Hiring a decent Retrofit Assessor right now can feel like trying to book a last-minute table for 12 somewhere “quiet” on a Saturday night. Everyone wants one, few are genuinely available, and some of the ones who are… well… there’s usually a reason.

A strong Retrofit Assessor is not just a surveyor with a clipboard. They need to understand the whole-house picture, gather evidence properly, and play nicely with PAS 2035 processes so the retrofit journey doesn’t become a costly comedy of errors.

Step 1: Be clear what “Retrofit Assessor” means in your world

Because employers use the title in different ways, define the scope up front:

• Domestic / social housing vs private residential

• Whole-house retrofit vs single measures (ECO-heavy)

• Site survey expectations: travel radius, number of surveys per week

• Outputs required: surveys, condition reports, occupancy assessment, baseline energy, ventilation risk observations, photo evidence

• How PAS 2035 is run: Are you using Retrofit Coordinators in-house or outsourced?

• Tools and reporting: how evidence is captured, stored, and shared

Tip: If you don’t define the outputs, you’ll end up hiring someone who thinks “assessment” is a quick wander round the property and a shrug.

Step 2: Write a job spec that attracts competent people (not just applicants)

A Retrofit Assessor spec should include the things good candidates actually care about:

Essentials to specify

• Qualification requirements (be precise):

  • Retrofit Assessor qualification aligned to PAS 2035 (where required by your framework/client)

  • Any additional credentials you genuinely need (e.g., DEA / RdSAP / SAP if that’s part of your operating model)

• Type of surveys: pre-works, post-works, compliance inspections (if applicable)

• Volume expectations: surveys per week + admin time

• Patch: geography and travel expectations

• Support: admin, scheduling, template library, coordinator support

• Progression: pathway into Retrofit Coordinator/QA roles (good candidates love a plan)

Salary clarity

If you’re vague, the best people assume the worst. Include range + mileage/car allowance + productivity expectations.

Step 3: Where are the best Retrofit Assessors hiding?

Most of the good ones are:

• Already working (shocking, I know)

• Not actively applying

• Listed under different titles: surveyor, energy assessor, building inspector, stock condition surveyor, retrofit surveyor

Best hunting grounds:

• Energy assessment & surveying backgrounds (DEA/RdSAP/SAP)

• Stock condition / housing survey teams

• Building control / clerk of works-ish profiles (process-driven, good evidence habits)

• Contractors delivering SHDF/ECO (used to modern retrofit workflows)

And yes—specialist recruiters can reach the “quietly open” crowd faster than job ads.

Step 4: Interview for process + evidence (not chatter)

Retrofit is evidence-based. If the assessor can’t explain their process clearly, you’re buying future rework.

Interview questions that actually work

1. “Talk me through your survey process from arrival to upload.”

2. “What evidence do you capture as standard, and why?”

3. “How do you assess ventilation and moisture risk in practice?”

4. “How do you handle an occupied property where access is limited?”

5. “What’s your approach when you spot defects that could derail measures?”

6. “How do you work with the Retrofit Coordinator and design team?”

7. “Tell me about a survey that went wrong—what did you change afterwards?”

Ask for proof (redacted)

• Example photo set expectations (what’s ‘good enough’?)

• A redacted report excerpt / checklist

• How they structure notes so a coordinator/designer can use them

Step 5: Red flags (the expensive ones)

• “I’m more of a people person than a paperwork person.” (No.)

• Doesn’t understand why ventilation is central to retrofit risk

• Treats surveys as a tick-box, not diagnostic

• Can’t explain how their outputs support PAS 2035 roles and decisions

• Has zero tolerance for process, systems, or QA

Retrofit delivery hates chaos. Chaos gets you callbacks, complaints, and programme delays.

Step 6: Make the offer hard to refuse (without overpaying blindly)

The best assessors care about:

• Reasonable survey volume + realistic admin time

• Good scheduling (no zig-zagging 4 counties in a day)

• Clear templates and QA (they want to do it right)

• A grown-up escalation path when a property is complex

• Progression (Assessor → Senior Assessor → QC/QA → Coordinator pathway)

If you can offer structure, support, and clarity, you’ll beat organisations relying on “just crack on”.

Step 7: Onboarding (where quality is won or lost)

Give them:

• A defined “what good looks like” pack (photos, examples, checklists)

• Shadowing with a top performer for 2–3 days

• Quick access to coordinator/technical support

• Weekly QA feedback early on (tight loop, no surprises)

Quick checklist: Hiring a Retrofit Assessor

• ✅ Clear PAS 2035 scope + client/programme requirements

• ✅ Defined outputs + evidence standards

• ✅ Realistic survey volumes and patch

• ✅ Interview tests process, quality, and risk awareness

• ✅ Strong onboarding + QA feedback loop

If you’re trying to hire Retrofit Assessors and keep losing them to “better organised” competitors (or worse… to chaos), we can help. The best people are rarely scrolling job boards—they’re busy delivering.

spencer@nationalskillsagency.co.uk |

Why this hire is high stakes

A strong Head of Quality:

• Stabilises delivery

• Improves learner outcomes

• Builds a culture where evidence exists before inspection week

A weak one:

• Creates spreadsheets

• Hosts meetings

• Tells you everything is “in progress” until it’s not

Step 1: Define your version of “quality”

Is it:

• Ofsted readiness?

• IQA rigour and standardisation?

• Curriculum improvement?

• Data-led performance improvement?

• Compliance and funding assurance?

Usually it’s all of the above—so decide the top 3 priorities for the first 6 months.

Step 2: What a strong job spec includes

• Scope: apprenticeships only or wider provision

• Reporting lines and influence (do they have authority?)

• Team: IQAs, QAs, QIPs, QMIS, tutors/assessors

• Key levers: observation model, standardisation, QIP/SAR ownership

• KPIs: timely reviews, OTJ quality, EPA outcomes, retention, progress

Step 3: Where great Heads of Quality come from

• High-performing ITPs (obvious, but rare and in demand)

• Colleges with strong work-based learning units

• Awarding/EPA/compliance-heavy environments (often brilliant on rigour)

The best are usually:

• Not applying

• Quietly open

• Approached through trusted networks

Step 4: Interview questions that separate leaders from librarians

1. “What did your last QIP actually change?” (give examples)

2. “How do you balance support and accountability with delivery teams?”

3. “What does an effective observation process look like?”

4. “How do you drive consistency across multiple standards/teams?”

5. “Which 5 metrics do you watch weekly/monthly—and why?”

6. “How do you prepare for Ofsted without making everyone miserable?”

7. “Talk me through a time you turned around a weak area.”

Ask for artefacts

• A redacted QIP

• A dashboard used in governance

• An example of standardisation output

Step 5: Red flags

• Over-indexes on paperwork, under-indexes on impact

• Can’t describe “before and after” improvements

• Blames delivery completely (quality is leadership + systems)

• Doesn’t understand the commercial reality of apprenticeships

If you need a Head of Quality who can lead improvement, not just report it, NSA can bring you proven senior quality leaders—often off-market.

spencer@nationalskillsagency.co.uk |

020 3953 1984

Why apprenticeship BDM hiring is hard

Because everyone says they can sell… and then you ask them about:

• Procurement

• Levy conversations

• SME objections

• Contracting and starts forecasting
  …and suddenly it’s “I’m more relationship-led.”

Relationship-led is lovely. But we still need starts.

Step 1: Decide what “BDM” means in your organisation

There are at least three different jobs wearing the same title:

1. Hunter BDM – new logos, outbound, pipeline creation

2. Account Growth / Employer Engagement – upsell, retention, expansions

3. Partnerships – strategic referrals, ITP networks, public sector frameworks

If you hire a farmer into a hunter role, don’t be surprised when the pipeline looks like a tragic garden.

Step 2: Write the spec for outcomes (not buzzwords)

Include:

• Target market: SME/levy/public sector

• Typical deal size and sales cycle length

• Whether they handle levy transfers (and how mature your offer is)

• Your programmes: high-demand standards, niche, national delivery etc.

• What marketing support exists (leads vs pure outbound)

• What “good” looks like: meetings/month, SQLs, conversion, starts

Must-have behaviours

• Evidence-based selling (MEDDICC-ish thinking without being annoying about it)

• Objection handling with examples

• CRM discipline (because “it’s in my head” isn’t a pipeline)

Step 3: Where to find great apprenticeship salespeople

Top performers come from:

• Training providers (obvious)

• Awarding / EPA / EdTech (often excellent)

• Workforce solutions / compliance-heavy sales environments (strong process)

Best sourcing:

• LinkedIn targeted by: “apprenticeship”, “employer engagement”, “levy”

• Specialist recruitment network (faster; less time-wasting)

Step 4: Interview questions that expose real competence

1. “Tell me your last 3 wins—how did each start and how did you close?”

2. “What’s your outbound cadence when you have zero warm leads?”

3. “Walk me through a levy conversation with a sceptical HRD.”

4. “What does your pipeline look like at each stage?”

5. “Show me how you forecast starts realistically.”

6. “How do you work with delivery to protect reputation?”

Simple test: ask them to write a 6-line outreach message to a CFO + a HRD.
If it’s all fluff, they’re fluff.

Step 5: Comp, commission, and keeping them

The best BDMs want:

• Clear commission rules (no “we’ll see”)

• Quick credit for meetings AND starts (balanced)

• A strong product (or at least honesty about what’s in flight)

If you need consultative, credible apprenticeship sales talent—not just someone who can talk fast—NSA can introduce the kind of BDMs your competitors quietly employ.
spencer@nationalskillsagency.co.uk |

020 3953 1984

The reality check

Hiring an Apprenticeship Assessor is a bit like trying to buy a decent used car: there are gems out there, but you’ll also find a few that look great… until you lift the bonnet and discover the “engine” is mostly motivational quotes.

A great assessor is part coach, part consultant, part compliance ninja—and still somehow pleasant on Teams at 8:30am.

Step 1: Get clear on what you actually need (before you advertise)

Before you post “Assessor required – must be dynamic” (please don’t), lock down:

• Standard(s) & levels: e.g., L2–L5, single route vs multi-route

• Delivery model: remote, hybrid, workplace visits, national travel

• Caseload & geography: realistic learner numbers and travel radius

• Focus: coaching-heavy vs evidence/portfolio-heavy; EPA readiness support

• Compliance expectations: OTJ evidence habits, reviews, documentation standards

• Tools: OneFile, Aptem, Bud, Smart Assessor etc.

Pro tip: If your best assessors are currently covering impossible caseloads, advertising the same role with the same workload is not “recruitment”, it’s “repeat disappointment”.

Step 2: Write a job spec that attracts the right assessor (not just applicants)

Include:

• The standards (not “various”)

• The caseload range (and how you support it)

• Your employer mix (SMEs vs levy, public sector, large national accounts)

• Whether you have admin support (this is catnip to good assessors)

• Your quality culture (IQA support, standardisation, CPD)

• The non-negotiables: CAVA/TAQA/A1, occupational competence, driving (if needed)

Step 3: Where the best candidates actually are

Yes, job boards have a place. But the strongest assessors are often:

• Not searching (they’re too busy delivering)

• Quietly open (if the role is better than their current one)

• Hidden (not using “Assessor” as a job title on LinkedIn)

Best channels:

• Targeted LinkedIn outreach (by standard + awarding body + EPA exposure)

• Sector databases / specialist recruiters (faster, more accurate fit)

• Referral loops (your top assessors know two more top assessors)

Step 4: Interview for capability, not confidence

A polished interviewer can still be a chaotic assessor. Ask for specifics:

Great interview questions

1. “Talk me through a learner who’s behind—what’s your recovery plan?”

2. “How do you evidence OTJ in a way that stands up to scrutiny?”

3. “What does a ‘high-quality’ review look like to you?”

4. “How do you handle an employer who cancels repeatedly?”

5. “How do you prepare learners for EPA—what’s your structure?”

6. “What does good look like in your tracker/CRM each week?”

Ask for proof

• A redacted progress review example

• A redacted EPA readiness plan

• A caseload dashboard screenshot (redacted) if they have it

Step 5: Red flags (the ones that matter)

• Can’t explain OTJ evidence clearly

• Thinks reviews are “a quick chat and an email”

• Blames every learner for non-progress

• Uncomfortable with systems/data

• “I’m not really into compliance”

(Translation: “Ofsted will be into you.”)

Step 6: Offer & onboarding (where most providers fumble)

Good assessors get multiple approaches. Win them by being decisive and organised:

• Fast process (2 stages max if possible)

• Clear offer details: travel expectations, caseload ramp-up, kit, mileage

• 30/60/90 day plan with standardisation & buddying

• Early exposure to your best templates (reviews, OTJ, EPA plan)

Quick checklist: hiring an assessor

• ✅ Defined standards and travel model

• ✅ Realistic caseload and ramp-up

• ✅ Measurable quality expectations

• ✅ Interview checks for evidence + process

• ✅ Clear onboarding + tools + support

If you want assessors who can deliver, retain learners, and keep compliance clean, we can help—most of the best people aren’t applying to ads.
spencer@nationalskillsagency.co.uk |

020 3953 1984

In the highly regulated and fast-evolving world of apprenticeships, further education (FE), and training, your people are your most valuable asset.

From ensuring Ofsted readiness and ESFA compliance to driving learner achievement, the quality of your staff directly affects your outcomes, funding, and future growth.

At the National Skills Agency, we specialise exclusively in the recruitment of professionals across the training and skills landscape — helping organisations like yours attract, assess, and appoint the very best.

Why Talent is the Cornerstone of Success in Apprenticeships & FE

Whether you’re delivering:

• Apprenticeship standards
• AEB-funded programmes
• Bootcamps
• Adult Skills and Traineeships

...the success of your provision relies on your team. Hiring the right Skills Coach, Assessor, Business Development Manager, or Compliance Lead can be the difference between "good" and "outstanding".

In a sector where inspection frameworks are tightening, employer expectations are rising, and learners have more choice than ever — getting recruitment right is no longer optional.

How to Find Key Staff in the Apprenticeship & Training Sector

There are several ways providers find new talent — advertising, referrals, LinkedIn outreach, and working with specialist agencies such as National Skills Agency.

The key is to adopt a targeted and proactive approach:

1. Define your needs clearly. Is it a strategic hire or a delivery role? Full-time, part-time, remote or field-based?
2. Use job descriptions that resonate. Clear, concise, and built around your culture and mission.
3. Partner with sector specialists. Agencies like NSA who understand the nuance of ILR compliance, Ofsted prep, apprenticeship frameworks, and funding rules — generic recruiters often don’t.
4. Streamline your hiring process. Top talent moves quickly. The best protocol for hiring involve fast feedback, clear timelines, and strong candidate experience.

Why Choose the National Skills Agency?

The National Skills Agency is focused entirely on apprenticeships, training, and skills development.

What sets us apart:

• A bespoke database of over 20,000 sector professionals
• Over 100,000 industry connections on LinkedIn
• Exclusive access to passive candidates not actively applying on job boards
• Deep knowledge of the education inspection framework, ESFA funding rules, and bootcamp delivery models
• Expertise in senior hiring, including Managing Directors, Heads of Apprenticeships, and Quality & Compliance Leads
• Trusted by providers delivering everything from levy-funded apprenticeships to non-levy, commercial and bootcamp programmes

We work with some of the UK’s most respected training organisations and understand the complexity of your world — because it’s the only world we work in.

Roles We Frequently Recruit For:

• Apprenticeship Assessors & Skills Coaches
• Functional Skills Tutors
• Employer Engagement & BDMs
• Apprenticeship Managers & Operations Leads
• Funding & Compliance Specialists
• Heads of Curriculum and Quality
• Director-level Leadership

Thinking of Hiring? Start With a Conversation.

Whether you're scaling your provision, preparing for inspection, launching new standards or simply need to backfill a key post — we can help.

At the National Skills Agency, we combine sector insight with recruitment expertise to help you hire faster, smarter, and with confidence.

Call us: 020 3953 1840
Email: info@nationalskillsagency.co.uk
Visit: www.nationalskillsagency.co.uk

The Apprenticeship Skills Coach (sometimes called Trainer, Learning Mentor, or Development Coach) plays a critical role in guiding learners through their journey. They support, assess, and coach apprentices to ensure they stay on track to achieve their qualifications and reach their potential.

Here’s how to write a compelling job specification for this key role, based on insights from the National Skills Agency, the UK’s leading apprenticeship recruitment specialist.

What Makes a Good Skills Coach Job Spec?

The best job specs:

• Clearly state delivery method (remote, hybrid, face-to-face)

• Highlight the caseload size and sector specialism

• Define expectations around EPA preparation, coaching, and assessment

• Focus on both support and compliance

Job Title Examples

• Apprenticeship Skills Coach – Business & Management

• Development Coach | Work-Based Learning | Remote

• Learning & Development Coach – Digital Apprenticeships

Example Job Overview

We are looking for a dedicated Apprenticeship Skills Coach to support and guide learners through their apprenticeship programmes, ensuring timely progression and successful completion. You’ll be delivering tailored coaching sessions, tracking performance, and preparing learners for end-point assessment.

Key Responsibilities

• Deliver one-to-one coaching and progress reviews (remote or in person)

• Track learner progress and maintain accurate records using the e-portfolio

• Support learners with their off-the-job training and EPA preparation

• Identify learner needs and provide appropriate support or referrals

• Ensure timely completions in line with funding rules

• Communicate effectively with employers and internal teams

Skills & Experience Required

• Relevant industry experience in subject area (e.g., business, care, IT)

• Assessor qualification (e.g., TAQA, CAVA, A1)

• Experience supporting apprentices in a work-based environment

• Strong understanding of apprenticeship standards and EPA processes

• Good IT skills and experience using e-portfolio systems

We’re Here to Help

At the National Skills Agency, we have a network of qualified apprenticeship coaches across the UK. Whether you’re hiring for Health & Social Care, Business, Digital, or Construction, we can support you with talent and well-crafted job specs that convert.

Contact us today: info@nationalskillsagency.co.uk
Visit: www.nationalskillsagency.co.uk

Hiring a strong Apprenticeship Compliance Manager is critical to funding success, audit readiness, and regulatory protection. With ever-changing ESFA rules and Ofsted pressures, getting the right person starts with getting the job spec right.

Here’s how to write one that attracts detail-driven, confident compliance professionals — with examples and insights from the National Skills Agency, the UK’s leading apprenticeship recruitment specialist.

What to Include in a Compliance Manager Job Spec

This role demands precision, confidence, and leadership in navigating ESFA rules and data integrity.

Your job spec should:

• Define the level of responsibility (hands-on, strategic, team management)

• Include specific systems and frameworks (ILR, PDSAT, DSAT, ESFA, Ofsted)

• Show the impact of the role — not just the rules

✅ Job Title Examples

• Apprenticeship Compliance Manager – ESFA & Ofsted Focus

• Funding & Compliance Lead | Apprenticeships | Remote/Hybrid

• Head of Apprenticeship Compliance & Quality

Example Overview

We’re seeking a meticulous and experienced Apprenticeship Compliance Manager to lead our data, funding, and audit functions. This role ensures our ESFA submissions are accurate and timely while supporting the quality and integrity of our apprenticeship delivery.

Key Responsibilities

• Oversee ILR submissions, ensuring accuracy and timeliness

• Manage PDSAT/DSAT reports and action planning

• Ensure compliance with ESFA funding rules and audit expectations

• Support Ofsted readiness through documentation and data quality

• Liaise with MIS and delivery teams to resolve compliance issues

• Lead on internal audits and continuous improvement

Skills & Experience

• In-depth knowledge of ESFA funding rules and ILR processes

• Experience using PICS, Maytas, or other MIS platforms

• Track record of managing audits and funding claims

• Analytical mindset with a high attention to detail

• Strong understanding of Ofsted EIF and compliance impact

Need Help Hiring or Writing the Spec?

The National Skills Agency works with the UK’s top training providers to place exceptional compliance professionals who protect funding and drive performance. Let us help you define your requirements and find your next compliance champion.

info@nationalskillsagency.co.uk
www.nationalskillsagency.co.uk

As the apprenticeship landscape continues to evolve in the UK, more businesses are seeing the value of integrating apprenticeships into their workforce development strategies. Apprenticeships offer a unique pathway to talent development, combining hands-on experience with formal education, benefiting both employers and employees. However, effectively managing apprenticeship programs requires dedicated oversight. This is where an Apprenticeship Manager plays a critical role.

In this blog, we'll explore the key benefits of hiring an Apprenticeship Manager and why using a specialist recruiter, such as the National Skills Agency, can be a game-changer for your organisation.

1. Expertise in Apprenticeship Regulations and Compliance

One of the primary benefits of hiring an Apprenticeship Manager is their deep knowledge of apprenticeship standards, funding regulations, and compliance requirements. The apprenticeship landscape is heavily regulated, and staying on top of changes in government policies, funding opportunities, and training frameworks can be overwhelming for businesses.

An Apprenticeship Manager ensures that your program adheres to all relevant regulations, helping your organisation avoid costly compliance issues and ensuring your apprentices receive high-quality training and development. They also help to maximise the use of government funding, such as the Apprenticeship Levy, making your apprenticeship program more cost-effective.

2. Streamlined Recruitment and Onboarding Process

Finding the right candidates for your apprenticeship program can be challenging, especially in a competitive job market. An Apprenticeship Manager brings expertise in identifying the best talent, ensuring that apprentices align with your organisation’s culture, values, and long-term goals.

From recruitment to onboarding, an Apprenticeship Manager takes charge of the entire process, freeing up your HR team to focus on other tasks. They also create structured onboarding processes that set apprentices up for success from day one, reducing turnover and ensuring a smooth transition into your organisation.

3. Tailored Development Plans for Apprentices

Apprenticeships are not one-size-fits-all. Each apprentice will have different learning needs and career goals. An Apprenticeship Manager works with both the employer and the training provider to develop personalised development plans for each apprentice. This ensures that the training and experience apprentices receive is directly relevant to their role and future career within the company.

By tailoring learning and development pathways, an Apprenticeship Manager helps to foster a sense of engagement and loyalty from apprentices, which can lead to higher retention rates and a more skilled workforce in the long run.

4. Improved Retention and Succession Planning

One of the often-overlooked benefits of hiring an Apprenticeship Manager is their ability to contribute to your organisation's retention strategy. Apprenticeships offer a structured pathway for employee development, and by investing in the long-term growth of your apprentices, you’re building a more loyal and capable workforce.

An Apprenticeship Manager ensures that apprentices are not only trained but are also integrated into your company’s long-term succession planning. By aligning apprenticeship programs with broader business objectives, Apprenticeship Managers help create a steady pipeline of future leaders.

5. Strategic Business Benefits

Having an Apprenticeship Manager in place allows your business to take full advantage of the strategic benefits that apprenticeships offer. From closing skills gaps to building a future-proof workforce, an Apprenticeship Manager ensures that your program is designed to meet the specific needs of your industry and business goals.

They also stay up-to-date on emerging trends and innovations in apprenticeship training, which means your business can remain competitive by leveraging the latest training methods, technologies, and approaches.

Why Use a Specialist Recruiter Like the National Skills Agency?

Now that we've explored the critical role an Apprenticeship Manager plays, the next step is ensuring you hire the right person for the job. This is where partnering with a specialist recruiter, like the National Skills Agency, offers immense value.

1. Industry-Specific Expertise

The National Skills Agency is the UK's leading recruiter for the Apprenticeship, Awarding, and Training sectors. We understand the unique demands of the industry and are deeply connected with top-tier apprenticeship professionals across the UK. By working with us, you're tapping into a pool of highly qualified candidates who are experienced and ready to contribute to your organisation.

2. Access to Top Talent

As a specialist recruiter, the National Skills Agency has access to candidates that may not be actively seeking new opportunities through traditional job boards. Our extensive network allows us to source top talent that aligns perfectly with your business needs, ensuring that the Apprenticeship Manager you hire has the right skills and experience to drive your program forward.

3. Streamlined Hiring Process

Hiring the right Apprenticeship Manager can be a time-consuming process, but we make it easier by handling everything from candidate sourcing to vetting and interviews. Our recruitment process is designed to save you time while ensuring you find the best fit for your company.

4. Success-Driven Model

At the National Skills Agency, we operate on a success-driven model, meaning there are no upfront costs or retainers. You only pay for results—when we successfully place the right candidate for your role. This approach minimises risk and ensures we are fully aligned with your success.

5. Long-Term Partnership

Our relationship doesn’t end with a successful placement. We strive to build long-term partnerships with our clients, offering ongoing support and insights into the evolving apprenticeship landscape. Whether you’re looking to expand your apprenticeship program or explore new opportunities in the training sector, we are here to help.

Conclusion

Hiring an Apprenticeship Manager is a strategic investment that can lead to long-term success for your organisation. From ensuring compliance to fostering employee development and retention, the right Apprenticeship Manager plays a pivotal role in the success of your apprenticeship program.

By partnering with the National Skills Agency, you’ll not only find the perfect candidate but also gain access to a team of experts dedicated to supporting your growth in the apprenticeship and training sectors.

Ready to take the next step? Contact the National Skills Agency today to discuss your recruitment needs and how we can help you find the ideal Apprenticeship Manager for your organisation. Call 020 3953 1984 info@nationalskillsagency.co.uk

Why use a specialist recruiter?

Using the National Skills Agency as your apprenticeship sector specialist recruiter to find key hires such as Assessors, Trainers, Quality Managers and Business Developers will offer a raft of valuable advantages.

Here are just some of those key benefits:

Industry Expertise: We have in-depth knowledge of the apprenticeship sector, including its regulations, trends, and specific needs. This expertise allows us to identify candidates with the right skills and experience for the roles.

Access to a Niche Talent Pool: Our established networks and databases of candidates gives us a unique reach into our busy market. We can tap into a targeted talent pool that if often hidden to general recruitment methods.

Understanding of Apprenticeship Standards: Our team of specialist recruiters understand the intricacies of apprenticeship standards, assessment processes, and training requirements. This ensures they can identify candidates who are well-versed in the unique aspects of the apprenticeship sector.

Efficient Screening and Matching: With strong industry knowledge, we can efficiently screen candidates, ensuring that only those who meet the necessary criteria and have a genuine interest in apprenticeships are presented to you.

Quality over Quantity: The focus is on quality over quantity. We are to prioritise candidates who are not only technically qualified but also aligned to the values, and goals of your organisation.

Faster Time-to-Hire: The specialised nature of our search means we can identify potential candidates more quickly, reducing the time it takes to fill critical roles. We are constantly in dialogue with candidates across all aspects of our sector.

Industry Insights: The team can provide valuable insights into current market trends, salary expectations, and competitor activities, helping you make informed decisions during the hiring process.

Reduced Recruitment Costs: We have a sensible fee’s associated with our services, and our targeted approach will lead to quicker and hopefully more robust long term hires, potentially reducing the overall cost of recruitment.

Reputation and Trust: Working with a reputable specialist recruiter in the apprenticeship sector can enhance your organisation's reputation as it demonstrates a commitment to finding top-quality staff who understand the unique demands of the industry.

Overall, using a specialist recruiter such as the National Skills Agency with expertise in the apprenticeship sector can save you time, improve the quality of your hires, and contribute to the overall success of your apprenticeship programs and business development efforts.

To have an informal exploratory chat reach out to:

Spencer Mehlman

Managing Director

National Skills Agency

T- 020 3953 1984

M- 07775 805714

spencer@nationalskillsagency.co.uk