Service for employers

Project and volume hiring

Dedicated teams for plant openings, expansions and ramp ups, with one point of contact and weekly reporting.

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A technician checking a gauge beside stainless steel tanks in a dairy processing plant, seen from behind

What it is

Project and volume hiring is for the moments when one vacancy becomes many: a new plant or production line, a ward or unit opening, a department doubling, a seasonal peak. Site leads and HR directors usually face a fixed opening date, an internal team already at full stretch and a flood of applications to sift. In an IrishJobs survey of 502 recruiters in spring 2026, 68% named screening irrelevant applications as their biggest time drain.

We agree a written hiring plan with numbers, dates and a fee structure before any work begins, then give you one named project lead and a report every week on pipeline, interviews, offers and starts. Permanent, contract and overseas hires sit in one plan, and every applicant is told the outcome.

What you get

  • A written hiring plan with headcount, milestones and fee structure agreed before work begins
  • One named project lead as your single point of contact throughout
  • A weekly report on pipeline, interviews, offers, acceptances and starts against the plan
  • Permanent, contract and overseas hires coordinated in a single written plan
  • Assessment days and structured interviews run with your managers where they add value
  • Every applicant told the outcome, protecting your name as a local employer
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How it runs

Four steps, one consultant.

  1. 01

    Scope and plan

    We meet your site and HR leads to fix headcount by role, start dates, pay ranges and who signs off. You receive a written plan with milestones, reporting dates and the fee structure before any work begins.

  2. 02

    Attract and screen

    We advertise, approach people directly and screen every applicant against agreed criteria, so your managers only meet people worth meeting. Where roles cannot be filled locally we assess contract and overseas options and say so early.

  3. 03

    Assess and offer

    Interviews or assessment days are scheduled in blocks to suit your managers. We collect decisions quickly, make offers, complete right to work and reference checks and tell unsuccessful applicants the outcome.

  4. 04

    Starts and review

    We track every accepted offer through notice to start date and report weekly against the plan. At the end you receive a written review of what worked, time taken per stage and anything to change next time.

Questions

What employers ask us.

Everything here is confirmed in writing before any work begins.

How is a hiring project priced?

It depends on the plan, and it is always agreed in writing before any work begins. Typically a project is charged as a fee for each person who starts. Where you ask us to dedicate people to your project for a fixed period, part of the fee may be staged, and that is agreed with you first. Contract and temporary workers are charged at agreed hourly or daily rates. Your written plan sets out which model applies, what is included, when invoices fall due and how the replacement guarantee applies to permanent hires.

How quickly can you start, and how many people can you hire?

We can usually begin planning as soon as headcount and budget are approved. What we will not do is promise a number before we have looked at the roles, the pay and the local market. The plan shows what we believe is achievable by each milestone and what it depends on, including your own interview capacity. Hiring is taking longer generally: in the Employment and Recruitment Federation's Irish Labour Market Monitor for the second quarter of 2026, published on 14 August 2026, 58% of recruiters reported longer times to fill permanent roles.

Can one project mix permanent, contract and overseas hires?

Yes, and most large projects need to. Permanent hires follow our permanent process and carry the same replacement guarantee. Temporary agency workers are, in general terms, entitled to equal treatment on basic pay and conditions under the Protection of Employees (Temporary Agency Work) Act 2012, as summarised in a Maples Group guide dated 31 August 2026, so we set their pay with you. Overseas hires depend on permit eligibility, pay thresholds and, for some occupations, quotas. These change, so we check the Department of Enterprise's current rules before anything goes into your plan.

What reporting do we get, and what happens if the project falls behind?

You receive a written report every week showing applications, people screened, interviews, offers, acceptances and starts against the plan, with reasons for any candidates lost along the way. If we are behind, the report says so and says why, whether that is pay, location, the specification, slow feedback or our own delivery. We then agree a correction with you, which might mean widening the search area, adjusting shift pattern or pay, adding contract cover or looking overseas. Nothing in the plan changes without your written agreement.

What if our plans change, or someone we hire leaves?

Projects move. Openings slip, budgets are cut and headcount changes. Your written plan sets out how you can pause, reduce or extend the project and what, if anything, is payable if you do, so there is no argument later. Permanent hires made through the project carry our replacement guarantee, with its length and conditions confirmed in writing before any work begins. For temporary and contract workers you pay only for time worked, and we aim to replace anyone who leaves an assignment early as quickly as the checks allow.

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Ready to start a search?

A specialist consultant will call you within one working day to agree the plan, the timeline and the terms.

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