Leading the way in SEND Recruitment

Safeguarding and compliance are two areas that we take extremely seriously. The protection of children and young people is of paramount importance for everyone in the Education and Social Care sectors and we are no exception. We adhere to guidance outlined in Keeping Children Safe in Education(KCSIE) 2021,Safer Recruitment guidelines. and DfE requirement checks. We ensure that all candidates have up-to-date Enhanced Disclosure Barring Service(DBS) checks and be on the Update Service, vetted through robust safer recruitment processes before embarking on the relationship with a young person or any placement. All candidates are required to read and adhere to the Keeping Children Safe in Education.

We pride ourselves on being a member of the Recruitment and Employment Confederation (REC),the trade body for recruitment agencies and professionals in the UK. This gives our businesses the mark of quality which tells our clients and candidates that we adhere to The REC Code of Professional Practice according to the REC and we carry out all employment checks mandated by the Department for Education (DfE) requirement checks,Safeguarding Children and Safer Recruitment in Education

We are Disability Confident employer,a government scheme which aims to help employers recruit, retain and develop people with disabilities and long-term conditions into employment. This means, where a disabled applicant meets the essential criteria for any of our vacancies, they will receive an interview. As an organisation, we want to meet the recommended core standards for a healthy workplace as set out for all employers in the government's Thriving at Work Report.

Where we excel as a company and as individuals is fully understanding your business needs. We are specialist recruiter for jobs within Education and Social Care sectors. This means we strive to only recruit candidates who have the required knowledge, experience and who are passionate about working with children and young people with a range of conditions of Special Educational Needs and Disabilities ( SEND) including those with the most complex needs.This ensures your expectations are met to the highest standard when approaching your SEND recruitment and employment needs.

Being professional and honest sounds simple but is one of our key values. We pride ourselves on providing an excellent service whilst being professional and honest. We are specialist recruiter and it is important for us to share our industry knowledge with both candidates and clients.

We believe in business transparency our team and conditions with regards to confidentiality and fees are designed to be clear and simple. We only charge once we have delivered, we do not charge clients for searching for candidates, sending CVs over or arranging interviews. A fee will only be charged if the candidate accepts the job offer.


Safeguarding and compliance are two areas that we take extremely seriously. The protection of children and young people is of paramount importance for everyone in the Education and Social Care sectors and we are no exception. We adhere to guidance outlined in Keeping Children Safe in Education Sept 2021,DfE,Safer Recruitment and other relevant guidelines.All our candidates are vetted through robust safer recruitment processes before embarking on the relationship with a young person or any placement.When conducting background checks on candidates we make use of the following external services and resources, amongst others:

Teaching Regulation Agency
Disclosure and Barring Service
Keeping Children Safe in Education (Government document)
Government guidelines on acceptable Right to Work and Identification documentation

As part of our commitment to safer recruitment, candidates will undergo all safer recruitment checks this will include:

  • FACE-TO-FACE INTERVIEWS- all candidates are initially screened on the telephone and numerous video calls and, if successful, are invited and required to attend a face-to-face interview. The interview process helps us understand the candidate in detail so we only put the most suitable candidates forward.
  • CV-as part of your application, candidate must submit an up-to date CV and application/registration form. Candidates are to account for any gaps or discrepancies in their employment history.
  • AN ENHANCED DISCLOSURE BARRING SERVICE (DBS) and be on the UPDATE SERVICE - a new DBS will be requested or the candidate can undergo an update service check with signed consent if they have their original DBS certificate.
  • BARRED LIST CHECK-children's barred list (list 99) checks on current and any previous names (e.g. maiden names, marriage or change of name documentation as required) will be checked using the teachers' pensions online checking system.
  • DISQUALIFICATION CHECK - candidates looking to work within a specific age range will undergo this particular check.
  • OVERSEAS POLICE CHECK(if you have lived or worked abroad for six months or more over the last five years).
  • PROOF OF ADDRESS CHECK- candidate will provide a valid bill such as a utility bill, council tax bill, mortgage statement, pensions or endowment statement, National Insurance number, against a NI card, P45/P60 or government letter from the last 12 months to confirm their home address.
  • REHABILITATION OF OFFENDERS ACT 1974 DECLARATION -candidates are required to state whether or not you have any convictions or criminal charges or summonses pending against you whether or not your conviction is regarded as "spent".
  • All candidates read part 1 of the DfE guidance Keeping Children Safe in Education, Working Together to Safeguard Children guidance and if required complete a Childcare Disqualification Declaration in line with the Childcare Act 2006.
  • MEDICAL FITNESS TO WORK CHECK- candidates must declare themselves medically fit to work before registration and completed at your initial face-to-face registration meeting.
  • REFERENCE CHECK- candidates must provide professional references (at least two references, covering the last two years including most recent employer). A minimum of two years of employment will be covered and all referees must have held a post senior to the candidate and seen the candidate working with children and young people.
  • IDENTIFICATION CHECK-candidates must provide photographic identification for verification/proof of right to work in the UK (such as a UK passport, UK biometric residence permit/card, UK driving licence) -in line with the requirements of The Immigration, Asylum and Nationality Act 2006.
  • PROHIBITION AND SANCTION CHECK- this includes checks for teachers who have failed an induction process or probation period; teachers, support staff and other professionals who are prohibited from the profession; and professionals who are barred from schools.During this stage, a check with GTC for registration and sanction check will also be completed.
  • QUALIFICATIONS CHECK- we work closely with issuing institutions and the NCTL to verify all candidate qualifications(translated and checked by DfE /QTLS checks or or UK NARIC if necessary.
  • NCTL CHECK -we liaise with the National College for Teaching and Leadership (NCTL) to confirm a candidate's teaching status and prohibition checked via the Teacher Regulation Agency's (TRA) Teacher Service.
  • DATE OF BIRTH CHECK- the candidate will be required to provide their passport, driving licence, birth certificate (UK only), or a valid national identity card (EU) for verification.
  • CHANGE OF NAME CHECK- candidate will provide any applicable marriage certificates/civil partnership certificates, divorce papers or deed poll certificates for verification.
  • NATIONAL INSURANCE- candidate will be required to provide proof of National Insurance number.
  • Safeguarding & Child Protection Policy, Equal Opportunity Declaration and Code of Practice are agreed to and signed off during the registration process


We strictly adhere to all current legislation regarding employment agencies:

The Equality Act 2010
The Disclosure & Barring Service
Agency Worker Regulations (AWR)
Rehabilitation of Offenders Act 1974
Working Time Regulations(Holiday)
The Immigration, Asylum and Nationality Act 2006
Data Protection Act 1998 (superseded by DPA 2018)
Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003