For employers
The reference your last agency wasn’t.
Sixty-one hospital, hospice and care clients across five countries. Compliance evidence with every candidate, one named consultant who answers their phone, and a retention figure we publish whether it flatters us or not.
Compliance
Where we recruit, and where we don’t.
Ethical sourcing is now a procurement question, not a values statement. Here is the evidence pack you will need for your board, and the reason our candidates survive an audit.
WHO Global Code of Practice
We are a signatory and we run no active campaigns in the countries on the WHO health workforce support and safeguards list. Candidates who approach us directly from those countries are supported, documented as direct applicants, and only placed with employers who can lawfully hire them.
NHS Employers code of practice
We hold a place on the NHS Ethical Recruiters List and we apply the same standard outside the UK, including in the Emirates where nothing obliges us to. Every candidate file contains the sourcing record, the fee ledger and the signed no-fee declaration.
What we hand you per candidate
Right-to-work evidence, registration verification from the issuing council, two clinical references taken by a person and not a form, the immunisation record, and a signed statement that no fee has been paid at any point by the candidate to anyone.
What we ask of you
Accommodation for the first four weeks, payment of registration and visa fees, a named pastoral contact, and a repayment clause we can defend in public. Three clients have declined those terms since 2018 and we did not work with them.
Vetting
Seven steps before you ever see a CV.
Registration verified at source
We write to the issuing council. We do not accept a scan of a certificate, from anyone, ever.
Employment history reconstructed
Every post, with dates and hours, confirmed by the employer. Gaps are explained in writing, not glossed over.
Clinical interview
Forty minutes with one of our two registered nurses, on the specialty in question. This is where most candidates who look fine on paper come off the list.
Language assessed, not assumed
A live conversation before we book a test, because an IELTS 7.0 achieved four years ago is not the same as speaking English on a ward this month.
Sourcing record
Where the candidate came from, who introduced them, and confirmation that nobody has been paid. Kept for six years.
Realistic expectations set
We tell the candidate the salary, the rent, the shift pattern and the first payslip date before they interview. Nobody arrives surprised, and surprised people are the ones who leave.
Shortlist of three, not thirty
You get three candidates for a post, with the reason each one is on the list and the reservation we have about each one.
A costed example
Six ICU nurses into Dublin.
A real shape of engagement, with the numbers a finance director will ask for. Fees are per placement, invoiced on the candidate’s first day, with a twelve-month replacement guarantee.
Compare this with agency locum cover for the same six posts over nine months, which we price at roughly €410,000.
- Northline placement fee6 × €5,400, on start date
- €32,400
- NMBI registration and decision feespaid by you, not the candidate
- €2,910
- Employment permit applicationsCritical Skills, 6 × €1,000
- €6,000
- Flightsone-way, Nairobi and Manila
- €4,140
- First eight weeks’ accommodationshared, employer-arranged
- €13,200
- Adaptation and preceptorshipyour cost, six weeks supernumerary
- €41,600
- Total, six nurses
- €100,250
Indicative, September 2026. We will build the same table for your posts before you commit to anything.
Request a proposal
Tom Whitworth reads these himself and replies within one working day, from Manchester. No sequence, no chase emails, no “just circling back”.