Machine operators or management accountants — we source, screen and onboard them for you. And because we run on Orbit, every hire arrives already set up: profile, documents, attendance and payroll, from day one.
They need different sourcing, different screening and a completely different pace. We run them as two separate practices, because treating them the same is why most agencies are slow at one and careless at the other.
Operators · Technicians · Drivers · Warehouse · Housekeeping · Security · Field staff
Volume roles where the job is filled on availability, verification and turning up — and where a week's delay stops a line.
Engineering · Finance · Sales · HR · Marketing · Operations · Leadership
Roles where one wrong hire costs a year. Fewer candidates, far deeper assessment, and a shortlist you can actually act on.
The same four steps whichever track you're on. You see every candidate at every stage — no black box, no weekly status call needed.
Headcount, skills, location, shift pattern and budget. One conversation, and we write the scorecard we'll be judged against.
We do the volume work — outreach, filtering, first interviews, document checks — and hand you only the people worth your time.
A shortlist with notes, scores and verified documents, tracked in your Orbit recruitment pipeline. You interview and decide.
Offer, joining letter and onboarding handled. On day one they already exist in Orbit — profile, attendance, payroll, everything.
We hand you an employee who is already in your HR system — because we built the HR system.
The candidate we screened becomes the employee record. Nobody keys a new joiner into a spreadsheet, then into payroll, then gets a digit wrong.
PAN, bank and prior employment are checked during hiring and stored against the employee — so payroll and compliance already have what they need.
Your workspace, your data, your people. It is built so that stopping our hiring service never means losing the records we helped you build.
A percentage for white-collar, a flat fee per hire for blue-collar — quoted for your roles before we start, so there is no invoice you need a meeting to understand.
Where a hire doesn't work out, we would rather find the next one than debate whose fault it was. The cover and the period are agreed with you before we start.
Factory floor and finance department under one contract — useful when you're opening a site and need forty operators and a plant manager at once.
We quote the fee for a role before any work begins, so there are no surprises on the invoice. Orbit itself is billed separately, per employee, per month.
Already using Orbit? Hiring fees are billed to the same account — see platform pricing.
No. We'll hire for you either way. But hires land fully set up — profile, documents, attendance and payroll — only if you're on Orbit, and that's most of the reason our onboarding is faster than an agency's.
Blue-collar roles typically produce a shortlist within a week, often faster for trades we hire regularly. White-collar depends on seniority — usually two to four weeks to a shortlist you'd actually interview.
We look for a replacement rather than argue about it. The cover, and how long it runs, are agreed with you before we start work and set out in your engagement terms — commonly around a month for blue-collar roles and longer for senior ones.
Our usual arrangement has no retainer and no per-CV fee — the fee is tied to a hire actually starting. What applies to your engagement is confirmed in writing before we begin.
Yes. Blue-collar sourcing is local by nature, so we work through networks in each location; white-collar hiring is run centrally and is remote-friendly.
You do. We recruit on your behalf — they join your company, on your payroll, in your workspace. We're not a staffing intermediary.
One conversation is usually enough to scope a role and put a fee in front of you. No obligation on either side until terms are agreed in writing.