Try before you hire with temp-to-perm recruitment
Bring somebody in on a temporary basis, see how they actually work in your operation and make the permanent decision with evidence rather than an interview impression.
An interview tells you who somebody is for an hour
Hiring a driver on the strength of an interview and a licence check is a reasonable thing to do and it is also the point at which most bad hires are made. Punctuality on a wet Monday, care with a vehicle that is not theirs, how somebody behaves at a customer's gate and whether they come back for the second week are not things an interview can show you.
Temp-to-perm changes the order. The worker starts on a temporary assignment, does the actual job in your actual operation and you decide afterwards. If it works you take them on permanently and a transfer fee applies. If it does not, the assignment simply ends — there is no dismissal, no notice period and no exposure.
What temp-to-perm gives you
Reduced hiring risk
You commit after you have seen the work, not before. A mismatch ends as a finished assignment rather than as a probation conversation.
Immediate staffing
The seat is covered from day one. You are not running short while a recruitment process completes.
Candidate assessment on the job
Reliability, care with equipment, conduct at a customer's site and fit with the shift — assessed in the operation rather than inferred from a CV.
Greater flexibility
If volume changes or the role turns out to be different from the one you scoped, you have not already employed somebody into it.
A route to permanent employment
For the worker it is a genuine path to a permanent job, which is why good people accept temp-to-perm assignments in the first place.
How the transfer works
A transfer fee applies when a temporary worker moves to your permanent payroll. The terms are set out before the assignment starts rather than raised once you have decided you want to keep somebody. That is a deliberate position: a transfer fee produced after the fact is how agencies lose clients.
You are also entitled to an alternative to the fee — an extended period of hire instead of a transfer payment. That right exists in the Conduct Regulations and we will remind you of it rather than waiting for you to know about it.
If what you actually want is a permanent hire from the outset, temp-to-perm is the wrong instrument and we will say so. Permanent logistics recruitment is handled by our sister brand Freight Talent, which is a trading name of the same company.
Temp-to-perm — questions
How long does a temp-to-perm assignment run before I can hire?
There is no fixed period. Some operations decide inside two weeks and some run a full peak first. The terms set out what happens whenever you decide rather than imposing a minimum you have to sit through.
What is the transfer fee?
It is agreed in the terms of business before the assignment starts. We do not quote a figure on this page because it depends on the role and the arrangement. Publishing a number we would then vary would be worse than not publishing one.
Can I take the worker on without paying a transfer fee?
You can opt for an extended period of hire instead of a transfer fee. That option exists in the Conduct Regulations and we will offer it rather than waiting to be asked.
Does the worker know it is temp-to-perm?
Yes — and it should be stated at booking. It is one of the main reasons a good candidate accepts a temporary assignment over another one.
What if it does not work out?
The assignment ends. There is no dismissal, no notice period and no redundancy exposure, because the worker was never your employee.
Tell us who you need
Give us the class, the count, the dates and the shift. We confirm what we can cover and say plainly when we cannot.