Employers Insight

Who we are and what we do

PSi Permanent Recruitment has enjoyed 8 years in Talent Attraction throughout the UK, mainland Europe and China. Our Strategy is underpinned by our candidate and client centricity models, keeping it simple by;

  • Strategic search & selection plans
  • Thoroughly Interviewing, predominantly competency-based interviews
  • Honest feedback
  • Only employing specialist recruiters in specific industries supported by experienced resource teams
  • Working within industry standards and metrics (Good Recruitment practices, Time to fill, Etc.)

At PSi we have built our reputation as one of the UK’s leading independent recruitment businesses.

We pride ourselves on the quality of the service that we offer to our customers, developing strong, ongoing relationships with our clients and candidates ensuring they trust us to meet their needs.

Having built an unrivalled Customer Value Proposition for our candidates and clients we believe that we’re different to other recruitment businesses, many of our customers would also agree.

PSi’s talent acquisition strategy was born from the high standards of internal recruitment processes underpinned by the extensive search capabilities of external recruitment. This and our approach to candidate centricity has enabled us to fulfil not only the everyday recruitment campaigns but also the niche, hard to fill roles where our competitors have failed.

How We Do It

Psi offers multiple recruitment solutions to support our Clients talent acquisition needs including:

  • Individual Contingent Recruitment Campaign (CR)
  • Managed Service Provider (MSP)
  • Recruitment Process Outsourcing (RPO)

Our thorough recruitment process allows us to really get under the skin of your role, our commitment to understanding allows us to be confident only suitable candidates are presented in our shortlisting to you.

We achieve this through our considered in depth recruitment model detailed below.

Head Lines

  1. Understanding the requirement
  • Vacancy details
  • Job Description/Person Specification
  • Idiosyncrasies of the role
  • Recruitment campaign plan
  1. Candidate attraction


  • Network existing PSI talent pool
  • Vacancy advertising
  1. Selection
  • Assess candidate requirements
  • Employ any agreed assessment tools
  • Introduce vacancy and company
  • Candidate pre-screen
  • Competency-based Interview
  1. Presentation
  • Submit shortlist of suitable candidates
  • Re-address any concerns
  • Confirm Interviews
  • Manage counter offers
  1. Support offer & Onboarding


No. Open Vacancies

No. Filled Vacancies

Average Time to Fill:

Salary Under £30K

Salary £30-£55K

Salary £55K+




19 days

24 days

25 days

Recruitment Solution Options

Psi offers multiple recruitment solutions to support our Clients talent acquisition needs, here is how we define them:

Managed Service Provider (MSP)

A Managed Service Provider (MSP) finds you the very best talent while saving you time, money and hassle.

We bring together talent from multiple sources, identify the most appropriate people for your roles and present you with the best people from across the marketplace.

Known as a single engagement, multi-sourced model, we manage all your contractors and suppliers taking end-to-end responsibility for your contingent workforce.

You save time and money, complexity is reduced, and you’ll still access the very best people. You also enjoy the benefits of:

  • a single contract
  • a single commercial model
  • uniform governance structures
  • consolidated invoicing

Pop-Up MSPs

The core function of a Pop-Up MSP is the same as the traditional MSP except it will come to an end once the project is complete.

It has defined objectives and start and end dates. It is ideal if you need to quickly ramp up recruitment activity in reaction to change requirements, projects or contracts.

Blended Solutions

The MSP model can be blended with our RPO model to evolve your Total Talent Management solution.

Why Choose a MSP or RPO?

Increasingly, more businesses are choosing Recruitment Managed Services (MSPs or RPOs). Staffing Industry Analyst’s latest research shows there was 11% growth in 2016 in MSPs and 13% in RPOs.

But if you are interested in these Recruitment Managed Services navigating the terminology and services on offer can be tricky and time-consuming, especially in this competitive and acronym-loving industry.

Before you choose either an MSP (Managed Service Provider) or a RPO (Recruitment Process Outsourcing) understanding the implications, benefits and opportunities is essential.

In a three-part series, we explain the acronyms, help you build the business case, understand the process and explore examples and experience from the field.

This is your go-to guide for understanding and utilising these services and everything you need to convince stakeholders this is the right move for you.

What is a Recruitment Managed Service?

A Recruitment Managed Service (RMS) can help you manage a large supplier base or supplement an internal resourcing team. It can also allow you to partially or fully outsource the recruitment of permanent and contingent resource to the experts.

The solutions are designed to release capacity and resource back into your team by running end-to-end, from requirement approval to off-boarding.

Within the Recruitment Managed Services offering sit two distinct services. Managed Service Programmes (MSPs) and Recruitment Process Outsourcing (RPOs). Here’s how Psi defines them.

Managed Service Programmes (MSPs) bring you the best talent while saving you time and money.

An MSP is predominantly for contingent resources. These services bring together talent from multiple sources, identify the most appropriate people for your roles and present you with the best people from across the marketplace.

The PSi MSP is a single engagement, multi-sourced model. The service manages all your contractors and suppliers, taking end-to-end responsibility for your contingent workforce.

When run efficiently by experienced practitioners, an MSP reduces complexity and provides significant cost savings. It allows your staff to concentrate on their day jobs whilst providing you with ‘recruitment-as-a-service’ and delivering you the very best people for your roles.

This service includes:

  • a single contract
  • a single commercial model
  • uniform governance structures
  • consolidated invoicing
  • supplier management
  • employer branding and marketing

Pop-Up MSPs. A project-based version of the Managed Service Provider solution.

The core function here is the same as a traditional MSP except it will come to an end once the project is complete. Pop-Up MSPs have definite start and end dates and predefined objectives. It is ideal if you need to:

  • quickly ramp up recruitment activity in reaction to change requirements, projects or contracts
  • prepare for a spike in recruitment or times when demand outweighs capacity

Recruitment Process Outsourcing (RPO) seamlessly integrates with your business

An alternative to managing your own recruitment team, an RPO provides you with a dedicated onsite team who will manage your talent attraction, acquisition and retention strategies for either or both your permanent and contingent workforce.

The RPO model can be blended with our MSP model for complete talent management. Increasingly more clients are discussing this approach and Staffing Industry Analyst predicts this is the future of the Recruitment Managed Services.

Why Implement a MSP or RPO?  Seven Core Reasons

You need to support a cost-saving exercise

A RMS can reduce costs on multiple levels.

If you’re overspending on suppliers or contractors or spend is unknown or inaccurate, a Recruitment Managed Solution can offer economies of scale and give you a single supplier through which to leverage volume against spend.

It can also help with benchmarking. If you’re unsure what you should be spending, this model ensures you’re paying the right marketplace rates.

In addition, if recruitment is being solely managed by your line managers, it can be an ineffective use of their time. Outsourcing the weight of this through an RMS removes this burden and the associated indirect costs.

Furthermore, advertising and marketing costs are transferred to your RMS supplier, saving you additional spend and time, whilst also delivering broader reach and wider penetration into the marketplace. PSi Recruitment Solutions utilise bespoke microsites and video advertising to support their client’s recruitment goals.

You need to increase capacity

Perhaps you’re about to experience a spike in recruitment and don’t have the internal capacity to support the exercise. Maybe you’ve won a new project or are relocating. A RPO or MSP increases the capacity of your internal team, giving you the means to deliver the project on time and budget.

You want to harness specialist capabilities

In a tech- and digital-led business, specialist skills and capabilities are required, and leaders often see wide capability gaps. Digital transformation programmes are a good example of this. Brexit, relocating, mergers and system changes are too.

When legacy software and processes need to evolve, a RMS can help you recruit the right specialists with options to outsource the project, use contractors, train your own people or bring in permanent employees.

You want to improve your recruitment process

A broken recruitment process frustrates candidates and hiring manages and damages your employer brand. Acting as part of your team and as an ambassador of your brand, a MSP or RPO relieves the pressure with a ready-to-go agile solution that ensures an efficient recruitment process.

It is no longer the case that large and established organisations have the pick of the best talent, but rather those with an agile and engaging recruitment pathway.

With experienced RMS practitioners alongside you, you’ll notice an instant shift in your day-to-day processes and the ability to find and recruit the right people.

You need to improve compliance

How much are we spending? Is our workforce compliant? We need to replace our contractors with perms.

Recent changes in legislation make getting a handle on governance, spend and risk a priority. Reducing risk is one of the main drivers for implementing a MSP or RPO. A RMS offers you this insight through audits and reporting. Established and compliant processes ensure your workforce operates within the relevant laws and guidelines.

You want to replace contractors with perms

Whether this decision is driven by cost, a change in your operational model or the desire to bring knowledge in-house, a RMS helps build your future workforce by facilitating planning through to talent attraction and acquisition.

You want a system to manage your recruitment activity and centralise information

Implementing an ATS (Applicant Tracking System) or a VMS (Vendor Management System) is an excellent way of achieving visibility, control and management information across all your recruitment activities. Real-time access to good data allows you to make better decisions surrounding your workforce. A system combined with an RMS can help you achieve this.


We measure our delivery by several KPI’s that compliment internal recruitment functions, such as time to hire and ratios of candidates to name but a few, this allows a joined-up approach and process between your internal and external recruitment campaigns.

MonthTime to HireCandidate RatioVacanciesOffer accepted
October28 Days3:14838

Assessment & Search tools

Psi have employed a plethora of Assessment tools over the years and are happy to advise you on the appropriateness of each of these tools, be it psychometric testing, technical assessment or bespoke assessment centres.

Our clients also benefit from the use of our Competency Based Interview (CBI) Library, which covers all hierarchical levels and behaviours. Our CBI’s will allow you to have a full understanding of the candidate’s nature and behaviours based on past activity/delivery.

SHL assessment (S/w SHL for affiliated marketing deal)

Candidate Alert Service

In the current candidate driven market many of our clients are always on the look out of certain talent and skills, without any obligation PSI and keep you informed when candidates with specific skills or experience become available.


“Our business has been working with PSI, in particular Gavin Avis for several months placing candidates in roles within each of our companies at factory floor level through to Senior Leadership roles. What is clear to us is that PSi will listen to our needs, explore our job specs and ask only the pertinent questions to enable a more discerning search that produces exceptional, high-quality candidates that fit our culture and business model. I can heartily recommend Gavin and his team at PSI for a refreshing and totally hassle-free recruitment experience.”

(Kirsti P. – HR Manager, Technical & Manufacturing Company)

“I would like to take this opportunity to thank PSi for being so helpful and professional.  It is always a delight when you can give a recruiter a Job Description and Person Specification, then talk about the company culture and what type of person would suit the environment, to then get a couple of near matches for due consideration!  It’s even better when the interviews go so well that an appointment can be made!

Gavin kept in touch, without being overbearing, and the whole process from search to interview to placement proceeded very smoothly.”

(Helena C. – Operations/HR Manager, Global Design & Manufacturing Company)

Partnerships & Workshops

Recruitment & Selection

The Good Recruitment Campaign

Recruitment Forecasting