Our Returner Placement programme - step by step

Here’s what we do:


We guide candidates to produce a detailed Professional Development Profile for employers to see. Content includes equivalence of overseas qualifications to UK Degrees and Masters, Graduate Membership of UK Professional Body, overseas Professional Memberships, visual examples of previous work demonstrating International Standards & Codes used (for example, British, American, Canadian), career responsibilities and achievements and career aims in the UK.


We help employers create a role description for a 3 to 6 month paid Returner Placement. By creating a meaningful Returner role employers can bring skilled people into their organisation and transition them into future roles as a result.


In liaison with employers and candidates, we carefully and fairly match the placement role description with candidates, to create a shortlist for competency-based interview.


We can provide sensitive professional development input for managers, including inclusive and fair interview techniques that get the best out of candidates.


We co-arrange interviews, including careful briefing and practice for candidates.


If a candidate is selected after interview, we provide a documented setup process with straightforward, clear, steps including mutual objectives, flexible work plan, reflective learning journal and monthly joint review meetings.


There is no obligation to continue the employment contract after the placement (though 70% of placementees are retained). In the last 6 weeks of the placement, the employer uses the placement assessment records and their business hiring processes to consider future job opportunities for the candidate to apply for, in liaison with Transitions and the candidate.

Our continuous Returner Placement support includes:

  • running monthly review meetings
  • facilitating feedback between the employer and candidate
  • guiding the candidate with their reflective learning journal
  • creating a handbook for staff and placementee
  • facilitating ongoing engagement with professional bodies
  • In partnership with employers, co-ordinating future opportunities for candidates after the placement. 70% of placementees are retained.

The employer pays a flat-rate Returner Placement agency fee to us to support Returner Placements of 3-6 months in length.

The employer pays the candidate at least the London Living Wage (2019: £10.55 per hour) Most employers pay a salary of higher than the LLW.

Pay a flat-rate


Returner Placement Agency Fee

We regard this Transition’s programme as very successful with a good permanent hire percentage. We plan to invest further this year.

Helen McCarthy, People Director, Arcadis

There’s no obligation to retain the person at the end of the Returner Placement - but most employers do. 70% of our Returner Placements result in retention into either permanent employment or a further fixed term contract, depending on the market.

When our candidates complete their Returner Placement, they have a good understanding of the organisation and have proven that their skills add real value. Our Transitions model is efficient and it works.

If an intern is retained, our fees are transparent with no hidden extra costs.

The Returner Placement retention or permanent hire fee to the employer is


Candidates: this fee is not deducted from your salary

We gained a first-class civil engineer employee as a result of Transitions. The internship and intern was above our expectations. The refugee community offers a good untapped market.

Dawn Barker, Head of HR, CrossRail

Contact us to discuss your organisation's needs. Here are case studies to see how we’ve helped some of the UK’s largest engineering firms attract diverse talent and fill skills gaps.