Every placement — regardless of sector, urgency, or client — moves through the same sequence. Two points are structural hard stops: nothing proceeds past them without proof, regardless of deadline pressure.
Every incoming requisition is classified by role, sector, and applicable regulatory framework, then checked for whether it’s genuinely fillable from the client’s own candidate pool before any sourcing effort is spent against it. This step alone eliminates a meaningful share of wasted sourcing hours industry-wide.
Candidates are drawn exclusively from the client’s own consented CRM — never scraped, never third-party enriched. Every record’s provenance is checked before it advances: where did this data come from, and was consent genuinely given for this use.
Candidates are assessed for evidenced depth and recency against the specific acuity the role demands — not a generic keyword match against a CV. A senior ICU locum and a first-year care assistant are screened against entirely different criteria, because they should be.
Right to work, DBS/background checks, professional registration, training currency, and references — each checked individually against its own authoritative source. One gap fails the placement at this stage, full stop, regardless of how urgent the requisition is. Full detail on this checkpoint on the How We Verify page
A ranked shortlist is produced with a plain-English reason attached to every candidate — not a black-box score. A named human reviews and signs off before anything moves further. This reviewer has genuine authority to reject, reorder, or request more candidates.
The approved shortlist reaches the client. Interview feedback is captured against specific, structured criteria — not a vague “not quite right” — and routed back to fix the actual cause, whether that’s a sourcing gap or a screening miscalibration.
Terms are confirmed and the contract executed — and then, critically, every compliance item from stage four is re-verified live, on the actual day, before the placement is confirmed as going ahead. This is the checkpoint most of the category skips entirely.
The first shift is confirmed as actually worked, not just rostered — closing the loop that a surprising number of platforms leave open. Strong performers are proactively offered their next booking before their current one ends, turning placement into retention.
The reviewer should understand why a candidate is being presented.
A person investigates gaps and discrepancies instead of hiding them.
The final decision stays with an authorised, accountable person.
This website does not claim a live connection to any CRM, regulator or compliance source. It does not describe an approved scoring model, guaranteed outcome or automatic legal determination. Those elements need technical discovery, data-protection review and client-specific evidence before implementation.
We’ll map an anonymised requisition through the buyer-visible journey and identify the customer-specific components that require discovery, build and testing.