Permanent care recruitment across the disciplines and settings that need consistent, properly vetted staffing.
If your need does not appear below, ask. Our network reaches well beyond this list and we will tell you straight whether we are the right partner for the brief.
Carers, seniors and shift leads with verified dementia training. Person-centred, calm, consistent, scenario-tested for distressed-behaviour.
Care homes for older people, residential and nursing settings. Day-to-day care teams, seniors and shift leads.
Carers, support workers and team leaders for supported-living services. Learning disability, autism, mental health support and complex needs.
Field-based carers and care coordinators for home-care branches running domiciliary rounds across communities. Lone-working trained.
Compassionate carers experienced in end-of-life support, in liaison with palliative teams, district nurses and families. Calm under pressure.
Carers and seniors trained in PEG / PEJ feeding, catheter care, stoma care, and other complex clinical-adjacent tasks. Confident with care plans.
Shift leads, senior care assistants and team leaders, ready to mentor team members and step up to deputy responsibilities.
Branch-based coordinators handling rotas, calls, family liaison and compliance paperwork. The glue of any home-care or supported-living service.
CQC-aware Registered Managers with NMC pin or Skills for Care Level 5. End-to-end accountability, audit-ready, team-focused.
Strong number-twos to support the Registered Manager. Audit-ready, team-focused, with a clear path to RM in the next 12-24 months.
Admin officers, payroll-aware coordinators and compliance leads for care home groups and multi-branch home-care businesses.
Multi-site service leads and area managers covering several branches or homes within a region. Operationally calm, financially literate.
The specialism decides part of the workflow, but most of it is the same. Whether we are sourcing a dementia-specialist senior carer for a 32-bed home or a Registered Manager for a supported living service, we follow the same steady process so nothing slips.
We come into the briefing call ready. If it is a dementia role, we know which training markers matter (e.g. Tier 2 dementia training, person-centred-care frameworks). If it is supported living, we know the difference between learning-disability-experienced and complex-needs-experienced. We will not waste your call asking the basics.
Care salaries vary widely by region, type of service and shift pattern. Every shortlist is calibrated against current UK care salary data plus what we are seeing live across the desk this month. If the band looks low for the role, we will tell you before we start, not after the offer is rejected.
Three to six candidates per brief, properly vetted, with our written notes. Enhanced DBS, right-to-work, references, training certificates, NMC pin where relevant, all checked before introduction. We rank, we do not just send. You get our recommended top pick along with the reasoning.
We coordinate the offer, manage counter-offer pressure, line up the start date, and check in at day 7, 30 and 90. That is when you find out if the placement actually worked, and if it did not, our replacement guarantee kicks in.
Acute clinical roles (RGNs in NHS hospital settings, allied health roles, clinical pharmacy) sit best with sector specialists, so we point those briefs to trusted partner agencies. The same is true for executive search above £100k base. We will tell you within one call if we are not the right fit.