Workforce plan
We convert the requirement into roles, numbers, locations, shifts, selection rules and recruitment milestones.
Service 03 · Employer solutions
VOLUME HIRING.
One organised recruitment process for many positions.
We coordinate high-volume candidate sourcing, screening, document collection and communication against one defined workforce plan. Candidates can be organised by role, geography, shift availability and readiness so the employer receives a usable pipeline rather than an unstructured stack of CVs.
Discuss a volume requirementWhere it fits
BEST FOR.
- New store or site openings
- Warehouse expansion
- Seasonal or promotional campaigns
- Large projects with repeated role profiles
What WeBecome does
THE WORK,
EXPLAINED.
Candidate pipeline
We build and organise a pool against the agreed criteria and track progress through each stage.
Coordinated screening
We apply consistent questions, checks and status labels across the campaign.
Mobilisation reporting
We report shortlisted, interviewed, selected, confirmed and started candidates against the agreed plan.
What the employer provides
A CLEAR BRIEF
MAKES DELIVERY POSSIBLE.
We qualify these details before confirming timing, availability or commercial terms.
- 01Final headcount by role, location and shift
- 02Selection rules and any non-negotiable requirements
- 03Hiring dates, interview capacity and decision timelines
- 04Pay, contract duration and employment conditions
- 05One authorised contact for approvals and changes
How the engagement moves
FROM REQUIREMENT
TO DELIVERY.
Included in the service
WHAT YOU CAN EXPECT.
- Campaign plan and candidate workflow
- Candidate sourcing from agreed channels
- Consistent initial screening
- Candidate status and communication management
- Progress reporting against agreed milestones
Important boundaries
WHAT WE WILL NOT OVERPROMISE.
- Delivery timing depends on headcount, geography, role requirements and employer decision speed.
- Major changes to headcount, location or start date may require a revised plan and price.
- No campaign should be advertised as guaranteed employment before the employer's final selection.
Start with a real requirement