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Recruitment & Staffing Supplier Due Diligence
Vendrpulse runs vendor due diligence on recruitment & staffing suppliers across the UK — Companies House filings, director history, insolvency flags and sentiment, scored against the value of the contract in front of you.
What we check for recruitment & staffing suppliers
- check_circleCompanies House filing history and confirmation statements
- check_circleDirector history, disqualifications and prior company failures
- check_circleInsolvency and County Court Judgment (CCJ) flags
- check_circleCharges and mortgages registered against the company
- check_circleSentiment and reputational signals from UK press and reviews
Common risks in recruitment & staffing
- warningLate or overdue accounts and confirmation statements
- warningRecent director resignations or frequent officer churn
- warningDeteriorating liquidity against sector benchmarks
- warningUndisclosed group structure or related-party dependence
Check a recruitment & staffing supplier
Pulse £25 or Pulse Premium £500, both inc VAT. Or get a free sample for this sector first.
Recruitment & Staffing due diligence — FAQs
- How do I check a recruiter's compliance with off-payroll rules?
- For any contract or temp supply, ask how they handle IR35 status determination statements (SDS) and whether they use an umbrella, PSC or PAYE model. A staffing supplier that pushes risk back onto you without clear SDS process is a problem under the off-payroll rules; HMRC pursues the fee-payer.
- What financial signals matter most for a contract-staffing supplier?
- Contract recruiters fund weekly payroll while waiting 30-60 days for client payment, so working capital is everything. Check for invoice-finance charges registered at Companies House; that's usually the funding line, and if it's been recently increased the supplier is stretching.
- How do I verify a recruiter's preferred-umbrella arrangements?
- Ask which umbrellas sit on their PSL and check each against the FCSA accreditation list. Mini-umbrella fraud (HMRC's term) and skim schemes are common and create joint-and-several liability for the end-client in many configurations. A recruiter without a vetted, audited PSL is a meaningful tax risk.
- What insurance limits should a staffing supplier carry?
- Employer's liability is statutory at £5m but most clients ask for £10m, with public liability and professional indemnity at similar levels. For exec search, PI matters more; for industrial temps, EL and PL do the heavy lifting. Always check cover sits on the contracting entity.
- How do I assess a recruiter's exposure to a single client or sector?
- Ask the directors directly what percentage of NFI comes from their top three clients and from a single sector. Recruiters concentrated in one cyclical vertical (construction, financial services, tech) can lose 40% of revenue in a single hiring freeze, and your supply dries up at the same time.