Step by step
Profile
Candidates produce a detailed professional development profile. This includes overseas and UK professional qualifications, membership of professional bodies, portfolios of previous work, past experience, and professional development goals. 
Specification
The employer creates a specification for a six month paid returner placement within their organisation. 
Liaise
We liaise between talent acquisition teams and candidates, matching returner placement roles with a shortlist of potential candidates for interview.
Staff support
On request, we provide input for hiring managers, answering questions and providing suggestions for keeping returner placement interviews inclusive. 
Interviews
We co-arrange returner placement interviews, briefing candidates and helping them prepare.
Onboarding
We provide successful candidates with a clear, documented returner placement setup process. This includes mutual objectives, a flexible work plan, reflective learning journal, and monthly review meetings. 
Future
In the last six weeks of the placement, the employer considers the potential for future job opportunities for the candidate, liaising with Transitions and the candidate themselves. There’s no obligation to retain people after the returner placement – although 70% are.
Your placement partner
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Our continuous returner placement support includes:
- Facilitating regular reviews and feedback between candidates and your organisation
- Access to resources and seminars which develop the working relationship
- Ongoing engagement with professional bodies and help coordinating future opportunities
You pay a flat rate agency fee of £1,200 which helps support returner placements.
We also require you to pay candidates at least the London Living Wage (£10.75 per hour, 2020) Most employers pay a salary higher than the LLW, often matching it with their graduate scheme salary band.
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.
Candidates complete their placements with a deep understanding of your organisation, having proven the value they bring to the table.
While you’re under no obligation to retain candidates, 70% of placements result in either permanent employment or a further fixed-term contract.
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
of the gross annual salary
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.
The Transitions model is effective. It works. Contact us to find out more.