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 |

Trainers aren’t just “deliverers”

A top trainer:

• Creates behaviour change (not just workshops)

• Builds evidence naturally through learning

• Keeps learners moving (retention = quality = revenue)

Step 1: Define the trainer shape you need

• Standalone trainer vs trainer-assessor hybrid

• Remote delivery vs classroom/on-site

• Cohort-based vs 1:1 coaching

• Technical specialism vs soft-skills / leadership

Step 2: What to include in the job spec

• Delivery format (live online, blended, workshops)

• Group size expectations

• Curriculum ownership vs delivery-only

• Lesson planning expectations + resources provided

• Observation/CPD culture

• Systems (LMS/VLE, e-portfolio, Teams, MI reporting)

Step 3: Interview like a quality team (not like a chat show)

Ask for a micro-teach
10–15 minutes on a topic relevant to the standard. You’ll see:

• Pace, structure, engagement

• Ability to check understanding

• Confidence with learners (without being a “lecturer from 1994”)

Questions that matter

1. “How do you handle mixed ability in one session?”

2. “How do you build learning into workplace evidence?”

3. “How do you re-engage a learner who’s gone quiet?”

4. “What does great teaching look like online?”

5. “How do you collaborate with assessors/IQAs?”

Step 4: Red flags

• “I don’t really do online delivery”

• “I’m not a fan of paperwork” (translation: compliance pain)

• No structure—everything is “discussion-based”

• No examples of adapting for different learners

If you want trainers who can engage learners and protect your quality, we’ll find them—even when they’re not actively applying.

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

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

Here are my top 10 tips for successful recruiting:

1.     Craft Clear Job Descriptions: Define roles with precise job descriptions outlining responsibilities, required skills, and the company culture to attract suitable candidates.

2.     Leverage Diverse Platforms: Utilise multiple channels—job boards, social media, professional networks, specialist recruiters —to reach a wider pool of talent and increase visibility.

3.     Strong Employer Branding: Highlight the company's values, mission, and workplace culture to appeal to candidates seeking alignment beyond just a job.

4.     Streamline the Selection Process: Design an efficient and swift recruitment process. Avoid lengthy closing dates. If the right candidate appears offer them!

5.     Prioritise Diversity and Inclusion: Actively promote diversity in your hiring practices by fostering an inclusive environment and implementing strategies to attract diverse talent.

6.     Engage Passive Candidates: Build relationships with potential candidates, even if they're not actively seeking jobs, to create a talent pipeline for future roles.

7.     Offer Competitive Salaries and Benefits: Stay in tune with the market to attract and retain top-tier talent.

8.     Implement Effective Screening Techniques: Use assessments, case studies, and skill-specific evaluations to gauge candidates' abilities accurately.

9.     Promote Employee Referrals: Encourage current employees to refer potential candidates, as they often bring in experienced candidates who align with the company culture.

10.  Provide a Positive Candidate Experience: Ensure a smooth and respectful recruitment journey, regardless of the outcome, to maintain a positive image and potentially attract future applicants. A candidate shares a poor experience with many of their network and it is hard to win back that positive image.

Implementing these tips can significantly enhance the effectiveness of your recruiting efforts. Remember we are as good as the people we hire and develop. It’s worth getting it right! To chat about recruiting in the Apprenticeship, EdTech, Awarding or Training sector just reach out to me on: spencer@nationalskillsagency.co.uk 020 3953 1984 https://www.nationalskillsagency.co.uk/

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