Recruitment at UniqueToo starts with the role, not the résumé pile. We sit with you to understand what the job really involves — the shift, the site, the tools, the reporting line and the growth path — and turn that into a clear screening brief.
From there our recruiters source across job portals, our registered candidate database, campus networks and referrals, screen against the brief and put forward only profiles we would be comfortable hiring ourselves.
What is included
Role scoping
A written role brief covering duties, qualifications, experience, location, shift and pay range.
Multi-channel sourcing
Portals, our candidate database, campus and ITI networks, referrals and walk-in drives.
Structured screening
Telephonic and in-person screening, skill checks and document review against the brief.
Interview coordination
Scheduling, candidate preparation and feedback loops so interviews don't stall.
Offer and joining follow-up
Offer communication, documentation and joining follow-up until the candidate is on site.
Replacement support
A replacement process agreed in writing for early exits, as per the engagement terms.
How it works
01
Brief
Share the requirement or job description.
02
Source
We search, advertise and mobilise candidates.
03
Screen
Skills, eligibility and availability are checked.
04
Interview
Shortlisted profiles go to you; we coordinate the rest.
05
Join
Offer, documentation and joining follow-up.
Typical roles
Production supervisorQuality inspectorCustomer support executiveSales executiveAccounts assistantGraduate engineer trainee
Scope, screening and responsibilities agreed in writing
No fee from candidates, ever
A named coordinator for every engagement
Transparent communication on progress and replacements
Frequently asked questions
How fast can you shortlist candidates?
Timelines depend on the role, location and skill scarcity. We share a realistic estimate when we confirm the brief rather than promising a fixed number of days.
Do you hire for both permanent and contract roles?
Yes. Permanent, fixed-term and contract hiring are all supported; the commercial model is agreed in writing.
Can you hire for one role only?
Yes. A single role is as welcome as a bulk requirement.
How quickly can you share first profiles?
Timing depends on role, location and market supply. Common frontline roles can often be shortlisted faster than niche engineering or specialist roles. We confirm a realistic timeline after reading the brief rather than promising a fixed number of days.
Do you charge candidates anything?
No. Candidates never pay UniqueToo for registration, interviews or placement. If anyone asks a candidate for money in our name, they should contact us immediately.
What happens if a hired candidate leaves early?
A replacement process is agreed in writing as part of the engagement. The exact period and conditions depend on the role and contract type.
01
How a recruitment brief becomes a shortlist
A good shortlist starts before sourcing begins. We write the role down in plain terms: what the person will do in the first ninety days, which tools or machines they will touch, who they report to, which shift they work and what pay band the market will actually support. Roles that look similar on paper often differ sharply on site, and a one-page brief removes most of the guesswork that later shows up as rejected profiles.
From the brief we agree screening criteria in three groups: must-have (without it the profile is not shared), preferred (improves ranking) and negotiable (can be trained). Keeping these separate stops good candidates from being filtered out for the wrong reasons and stops weak profiles from being pushed forward just to meet a number.
02
Sourcing beyond job portals
Portals are only one channel. Frontline and technical roles are often filled through ITI and polytechnic networks, local trade communities, referrals from existing staff and walk-in drives near the site. Professional and engineering roles lean more on direct outreach, alumni networks and our registered candidate pool.
Every channel has a different quality pattern. Walk-ins give volume quickly but need stronger screening; referrals give better retention but smaller numbers. We tell you which mix we are using and why, so you can judge the trade-off instead of receiving a pile of CVs.
Job portals and our registered candidate database
ITI, polytechnic and college networks
Referral and walk-in drives near the site
Direct outreach for experienced and specialist roles
03
Screening that respects the candidate and the employer
Screening combines a telephonic conversation, document review and, where the role needs it, a simple skill check: reading a drawing, using a measuring instrument, a typing test or a short scenario question. The aim is to confirm the claim on the CV, not to trap anyone.
Candidates are told honestly about shift, location, pay range and the hiring process before they are put forward. This reduces last-minute drop-outs, which are the most common reason a good hiring plan slips.
Engagement models
Ways to work with us.
01
Permanent hiring
We source and screen for roles on your payroll. Terms such as fee basis and replacement period are agreed in writing before work starts.
02
Contract hiring
For project or seasonal roles, candidates are engaged for a defined period with clear start and end terms.
03
Bulk and campaign hiring
For many similar roles at once, we run dated drives with a daily coordination routine so progress is visible.
Practical checklist
What helps us start faster.
Having these ready makes the first conversation shorter and the plan more accurate. If you do not have everything, share what you have and we will help fill the gaps.
A job description or a short conversation about the role
Location, shift pattern and weekly off
Pay range and benefits you can offer
Who will interview and how quickly feedback can be given
Joining date and documents required at joining
Delivery standards
A clear brief. Visible ownership.
Every engagement should make responsibilities, milestones and escalation routes understandable before work starts.
01 / Scope
Confirm role profiles, location, volume, timelines and the boundaries of the engagement.
02 / Governance
Name decision-makers, agree update frequency and document how exceptions will be handled.
03 / Review
Review shortlist quality, joining progress, attendance or delivery quality against measures agreed at kickoff.
Illustrative scenario · workforce operations
From a real operating problem to a clearer delivery plan.
These scenarios demonstrate approach and capability. They are not claims about named clients or verified results.
Illustrative
Recruitment Services: from requirement to delivery
Illustrative scenario: applying recruitment services to the operating needs described on this page. The example explains a practical approach; it is not a claim about a named client or verified results.
01
The challenge
Recruitment at UniqueToo starts with the role, not the résumé pile. We sit with you to understand what the job really involves — the shift, the site, the tools, the reporting line and the growth path — and turn that into a clear screening brief.
02
The approach
Role scoping: A written role brief covering duties, qualifications, experience, location, shift and pay range.
Multi-channel sourcing: Portals, our candidate database, campus and ITI networks, referrals and walk-in drives.
Structured screening: Telephonic and in-person screening, skill checks and document review against the brief.
03
What a useful outcome looks like
A defined recruitment services operating plan with agreed ownership, review points and evidence to assess whether the approach is working. Actual outcomes depend on the requirement, location, participation and agreed scope.
Recruitment Services · Governance · Review
Related examples
Three practical ways to apply it.
01
RECRUITMENT SERVICES / 01
Role scoping
A written role brief covering duties, qualifications, experience, location, shift and pay range.
Read the approach
The challenge
The role scoping workstream needs clear scope, timely communication and a named owner.
The approach
A written role brief covering duties, qualifications, experience, location, shift and pay range.
Intended value
A reviewable role scoping workflow with responsibilities and acceptance checks documented.
02
RECRUITMENT SERVICES / 02
Multi-channel sourcing
Portals, our candidate database, campus and ITI networks, referrals and walk-in drives.
Read the approach
The challenge
The multi-channel sourcing workstream needs clear scope, timely communication and a named owner.
The approach
Portals, our candidate database, campus and ITI networks, referrals and walk-in drives.
Intended value
A reviewable multi-channel sourcing workflow with responsibilities and acceptance checks documented.
03
RECRUITMENT SERVICES / 03
Structured screening
Telephonic and in-person screening, skill checks and document review against the brief.
Read the approach
The challenge
The structured screening workstream needs clear scope, timely communication and a named owner.
The approach
Telephonic and in-person screening, skill checks and document review against the brief.
Intended value
A reviewable structured screening workflow with responsibilities and acceptance checks documented.
Apply this to your context
Discuss a similar requirement.
Share your goals, constraints and timeline. The next step starts with your actual requirement.
