guaranteed.
Tell us the role.
Send the position, the number of people and the start date. We reply with how we would source and screen for it.