A permanent appointment should solve a defined business need. Staffly helps employers turn that need into a practical recruitment brief, review relevant candidates and coordinate interviews. You choose the employee and employ them directly; we support the search and placement process.
Start with outcomes, not a long wish list
Describe what success looks like after the first three months. An accounts assistant might need to keep invoices current and prepare reconciliations; an administrator might need to manage appointments and maintain accurate records. These are clearer criteria than asking for someone who can do everything.
Separate must-have experience from skills you can teach. Include the reporting line, workplace, working hours and a realistic salary range. If the role combines several functions, identify the primary responsibility so candidates understand how their work will be evaluated.
What to include in your hiring brief
- Job title, responsibilities and expected first-quarter outcomes
- Essential software, language skills, qualifications or licences
- Salary range, benefits, working days and any travel requirements
- Workplace address, reporting manager and interview decision-maker
- Target joining date and any flexibility around notice periods
Compare candidates on the same evidence
We review the brief with you before discussing sourcing and timing. Candidate profiles should be assessed against the agreed requirements rather than presentation alone. Ask which identity and reference checks are complete and which questions still need resolving.
Use the same core interview questions for each candidate. For office roles, a short fictional work task can reveal more than general conversation. For technical roles, your specialist should define and assess the exercise. Avoid requesting substantial unpaid productive work during selection.
Make an offer the candidate can understand
Confirm the salary, location, working hours, duties and proposed start date in writing. Discuss the notice period and any commitments that affect joining. A candidate accepting verbally is not a substitute for an agreed offer and realistic start plan.
Your business handles the employment agreement and payroll. Nominate a supervisor, prepare equipment and access, and set a first-week agenda. Clear onboarding reduces uncertainty for both the new employee and the team.
Fees and support after joining
For standard direct placements, the agency fee is one month of the agreed salary, payable when you hire. The employee salary is separate. Confirm the written placement scope and replacement terms before proceeding.
Review the placement early against the original brief. If responsibilities change substantially, discuss the new expectations with the employee. Replacement support follows the written agreement; keep a record of concerns and raise them promptly rather than waiting until the end of the cover period.
Questions employers ask
Which permanent positions can I request?
Discuss administration, accounts, sales, customer service, IT, operations, HR or workplace support requirements. Availability and the assessment plan are confirmed after the brief is reviewed.
Can we interview candidates ourselves?
Yes. Your business makes the hiring decision. Agree the interview stages and practical assessment with Staffly before shortlisting.
Do you guarantee a joining date?
No. Sourcing difficulty, notice periods and your interview schedule affect timing. We agree a practical search plan rather than promise an immediate hire.