OPERATIONAL & CUSTOMER TEAMS RECRUITMENT SOLUTIONS
VOLUME HIRING IS WHERE RECRUITMENT SOLUTIONS EARN THEIR KEEP
Nothing tests a hiring process like operational recruitment. Contact centre intakes, claims operations, customer service teams particularly in regulated industries: high volumes, tight timescales, real attrition pressure, and in regulated businesses, screening obligations on every single hire. It is also where the economics turn hardest against agency fees, because a percentage of salary per hire multiplied across an operational intake is a number nobody enjoys defending.
This is the hiring our models were built for.
Who we recruit
The front line and the operation behind it, at intake scale or one team at a time.
-
01
Contact centre teams
Contact centre teams and their leaders.
-
02
Claims and operations
Claims handlers and operations staff.
-
03
Customer service
Customer service professionals across regulated and non-regulated environments.
-
04
Operations leadership
Team leaders, operations managers and the customer-centric specialists driving efficiency and satisfaction.
How we deliver it
-
Sustained operational hiring
Recruitment Process Outsourcing (RPO)
The natural home for sustained operational hiring: one engine running sourcing, screening, assessment and onboarding at volume, measured on time-to-fill, quality and retention rather than CVs sent.
See how RPO works -
A defined surge
Project RPO
A new contact centre, a seasonal intake, an operational expansion with a start and an end.
See how Project RPO works -
Firepower for a period
Embedded Recruitment (RaaS)
When your internal team needs volume-hiring firepower for a period, without permanent headcount.
See how embedded works -
Contractors and temporary workers
Managed Service Provider (MSP)
Where operational flexibility runs on contractors and temporary workers, engaged compliantly.
See how MSP works -
Permanent and contract together
Total Talent Solutions
Where permanent and contractor hiring comes together into one seamless process, perfect if you rely on both for delivering your operational goals.
See how total talent works -
Assessment and onboarding
Talent Advisory
For assessment design, candidate journey optimisation and the onboarding programmes that decide whether month-three retention holds.
See what advisory covers
Not sure which fits?
Two minutes with the finder, or the long version with all eleven hiring models side by side.
Operational hiring, answered
Quality at volume, screening at intake scale, and what it all costs next to agency fees.
-
Structure, not heroics: consistent screening criteria, assessment designed for the role rather than borrowed from another one, and a candidate journey that does not leak good people through slow responses. Volume hiring fails through friction more than through candidate shortage, and process design is where we spend our effort.
-
Yes, and it is a core strength. Pre-employment screening, right to work and FCA obligations at volume need a repeatable framework, not a scramble per candidate. We have designed exactly those frameworks for UK insurers, and they run through every operational programme we deliver.
-
At operational volumes, per-placement agency fees are usually the most expensive possible route. RPO replaces them with a management fee model where cost per hire falls as volume rises. The crossover depends on your numbers; the Agency Fee Calculator will show you in thirty seconds what your current approach costs.
-
Contact centre teams and their leaders; claims handlers and operations staff; customer service professionals across regulated and non-regulated environments; and the team leaders, operations managers and customer-centric specialists driving efficiency and satisfaction. At intake scale or one team at a time.
-
Yes. Where operational flexibility runs on contractors and temporary workers, MSP engages them compliantly under one model. Where permanent and contractor hiring need to come together in one process, Total Talent does that, with one partner accountable for both.