The Thing Holding
You Back
Permanent hiring just got riskier.
From January 2027, employees gain unfair dismissal rights after six months instead of two years, and compensation caps are being scrapped. If you’re not certain someone’s right for the long haul, this is the wrong moment to lock it in on a hunch. Bring them in as a temp first. Decide with evidence, not hope. That’s why more firms are using temporary staffing as a low-risk hiring strategy.
You’ve probably worked with an agency before and it didn’t go well. Wrong candidate. Slow start. A consultant who disappeared the moment the contract was signed.
We know. That’s the reputation we’re up against, and we don’t expect you to just take our word that we’re different. It’s why we do things differently.
So here’s what we’d say instead: email us about one role. Not a framework agreement, not a “let’s explore your workforce strategy” meeting. One gap, one reply, see what happens.
“It’s probably not worth calling for just one temp.” It is. One role, twenty roles — the process is the same and so is our attention.
“What if it takes weeks to find someone?” It won’t. Email your brief and we’ll usually have options in front of you within days.
“Do I still carry the risk?” No. We employ them. PAYE, payroll, compliance — that’s on us, not you.
