For nurseries
How it works
What actually happens between telling us about a vacancy and somebody starting in your room.
1. The brief
A conversation about the setting, not a form. The room, the age group, the team the person is joining, why the vacancy exists, and what went wrong last time if something did. Settings are not interchangeable and neither are practitioners.
2. The search
We go out and find people, including ones who are not actively looking, and we talk to each of them about your setting before we put them forward. We are not a screening service: DBS, references and right to work are part of your own safer recruitment process, not ours.
3. Shortlist
A small number of genuinely suitable people, each with a note on why we think they fit your setting specifically. If we cannot find anyone suitable we say so. A short list you can trust is worth more than a long one you cannot.
4. Interview and offer
We arrange the interviews, gather feedback in both directions, and handle the offer. Candidates are far more honest with us about hesitation than they are with you, which is how offers get accepted rather than declined.
5. After the start date
We check in through the first few weeks, which is when placements are most likely to wobble and most easily saved.
Questions
Common questions
How quickly can you send candidates?
Usually within a week for practitioner and room leader roles. We would rather send three suitable people in five days than twelve CVs nobody has read.
Do you visit settings?
Wherever we can. Matching someone to a setting we have never seen is guesswork, and guesswork is what produces placements that do not hold.
Ready to brief us?
The room, the age group, and when you need somebody. That is enough to start.