UK · Training · Placement · Recruitment
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For UK employers

Hire someone already practised on your software and your end-of-month rhythm.

If you operate a UK SME or scaling business with an entry-level vacancy that takes too long to fill, our placement candidates are productive on day one. Placements are no-obligation evaluation periods. Most convert to permanent hires. There is no commission to us either way.

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UK SMEs
The proposition

A trial-before-hire pipeline, without recruitment-agency economics.

No placement fees. No recruitment commission. No contractual lock-in. The trainee has been funded through tuition. Your only obligation during the placement is to give them realistic work, supervise it, and decide at the end whether you want them permanently.

You receive a candidate who has already completed scoped training, passed an exam, and has hands-on practice with the systems your team uses every day. They join you for a structured 12-week placement.

You do not pay us a placement fee. You do not pay a recruitment commission. The trainee has been funded through tuition. Your only obligation during the placement is to give them realistic work, supervise it, and decide at the end whether you want them permanently.

If you do, you hire them directly on whatever terms you agree. If you do not, the placement closes cleanly and we re-place the trainee elsewhere. There is no contractual lock-in either way.

How it works

Five steps from initial brief to permanent hire.

01

Role brief

We agree the entry-level role profile, software stack, and the kind of person who would work in your team.

02

Cohort match

We match a trainee to your brief. You see their CV, training output, and exam result before placement begins.

03

12-week placement

The trainee joins your team. Mid-point check-in at week 6 to flag any issues early, both ways.

04

Convert or close

At week 12 you decide. Permanent terms transition the trainee directly to your payroll. No commission either way.

05

First 90 days

Our advisors stay in contact with the trainee for at least six months post-programme, quietly, without interrupting your onboarding.

Day-one capability

What a trainee actually arrives knowing.

  • Software fluency, not awareness.

    They have spent weeks operating the systems your role uses, on practical tasks, with feedback loops.

  • UK-specific compliance.

    Right-to-work, HMRC submissions, payroll basics, and GDPR fundamentals (whichever apply to the discipline).

  • A passed exam.

    Not a participation certificate. They reached a defined competency standard before entering placement.

  • Workplace habits.

    Calendar discipline, written-handover practice, escalation pathways. The things that distinguish a hireable junior from a talented one.

Typical employer profile

UK SMEs and scaling businesses, 10 to 500 employees, with at least one entry-level vacancy that has stayed open longer than it should.

We work with businesses across the UK in finance, professional services, technology, and operations.

  • Finance teams hiring their first or second junior
  • HR functions outgrowing a single-person operation
  • IT departments needing 1st-line ticket coverage
  • Marketing teams with paid budget but no junior to run it
  • Engineering teams where senior time is being spent on work a junior should do
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Common questions

What employers usually ask first.

Is there a fee to host a placement?
No. The trainee has been funded through tuition. Hosting a placement does not generate an invoice from us, and converting them to a permanent hire does not generate a commission.
Are we obliged to offer a permanent role at week 12?
No. The placement is structured as a no-obligation evaluation. If the fit is not right, you close the placement at week 12 and we re-place the trainee. We expect both sides to be honest about fit at the mid-point check-in.
Do trainees expect to be paid during placement?
Placement compensation is set per programme and disclosed in the role brief. Some placements are paid, some are stipended, some are unpaid for a defined period. We are explicit about which applies to the brief you sign before the trainee starts.
What happens if the placement is not working at week 6?
The mid-point check-in exists for exactly that. Either side can flag concerns. Most issues turn out to be coachable; the rest end with the placement closing early without penalty to either side. The trainee re-enters our placement queue, you keep your timeline.
Do we have to host the placement on-site?
No. Hybrid and remote placements are common. We do recommend at least some on-site exposure for disciplines where shadowing matters (finance, HR, IT support), but it is not a hard requirement.
Send us a vacancy

Tell us the role. We'll tell you whether we have someone training for it now.

A short email with the role you are trying to fill is enough to start. No briefing-call gauntlet. No proposal-deck cycle.

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