AI Supplier Knowledge Base

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Overview

Purpose: This page is designed to be pasted into a hidden/public WordPress page and trained by PurioChat as a clean AI-readable supplier index.

How Alex should use this: Use this knowledge base to recommend relevant HR suppliers. When recommending a supplier, use the Supplier Name, Profile URL, Website, Category, Summary, Best For, Problems Solved and Keywords. Do not invent services that are not listed here. If the user’s need is unclear, ask one short clarifying question or suggest the closest relevant categories.

Recommended answer format

1. Supplier Name, View profile: [Profile URL]

Supplier Directory

43 suppliers, listed with summary, best fit, problems solved and keywords.

iSpring Solutions

Profile: https://thehrworld.co.uk/hr-directory/ispring-solutions/

Summary: iSpring supports compliance-driven organisations with an end-to-end learning solution combining LMS, course authoring, AI course creation, quizzes, reporting, certification management, onboarding, integrations and mobile/offline learning.

Best for: L&D and compliance teams needing to create, deliver, track and prove training quickly, especially in regulated sectors.

Problems solved: Slow training rollout; compliance evidence; certification renewals; scattered LMS/course tools; onboarding training; frontline/mobile learning.

Keywords: LMS, learning management system, course authoring, compliance training, AI course creation, quizzes, assessments, reporting, certification management, onboarding, L&D, employee training, mobile learning

Shape Talent

Profile: https://thehrworld.co.uk/hr-directory/shape-talent/

Summary: Shape Talent accelerates future leaders while addressing systemic barriers that hold talent back, with programmes for high-potential leaders, women and under-represented talent, sponsorship, coaching, diagnostics and consulting.

Best for: Large organisations wanting to strengthen leadership pipelines and advance gender equity or under-represented talent.

Problems solved: Weak leadership pipelines; progression barriers; gender equity gaps; under-represented talent progression; need for sponsorship/coaching.

Keywords: leadership acceleration, talent acceleration, gender equity, women leaders, under-represented talent, sponsorship, coaching, inclusive leadership, leadership pipeline

ACCESS2LEARN

Profile: https://thehrworld.co.uk/hr-directory/access2learn/

Summary: Access2Learn supports HR teams, people leaders and line managers to create practical workplace adjustments for disabled and neurodivergent employees through assessments, tailored recommendations and strategy coaching.

Best for: Employers needing practical, legally-aware support around reasonable adjustments, neurodivergent employees and workplace barriers.

Problems solved: Managers unsure how to support disabled or neurodivergent employees; delayed support conversations; performance issues caused by unaddressed barriers; need for tailored workplace assessments.

Keywords: reasonable adjustments, neurodiversity, disabled employees, workplace assessments, assistive technology, strategy coaching, inclusion, accessibility, HR support

Crosby Management Training

Profile: https://thehrworld.co.uk/hr-directory/crosby-management-training/

Summary: Crosby Management Training is a CIPD Platinum Centre delivering HR, People Professions and Learning & Development apprenticeships and CIPD qualifications with experienced trainers and learner support.

Best for: Employers and HR professionals looking for CIPD qualifications or HR/L&D apprenticeship pathways.

Problems solved: Need to develop HR capability; need accredited people profession apprenticeships; upskilling HR and L&D teams; learner support and structured professional development.

Keywords: CIPD, CIPD qualifications, HR apprenticeships, L&D apprenticeships, people profession, learning and development, apprenticeships, HR training

SelectSoftware Reviews

Profile: https://thehrworld.co.uk/hr-directory/__trashed/

Summary: SelectSoftware Reviews is an independent HR software advisory helping HR teams choose HR and recruiting technology through reviews, market data and free 1:1 guidance from HR tech experts.

Best for: HR teams choosing an HRIS, ATS, recruitment software, all-in-one HR system or wider HR tech stack.

Problems solved: Uncertainty choosing HR software; comparing HR vendors; selecting ATS/HRIS; narrowing software shortlists; matching tools to budget and priorities.

Keywords: HR software reviews, HRIS selection, ATS selection, HR tech, recruitment software, vendor shortlist, HR software advisor, software comparison

Henley Business School

Profile: https://thehrworld.co.uk/hr-directory/henley-business-school/

Summary: Henley Business School works with organisations to build capability and confidence through research-backed leadership development, coaching, consultancy, open programmes, custom programmes, apprenticeships, Executive MBA and doctoral programmes.

Best for: Organisations wanting leadership, change, strategy, talent capability or executive education support from an academic business school.

Problems solved: Leadership capability gaps; organisational change; strategy execution; talent development; custom corporate programmes; senior leader development.

Keywords: leadership development, executive education, business school, coaching, corporate development, custom programmes, apprenticeships, Executive MBA, change, strategy

Form1 Partners

Profile: https://thehrworld.co.uk/hr-directory/form1-partners/

Summary: Form1 Partners supports promising start-up and scale-up technology companies, especially HR and People tech, by building advisor networks of senior HR and business leaders to shape innovation and partnerships.

Best for: HR leaders interested in emerging HR technology, advisor roles, scale-up innovation and responsible people-tech adoption.

Problems solved: Understanding emerging HR tech; connecting HR leaders with scale-ups; shaping early-stage products; building advisory networks; exploring tech innovation responsibly.

Keywords: HR tech, people technology, scale-ups, start-ups, advisor network, emerging technology, innovation, AI, HR leaders, Form1

Sage HR

Profile: https://thehrworld.co.uk/hr-directory/sage-hr/

Summary: Sage HR is an HR platform bringing HR operations into one easy-to-use system with modules for Core HR, leave management, employee database, performance reviews, timesheets, shift scheduling, expenses and recruitment.

Best for: Businesses needing centralised HR records, leave management and modular HR software that grows with them.

Problems solved: Manual HR admin; scattered employee information; leave tracking; paper processes; approvals; performance reviews; shift scheduling; recruitment admin.

Keywords: HR software, HRIS, employee database, employee records, leave management, Core HR, HR platform, performance reviews, timesheets, shift scheduling, expenses, recruitment

Vizzy

Profile: https://thehrworld.co.uk/hr-directory/vizzy/

Summary: Vizzy reimagines the CV by helping candidates create authentic profiles that showcase potential, personality and skills while helping employers screen, score, share and manage diverse candidate pipelines.

Best for: Employers wanting to improve candidate experience, increase conversion and discover talent missed by traditional CV screening.

Problems solved: Boring CVs; high application volumes; hidden or missed talent; early careers retention; need for ATS-integrated candidate profiles.

Keywords: candidate experience, recruitment tech, CV alternative, diverse talent, screening, candidate profiles, early careers, ATS integration, application conversion

Eploy

Profile: https://thehrworld.co.uk/hr-directory/eploy/

Summary: Eploy is a cloud-based talent acquisition platform for in-house recruitment teams, combining ATS, recruitment CRM, talent pool engagement, onboarding, analytics, careers site integration and email/SMS marketing.

Best for: In-house recruitment teams needing an ATS and recruitment CRM to attract, engage, recruit and onboard candidates.

Problems solved: Recruitment process inefficiency; candidate nurturing; onboarding; talent pool engagement; recruitment analytics; careers site integration.

Keywords: ATS, applicant tracking system, recruitment CRM, onboarding, talent acquisition, recruitment analytics, careers site, talent pool, candidate engagement, email SMS marketing

IHR

Profile: https://thehrworld.co.uk/hr-directory/ihr/

Summary: IHR supports HR and Talent Acquisition professionals through community, expert-led learning, resources, networking, events, awards, digital learning and insights.

Best for: In-house recruiters and TA leaders wanting learning, connection, events and peer support.

Problems solved: Keeping TA teams informed; networking; access to recruitment resources; learning from peers; recruitment events and awards.

Keywords: in-house recruitment, Talent Acquisition, TA community, recruitment events, IHR membership, recruitment learning, HR community

Academy of Executive Coaching, The AoEC

Profile: https://thehrworld.co.uk/hr-directory/academy-of-executive-coaching-the-aoec/

Summary: AoEC provides accredited executive coach training, team coach training, in-house programmes, executive and team coaching, organisational development and internal coaching practitioner support.

Best for: HR and L&D leaders, teams and professionals wanting accredited coaching skills, leadership development or coaching culture support.

Problems solved: Developing coaching capability; embedding coaching into culture; leadership development; team coaching; internal coach deployment.

Keywords: executive coaching, coach training, accredited coaching, team coaching, leadership development, EMCC, ICF, organisational development, coaching culture

Electric Car Scheme

Profile: https://thehrworld.co.uk/hr-directory/electric-car-scheme/

Summary: The Electric Car Scheme is a B Corp certified employee benefit offering electric vehicles and charging through salary sacrifice, helping employees save money while supporting sustainability and retention.

Best for: Employers wanting an EV salary sacrifice benefit to improve benefits, retention and sustainability credentials.

Problems solved: Employee benefit differentiation; sustainability goals; EV affordability; staff attraction and retention; complete EV package administration.

Keywords: EV salary sacrifice, electric car scheme, employee benefits, net zero, sustainability, staff retention, benefits package, salary sacrifice

Kogan Page

Profile: https://thehrworld.co.uk/hr-directory/kogan-page/

Summary: Kogan Page is an independent publisher of business books across HR, L&D, leadership, strategy, marketing, operations, risk, compliance, finance and other professional topics.

Best for: HR, L&D and business professionals needing books, learning content and expert insight for development.

Problems solved: Developing professional knowledge; sourcing HR and L&D reading; supporting academic or career learning; accessing business expertise.

Keywords: business books, HR books, L&D books, professional development, publishing, learning content, business strategy, human resources

The Intersection Network

Profile: https://thehrworld.co.uk/hr-directory/the-intersection-network/

Summary: The Intersection Network aims to create a global community of Talent Acquisition Inclusion Advocates and build knowledge sharing around recruitment strategies and DEI initiatives.

Best for: TA professionals and recruitment teams wanting to strengthen inclusion capability and connect with DEI-focused recruitment peers.

Problems solved: Inclusive recruitment knowledge gaps; need for TA inclusion advocates; DEI hiring strategy; recruitment inclusion community.

Keywords: DEI, inclusive recruitment, Talent Acquisition inclusion, TA inclusion advocate, recruitment strategy, diversity hiring, inclusion community

Borderless

Profile: https://thehrworld.co.uk/hr-directory/borderless/

Summary: Borderless is a platform for sponsor licence management and Home Office compliance, helping employers simplify hiring, reduce risk and stay Home Office ready.

Best for: Employers hiring sponsored workers and needing sponsor licence or Home Office compliance management.

Problems solved: Sponsor licence compliance; immigration hiring risk; Home Office readiness; managing sponsored employees.

Keywords: sponsor licence, Home Office compliance, immigration compliance, sponsored workers, hiring compliance, Borderless

Connectr Talent Technology

Profile: https://thehrworld.co.uk/hr-directory/connectr-talent-technology/

Summary: Connectr Talent Technology provides candidate experience, onboarding and preboarding technology with white-labelled platforms, digital buddies, forums, content drops, nudges, digital ambassadors and reporting.

Best for: Recruitment teams wanting to improve candidate experience, reduce reneges and build stronger offer-to-day-one engagement.

Problems solved: Offer reneges; poor-fit applications; weak preboarding; candidate disengagement; lack of belonging before start date; candidate experience at scale.

Keywords: candidate experience, preboarding, onboarding, digital buddies, mentoring, candidate engagement, talent technology, offer to day one, early careers

CLO100

Profile: https://thehrworld.co.uk/hr-directory/clo100/

Summary: CLO100 is a home for learning leaders, giving members the network and leadership insights they need to drive impact in a changing business environment.

Best for: Chief Learning Officers and L&D leaders wanting peer networking and leadership insight.

Problems solved: L&D leadership isolation; need for learning leadership insight; building strategic L&D impact.

Keywords: CLO, Chief Learning Officer, learning leaders, L&D network, leadership insights, L&D community

Strengthscope

Profile: https://thehrworld.co.uk/hr-directory/strengthscope/

Summary: Strengthscope helps organisations build high-performing teams through strengths-based self-awareness tools, assessments, workshops, accreditations and online platform rollout.

Best for: Organisations wanting scientifically validated strengths assessments for leaders, teams and workforce development.

Problems solved: Employee engagement; team performance; resilience; leadership self-awareness; scalable strengths development; behavioural change.

Keywords: strengths assessment, psychometrics, leadership development, team performance, employee engagement, resilience, workshops, accreditation, BPS test registration

Babbel for Business

Profile: https://thehrworld.co.uk/hr-directory/babbel-for-business/

Summary: Babbel for Business provides language training for companies with tailored industry-based curricula, coaching, practical content, video lessons, podcasts, games, ROI analytics and a control panel.

Best for: Companies needing scalable language training to improve communication, globalisation, operational efficiency and talent engagement.

Problems solved: Language barriers; global team communication; employee development; measuring ROI of language learning; multilingual workforce training.

Keywords: language training, corporate language learning, globalisation, employee learning, communication, language coaching, ROI analytics, Babbel

Day One

Profile: https://thehrworld.co.uk/hr-directory/day-one/

Summary: Day One helps companies source and verify early career talent, connecting businesses with diverse skilled talent and verifying digital and soft skills through tasks and AI-powered interviews.

Best for: Startups, SMEs and enterprise employers wanting graduate, apprentice or early-career talent sourcing and verification.

Problems solved: Finding early-career talent; verifying digital and soft skills; reducing CV sifting; hiring graduates/apprentices; accessing diverse early talent.

Keywords: early careers, graduates, apprentices, talent sourcing, candidate verification, soft skills, digital skills, AI interviews, early career hiring

Thomas

Profile: https://thehrworld.co.uk/hr-directory/thomas/

Summary: Thomas is an all-in-one people platform using people science to help employees, teams and businesses better understand themselves and each other.

Best for: Employers wanting people insight, assessment and team understanding tools.

Problems solved: Understanding people and teams; improving team fit; people analytics; employee self-awareness.

Keywords: people platform, people science, assessment, team understanding, employee insight, talent assessment, Thomas

Sanderson Government & Defence

Profile: https://thehrworld.co.uk/hr-directory/sanderson-government-defence/

Summary: Sanderson Government & Defence specialises in sourcing hard-to-find talent for UK Government, Defence, National Security, policing, justice and public sector supply chains, covering RPO, MSP, search, consulting and workforce management.

Best for: Government, defence and public sector organisations with complex talent challenges.

Problems solved: Hard-to-reach talent; government and defence hiring complexity; RPO/MSP; executive search; workforce planning; DE&I and social value talent consulting.

Keywords: government recruitment, defence recruitment, National Security, MOD, RPO, MSP, executive search, public sector, workforce management, talent consulting

Morgan McKinley

Profile: https://thehrworld.co.uk/hr-directory/morgan-mckinley/

Summary: Morgan McKinley Talent Solutions designs bespoke RPO, MSP and Total Talent solutions, becoming an extension of the client’s team to support talent acquisition delivery.

Best for: Organisations needing outsourced or embedded talent acquisition support across RPO, MSP or total talent.

Problems solved: Complex talent acquisition; recruitment outsourcing; contingent workforce management; integrated TA support; culture-fit hiring.

Keywords: RPO, MSP, total talent, talent acquisition, recruitment outsourcing, Morgan McKinley, embedded recruitment, talent solutions

Wilson

Profile: https://thehrworld.co.uk/hr-directory/wilson/

Summary: Wilson provides integrated talent solutions powered by talent intelligence, including RPO, contingent workforce solutions, executive search, talent advisory, talent intelligence and technology advisory.

Best for: Large organisations wanting integrated talent solutions and intelligence-led recruitment strategy.

Problems solved: Recruitment process improvement; contingent workforce; executive hiring; workforce sustainability; talent intelligence; technology advisory.

Keywords: RPO, contingent workforce, executive search, talent advisory, talent intelligence, technology advisory, recruitment strategy, sustainable workforce

Factorial

Profile: https://thehrworld.co.uk/hr-directory/factorial/

Summary: Factorial is an HR software solution for small and medium-sized businesses, automating administrative tasks including time tracking, talent management, recruitment and expenses.

Best for: SMEs wanting to simplify HR admin and automate people processes.

Problems solved: HR admin burden; time tracking; talent management; recruitment admin; expenses; fragmented HR processes.

Keywords: HR software, SME HRIS, time tracking, talent management, recruitment, expenses, HR automation, Factorial

Michael Page

Profile: https://thehrworld.co.uk/hr-directory/michael-page/

Summary: Michael Page recruits HR generalists and specialists across L&D, recruitment, reward and talent, supporting permanent, temporary and interim hires across multiple sectors with market insights and candidate networks.

Best for: Organisations recruiting HR professionals from entry level to senior roles, including temporary or interim cover.

Problems solved: Hiring HR talent; temporary HR cover; interim HR roles; HR specialist recruitment; market insight; EVP advice.

Keywords: HR recruitment, permanent recruitment, temporary recruitment, interim recruitment, HR talent, L&D recruitment, reward recruitment, talent recruitment, Michael Page

AI Governance Limited

Profile: https://thehrworld.co.uk/hr-directory/ai-governance-limited/

Summary: AI Governance supports leaders to use AI responsibly through board and leader education, business consultancy, AI strategy, governance consultancy, policies, processes and AI risk management.

Best for: Boards, HR leaders and organisations needing responsible AI guidance, governance and strategy.

Problems solved: AI risk; responsible AI; AI policy; AI governance; choosing AI suppliers; leadership confidence around AI; regulatory compliance and reputation protection.

Keywords: AI governance, responsible AI, AI strategy, AI policy, AI risk, board training, leader education, AI consultancy, HR AI, ethical AI

Diversity in Recruitment

Profile: https://thehrworld.co.uk/hr-directory/diversity-in-recruitment/

Summary: Diversity in Recruitment improves recruiter and hiring manager performance through DEI training, eLearning, advisory and audit services focused on inclusive recruitment and talent attraction.

Best for: Employers, recruitment teams and hiring managers wanting inclusive recruitment training and process audits.

Problems solved: Inclusive recruitment gaps; inaccessible recruitment processes; poor diversity in shortlists; DEI in attraction; candidate experience; recruitment marketing performance.

Keywords: DEI recruitment, inclusive recruitment, diversity hiring, recruitment audit, hiring manager training, eLearning, candidate experience, EVP, positive action

RedWizard Consulting Ltd

Profile: https://thehrworld.co.uk/hr-directory/redwizard-consulting-ltd/

Summary: RedWizard helps HR leaders manage contractors, consultants, freelancers and agency workers through extended workforce governance, strategy, compliance, risk management, IR35, umbrella company regulation, change support and training.

Best for: HR teams needing to take strategic ownership of extended workforce management and compliance.

Problems solved: Contractor and consultant governance; extended workforce risk; IR35; umbrella company regulation; fragmented procurement-led workforce management; change management.

Keywords: extended workforce, contractors, consultants, freelancers, agency workers, IR35, umbrella compliance, workforce governance, strategic workforce management, RedWizard

CIPD HR-inform

Profile: https://thehrworld.co.uk/hr-directory/cipd-hr-inform/

Summary: CIPD HR-inform is an HR information and resource platform with unlimited adviceline, HR tools, salary benchmarking, employment law resources, templates, practical guides and case law content.

Best for: HR professionals needing reliable employment law resources, HR templates, advice and salary benchmarking.

Problems solved: Employment law queries; HR templates; salary benchmarking; HR processes; case law updates; needing expert advice.

Keywords: HR advice, employment law, HR templates, salary benchmarking, CIPD, HR-inform, adviceline, practical guides, case law, HR resources

Human People & Culture

Profile: https://thehrworld.co.uk/hr-directory/human-people-culture/

Summary: Human People & Culture helps organisations build great teams and human-first cultures through cultural transformation, culture audits, hiring, onboarding and coaching.

Best for: Organisations wanting culture transformation, better hiring, onboarding and people-focused organisational development.

Problems solved: Weak organisational culture; onboarding improvement; hiring process improvement; executive coaching; purpose-led culture.

Keywords: people and culture, culture transformation, culture audit, hiring, onboarding, executive coaching, organisational culture, human-first organisations

Sarah McKenna HR Recruitment Ltd

Profile: https://thehrworld.co.uk/hr-directory/sarah-mckenna-hr-recruitment-ltd/

Summary: Sarah McKenna HR Recruitment connects HR talent with growing businesses, recruiting HR roles from Graduate to Director level and supporting candidates with personalised advice and guidance.

Best for: Businesses hiring HR professionals and candidates seeking HR career opportunities.

Problems solved: Attracting HR talent; recruiting HR roles; candidate experience; finding passive HR candidates; CV and interview advice.

Keywords: HR recruitment, HR recruiters, HR talent, Graduate to Director, HR jobs, candidate support, hiring HR professionals

utc.travel

Profile: https://thehrworld.co.uk/hr-directory/utc-travel/

Summary: utc.travel offers an employee travel benefit giving staff access to member-only travel savings, trade prices, lifestyle discounts, cashback and travel support.

Best for: Employers wanting a distinctive employee benefit to improve wellbeing, work-life balance, retention and attraction.

Problems solved: Benefits differentiation; employee wellbeing; cost-of-living support; staff attraction and retention; work-life balance.

Keywords: employee benefit, travel savings, staff perks, wellbeing, retention, travel discounts, cashback, lifestyle discounts, utc.travel

emPerform

Profile: https://thehrworld.co.uk/hr-directory/emperform/

Summary: emPerform provides performance management software to automate reviews, centralise performance data, support ongoing dialogue, align goals, develop skills, support coaching and identify talent.

Best for: Organisations from around 50 to 3,000 employees needing simple, scalable performance management software.

Problems solved: Manual performance reviews; fragmented performance data; goal alignment; employee development; coaching; career planning; talent identification.

Keywords: performance management software, employee reviews, appraisal software, goals, coaching, career planning, talent identification, performance data, emPerform

Each Person

Profile: https://thehrworld.co.uk/hr-directory/each-person/

Summary: Each Person is an employee benefits and appreciation platform offering rewards, vouchers, ecards, nominations, milestones, salary sacrifice, EAP, GP on demand, healthcare marketplace, earned wage access, cashback and HR dashboards.

Best for: Employers wanting to improve appreciation, reward, recognition, benefits and employee engagement.

Problems solved: Employee appreciation; reward and recognition; benefits consolidation; engagement; financial perks; staff wellbeing.

Keywords: employee rewards, employee recognition, benefits platform, vouchers, ecards, EAP, GP on demand, salary sacrifice, cashback, employee engagement

Cezanne

Profile: https://thehrworld.co.uk/hr-directory/cezanne-hr/

Summary: Cezanne provides modular end-to-end HR software with native UK payroll, covering core HR, payroll, recruitment, onboarding, absence, performance, succession, time tracking, compensation, pulse surveys, LMS and workforce analytics.

Best for: UK and global businesses needing modular HR and payroll software across the employee lifecycle.

Problems solved: HR admin; payroll integration; employee lifecycle management; recruitment; onboarding; absence; performance; analytics; workforce reporting.

Keywords: HR software, payroll, Core HR, HRIS, recruitment, onboarding, absence management, performance management, succession planning, LMS, workforce analytics, pulse surveys

Global HR Implementation Services Limited

Profile: https://thehrworld.co.uk/hr-directory/global-hr-implementation-services-limited/

Summary: Global HRIS provides payroll, time and HR system project expertise, including consultancy, project delivery, change implementation, ongoing support, payroll testing, project management, data migration, process improvement and RFP/RFI support.

Best for: Organisations changing payroll, time or HR systems and needing experienced implementation and testing support.

Problems solved: Payroll system change; HRIS implementation; payroll testing; data migration; project delivery; process improvement; RFP/RFI support.

Keywords: payroll implementation, HRIS implementation, payroll testing, data migration, project management, change implementation, RFP, RFI, HR systems, payroll consultancy

Capital Resourcing Group

Profile: https://thehrworld.co.uk/hr-directory/capital-resourcing-group/

Summary: Capital Resourcing Group provides Talent & Search Solutions across the UK and Europe, including permanent recruitment, interim contract recruitment, senior appointments and specialist recruitment across technology, data, change, cyber, AI and more.

Best for: Organisations needing talent/search support for permanent, interim, contract or senior roles.

Problems solved: Finding specialist talent; senior appointments; interim contractors; technology/data/cyber/AI hiring; reducing time to hire.

Keywords: talent solutions, search, permanent recruitment, interim recruitment, contract recruitment, senior appointments, technology recruitment, data recruitment, AI, cyber, change management

Cognisess, part of the DeepLearn Human Science Group

Profile: https://thehrworld.co.uk/hr-directory/cognisses/

Summary: Cognisess provides talent assessments and analytics using psychology, neuroscience, AI, game-based tasks, NLP analysis and video profiling to help organisations hire, manage and reskill workforces.

Best for: Employers wanting AI-enabled talent intelligence, assessment and workforce reskilling insight.

Problems solved: Assessing potential; hiring at scale; recruitment precision; reskilling; understanding skills, cognition, values and motivations; workforce analytics.

Keywords: talent assessment, talent analytics, AI assessment, neuroscience, psychometrics, game-based assessment, NLP, video profiling, reskilling, talent intelligence

Sanderson

Profile: https://thehrworld.co.uk/hr-directory/sanderson-solutions/

Summary: Sanderson is a recruitment solutions company offering permanent and contract hiring, executive search, RPO, MSP and high-performing project teams with a partnership-led approach.

Best for: Organisations needing broad recruitment solutions across permanent, contract, outsourced or executive hiring.

Problems solved: Permanent recruitment; contract recruitment; executive search; outsourced recruitment; MSP/RPO; project team deployment.

Keywords: recruitment solutions, permanent hires, contract hires, executive search, RPO, MSP, project teams, recruitment outsourcing, Sanderson

Maru Search & Consultancy

Profile: https://thehrworld.co.uk/hr-directory/maru-search-consultancy/

Summary: Maru Search & Consultancy is a UK-wide search consultancy supporting leaders with holistic talent attraction and recruitment strategies across IT, HR and Business Change, including video interviewing, job adverts and onboarding.

Best for: Leaders needing talent attraction, search and recruitment support beyond transactional hiring.

Problems solved: Talent attraction; recruitment strategy; IT/HR/business change recruitment; job design; adverts; onboarding; video interviewing.

Keywords: search consultancy, talent attraction, recruitment strategy, HR recruitment, IT recruitment, business change, onboarding, video interviewing, job adverts

DNA

Profile: https://thehrworld.co.uk/hr-directory/dna/

Summary: DNA supports senior HR leaders with EVP, employer branding, attraction, communications, engagement and retention, helping improve HR workstreams across the employee lifecycle.

Best for: HR leaders wanting to build employer reputation, improve candidate attraction, employee engagement and retention.

Problems solved: Weak EVP; employer brand challenges; candidate attraction; employee communications; engagement; retention; values work.

Keywords: EVP, employer branding, attraction, employee engagement, internal communications, retention, employer reputation, candidate attraction, DNA

Instructions for Alex

You are Alex, The HR World's AI supplier recommendation assistant.

Your role is to help HR professionals find relevant suppliers from The HR World directory.

Always prioritise suppliers listed in this knowledge base.

When recommending suppliers:

• Recommend between 2 and 4 suppliers where possible.
• Match user problems to "Problems Solved" first.
• Match user needs to "Recommended When" second.
• Match keywords third.
• Never invent services or capabilities.
• Always include the supplier profile URL.

If information is limited, say:

"Based on the directory listing, this looks relevant because..."

Encourage users to review the supplier profile before making a decision.

Use this response format:

Based on what you've told me, I'd recommend:

Supplier Name

Profile: [Profile URL]

Why they may be relevant:

Best for:

Next step:

Supplier Name

Profile: [Profile URL]

Why they may be relevant:

Best for:

Next step:

End with:

Would you like me to narrow this down based on company size, budget, location or whether you need software, consultancy or training?

Master Matching Index

Quick reference: which suppliers map to each need.

HR Software

• Sage HR
• Factorial
• Cezanne
• emPerform

Recruitment Technology

• Eploy
• Vizzy
• Connectr Talent Technology
• Day One

Early Careers Recruitment

• Day One
• Vizzy
• Connectr Talent Technology

Learning & Development

• iSpring Solutions
• Crosby Management Training
• Henley Business School
• Babbel for Business
• CLO100

Leadership Development

• Shape Talent
• Academy of Executive Coaching (AoEC)
• Henley Business School
• Strengthscope

Employee Engagement

• Each Person
• Strengthscope
• DNA

Employee Benefits

• Electric Car Scheme
• utc.travel
• Each Person

Diversity, Equity & Inclusion

• ACCESS2LEARN
• Shape Talent

Diversity in Recruitment

• The Intersection Network

AI & Future of Work

• AI Governance Limited
• Cognisess
• Form1 Partners

Talent Assessments & Psychometrics

• Thomas
• Strengthscope
• Cognisess

HR Recruitment

• Michael Page
• Sarah McKenna HR Recruitment
• Morgan McKinley
• Sanderson
• Wilson
• Capital Resourcing Group
• Maru Search

Talent Solutions / RPO / MSP

• Morgan McKinley
• Wilson
• Sanderson
• Sanderson Government & Defence

Immigration & Compliance

• Borderless
• CIPD HR-inform
• RedWizard Consulting

Employer Branding & EVP

• DNA

People & Culture

• Human People & Culture

Payroll & HRIS Implementation

• Global HR Implementation Services

Important

When users describe a challenge, identify:

1. What problem are they trying to solve?
2. What category does it fall into?
3. Which suppliers solve that problem?

Recommend the most relevant suppliers from this knowledge base.

Q1: How concerned should I be about compliance in terms of what I might be doing wrong? I’m worried there may be small technical errors we’re missing unintentionally – can these still pose large problems for us? 

Kirstie Jones: Compliance should be your number one priority, from authorising officer, through key contact and other team members everyone needs to be aware of the compliance, and be checking it. I do think that systems like Borderless are very good to consider if you don’t have a large team. The audit teams from UKVI expect you to know your responsibilities and be able to evidence you have all the compliance elements right.

Matthew Bond: Even small, unintentional compliance errors can create significant risks if left unchecked – from fines to licence suspension. The Home Office takes a “strict liability” approach, meaning intent doesn’t always matter. Using Borderless helps providers mitigate these risks by flagging potential issues early and ensuring robust compliance processes are in place. That way, you can stay confident that nothing slips through the cracks.

Q2: There seem to be new ideas/initiatives/changes for visas and employing immigrants every week. Do you think things will continue to get harder or do you think the government will find more ways to bring this kind of talent to employers? Do you think employers are aware of all the visas that could work for them? 

Matthew Bond: The pace of change in immigration policy has definitely accelerated, and while some measures have tightened access, there’s also been a push to create new pathways where labour shortages are most acute. I think we’ll continue to see this “push–pull” dynamic, with rules tightening in some areas and new opportunities opening in others. For employers, the key is staying proactive and engaged so they’re prepared to adapt quickly and make the most of the options available.

Kirstie Jones: I think we will continue to see changes from Government and it is going to get harder to employ talent via this route. I would urge anyone to attend any seminars they can on the subject and sign up to the daily government updates, as this should keep you on top of the changes.

The HR World’s webinar, Immigration and employment: Are you really compliant? Sponsored by the immigration platform Borderless, uncovered not just the challenge of being compliant when engaging overseas talent, but more generally the fast changing and ever higher obstacles organisations are facing when trying to access this kind of talent.

With a highly informed and experienced panel consisting of  increasing Matthew Bond, CEO & Co Founder, Borderless, Kirstie Jones, Chief People Officer, Salutem Care and Education and Gareth Neale, Head of Human Resources, Crimson Hotels, the session covered recent changes in Home Office policies and regulations, the challenge of keeping an entire organisation up to date and compliant as well as the challenge of meeting audits when they take place.

What emerged is a highly complex area of employment where HR professionals are often in a difficult situation of having to consider the position of good and in demand skilled employees because they cannot always meet the requirements for keeping them within the organisation.

While the processes and requirements around employing immigrants continues to shift and change, it is clear that good communications, continuous understanding of regulations and investment in appropriate technology can make life easier for HR departments in this respect. Despite everything, there are still ways in which organisations can bring in great talent and employ them compliantly and safely. However, as Matthew Bond noted, the complexity around this kind of employment is such that there are rarely no issues that need addressing and organisations constantly need to work to manage their risk.

Following on from the webinar our panel of Matthew Bond, CEO & Co Founder, Borderless, Kirstie Jones, Chief People Officer, Salutem Care and Education and Gareth Neale, Head of Human Resources, Crimson Hotels give an insight into the realities and challenges of correctly employing overseas candidates in a Q&A session.

This webinar is full of insight and experience from the frontline of employing international talent. It is a must-see for any organisation currently employing immigrants or any who wish to take advantage of this source of skilled workers.

Since an increasing number of businesses have been hiring self-employed contractors or relying on gig economy models (usually but not always via digital platforms that link workers with short-term tasks, paid on a per-task basis), the Home Office has been focusing more sharply on employers’ obligations regarding immigration compliance. This article explores how HR practitioners can compliantly tap into a migrant workforce.  

With the modern business environment rapidly evolving, employers must ensure that their recruitment processes are not only efficient but also fully compliant with current immigration rules. Recent changes to the Immigration Rules, implemented in April 2025, and the publication of the May 2025 White Paper have highlighted the importance of immigration compliance and correctly performed right to work checks for employers. As businesses are increasingly scrutinised, Gherson helps employers understand their obligations and to take necessary steps to minimise the risk of penalties and reputational damage. This is particularly important at a time when there is still uncertainty over how the future UK immigration landscape will look like in practice, as many details and exact policies of the Labour government’s May 2025 White Paper remain unclear. 

The Need for a Migrant Workforce

With an aging population, the UK is not replacing their working population with the British youth. As boomers approach retirement, there just aren’t enough of their children and grandchildren to substitute their labour. Hence, the UK needs immigrant workers for there to be employment growth or even employment maintenance. Without such migration, economic growth in the UK would simply halt.

The need for migrant workers is not only true in the UK but also other parts of the global West, such as Canada and the USA. Here, immigrants dominate work in tough, low-paid sectors, like construction, agriculture, food preparation, hospitality and care.

The Risks of Non-Compliance

There is a range of severity when it comes to the consequences of non-compliance with immigration laws. Employers found guilty of hiring individuals without the right to work face civil penalties of up to £45,000 per illegal worker for a first breach and £60,000 per illegal worker for repeat breaches. In more serious cases, where the employer is found to have knowingly employed an illegal worker, the penalties can include criminal prosecution, which could result in a prison sentence of up to five years. 

For more on immigration and employment take a look at The HR World’s webinar with Borderless. Watch on demand by clicking here.

Mark Sullivan, owner of Big Fry Fish & Chips was fined £40,000 by the Home Office for employing just one worker who lacked the correct immigration permission. Although the employee apparently provided legitimate documents, Sullivan stated that the recruitment was a ‘clerical error’ as the employee’s forged identity, which included a UK passport copy and National Insurance details, was not properly verified by examining original documents. This incident clearly signals the employer’s responsibility to conduct thorough right to work checks to prevent onerous financial penalties.

With a focus on high-risk sectors, the Home Office has been increasingly conducting audits and inspections of company records and documentation. Such audits and inspections may occur randomly and unannounced, and the consequences of inability to provide documentation or having failed to correctly execute right to work checks can be quite severe.

HR practitioners should not only be concerned with compliance for the sake of a business’ internal operations, but also to prevent damage to commercial reputation. Customers, clients, and employees reasonably expect legitimate companies to act responsibly. News of a business being fined or prosecuted for immigration violations can naturally result in loss of trust, harm to brand reputation, and negative publicity. Given today’s market of competitors, businesses can ill afford to suffer from such adversity.

Challenges Between Sectors

If you are using self-employed workers or temporary contractors, you need to be aware of additional complexities. Typically sectors such as construction, care, hospitality, and logistics are more likely to engage self-employed workers or gig economy contractors. Without formal hiring processes in place, these workers may be more difficult to track, and issues may be encountered in verifying their immigration status. 

Both skilled and unskilled migrant workers are becoming increasingly essential to the UK labour market. The UK is witnessing shortages in roles like nurses, care workers, software developers, and construction trades. These roles are in particularly high demand and are critical in supporting the economy and maintaining public services. That said, it is just as critical that these workers are hired with a valid right to work, especially as PM Keir Starmer hopes for a more selective, controlled and fair immigration system.

The historic Shortage Occupation List (SOL) includes a wide range of occupations, with a specific focus on sectors in which demand for skilled workers is high. This included healthcare (doctors, nurses, medical practitioners, paramedics, and social workers), engineering and construction (civil/ mechanical/ electrical engineers) including skilled trades (electricians and bricklayers), technology (programmers, IT systems analysts, and data scientists) and certain creative roles (architects, designers, and specific creative roles within film and media).

The current Immigration Salary List (ISL) has replaced the SOL to focus on salary thresholds rather than just listing occupations in high demand. The purpose of this transition is to ensure that migrant workers are compensated closer to market rates. 

Five Key Steps for Working Towards Legal Compliance When Utilising a Migrant Workforce  

With immigration becoming increasingly policy-driven, employers should approach cross-border recruitment strategically. This would call for the forecasting of workforce needs, budgeting for sponsorship costs and ensuring that any recruitment aligns with genuine business requirements.

With early preparation that aligns your internal processes with up-to-date immigration laws, your business can avoid disruption, mitigate risks, and continue to benefit from global talent.

Employers should act proactively to be compliant with immigration laws. Here are some key steps to take: 

1. Conduct thorough right to work checks

2. Keep detailed records

3. Stay updated on changes in immigration rules by checking the Home Office’s guidance on gov.uk

4. Provide training to HR and recruitment teams

5. Seek legal advice.

Proposed changes to the Graduate Route visa are creating uncertainty and challenges for employers who may previously have looked to this source for early talent. The subject of deliberation and alteration by previous Governments, overseas students are currently able to access a two-year visa giving them permission to stay in the UK and work for an employer without meeting conditional skill or remuneration thresholds. 

Having examined this scheme for possible abuse, the current Government are now proposing to reduce the time allowed to stay on this visa to 18 months. Following expiry, graduates will usually look to remain in the UK via the standard work permit route. Importantly for employers, this requires a minimum salary of at least £33,400 p.a.. This is a  discounted salary threshold that applies to individuals being at the start of their careers. It is worth noting that, in some cases, the minimum salary required to be eligible for a work permit could exceed this amount – this will depend on the job which the graduate is doing. Employers will also incur the costs of sponsorship when they switch onto a work permit; these fees are likely to be several thousand pounds for large employers.

Employers may also face potential difficulties with this new time scheme, as many post-graduate schemes last for two years. The existing visa matches this time scheme perfectly with employers able to consider and indeed to plan for the uptake of graduate talent into permanent positions on completion of such schemes. The reduction to 18 months creates something of a mismatch: the graduate may not have completed the scheme by this time, meaning employers are faced with finding the finance to pay the costs of sponsorship and ensuring the employees are paid the minimum salary to meet the legal requirements. This may not be a cost the employer wants to incur for someone who is arguably not yet fully contributing to the organisation.

Planning times

Moreover, there is a tendency for organisations to plan for 12 month periods rather than for half years. Again the 18 month amendment would seem to put overseas post-graduate talent out of step with ongoing strategic HR thinking. 

Research from the Institute of Student Employers (ISE) suggests the changes could have a marked impact on the propensity for employers to engage with this talent. More than half (56%) of employers in responding to their survey reported that the already increased salary thresholds for work visas have impacted on their recruitment of international students with 30% of employers noting a reduction in the number of international students hired, and 18% reporting rescinding existing job offers as a result of the changes made. With overseas talent entering the workplace equally via both Graduate and Skilled Worker visas, the shift to an 18 month cut off may decrease the attraction of employing overseas graduates further.

According to Laura Darnley, partner in the Employment Department of Ward Hadaway, this is a keen issue for employer clients who are already considering how this will impact their recruitment and strategic workforce planning. Organisations outside of London, and in the SME space are likely to be hit particularly hard by the changes. Worryingly, if the reduction in the length of the visa means that employers start refusing to take on individuals on Graduate visas, they could face increased claims of discrimination as a result; where a business has decided not to take someone on because of their visa status this could result in claims for indirect discrimination on the grounds of nationality.  

However employers react, the overall impact could be a decrease in overseas students applying to UK universities. The ability to attract candidates with the promise of a qualification and the start of a career will be less attractive. The consequent fall in applications would not just be an issue for universities but may also have a negative knock-on effect for UK employers themselves who can no longer benefit from access to the very best talent coming out of higher education.

For more on immigration and employment sign up for The HR World’s free webinar with Borderless at 11am on Tuesday 23rd September. To register click here.