Permanent Recruitment That Sticks: Warehouse & Logistics Roles Built for Retention
From entry-level to supervisory positions, every placement is profiled, coached, and tracked for 12 months. No guesswork. Just results.
More Than Placement: Recruitment Designed for Long-Term Success
Unlike traditional agencies that prioritise volume, I focus on retention-first recruitment. Every candidate undergoes comprehensive profiling (psychometric, behavioural, situational, cultural, language, team fit, and risk assessments) to ensure they're not just qualified but genuinely suited to your team and culture.
- Shortlisted candidates matched to your exact needs
- Interview coaching for candidates to present their best selves
- 12-month retention tracking to measure placement success
- Free replacement guarantee if a placement leaves within 12 months
Timeline: First shortlist delivered within 2–4 weeks.
Ideal for Warehouse & Logistics SMEs Who Value Quality Over Speed
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You're hiring for entry-level, skilled, or supervisory roles in warehouse, logistics, or distribution
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You've struggled with high turnover or poor cultural fit in past hires
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You want candidates who are retention-ready, not just CV-ready
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You need multilingual support (English, Romanian, Italian) for diverse teams
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You prefer a freelance specialist over a corporate agency
Transparent Investment, Outcomes-Focused Fees
| Role Level | Base Fee | Retention Bonus | Total Investment |
| Entry-Level | 12% of annual salary | +5% at 12 months | 17% |
| Skilled | 15% of annual salary | +5% at 12 months | 20% |
| Supervisory | 20% of annual salary | +5% at 12 months | 25% |
Included for All Role Levels:
- Comprehensive candidate profiling (7 assessment types)
- Shortlist of 3–5 pre-vetted candidates
- Interview coaching for shortlisted candidates
- 12-month retention tracking with quarterly check-ins
- Free replacement within 12 months (if applicable)
7-Point Candidate Profiling: Beyond the CV
In warehouse and logistics, a candidate's technical ability is only part of the equation. High turnover stems from misalignment: wrong cultural fit, poor team dynamics, inability to handle pressure, or communication gaps in multilingual environments. Traditional recruitment stops at CV screening and a basic interview. This approach leaves you vulnerable to costly mis-hires. The 7-point profiling system goes deeper. It assesses not just can they do the job, but will they thrive here and stay. Each assessment type targets a specific dimension of long-term success.
1. Psychometric Assessment: Understanding Work Style & Personality
What it measures: Personality traits, work preferences, stress tolerance, motivation drivers, and how someone naturally approaches tasks.
Why it matters for warehouse/logistics: Warehouse roles demand consistency, attention to detail, and the ability to work under pressure. A psychometric assessment reveals whether a candidate thrives in fast-paced, repetitive environments or becomes frustrated. It also flags potential burnout risks early.
Example: A candidate might have perfect forklift certification and 5 years' experience, but if they're highly creative and need constant novelty, they'll likely leave within 6 months. The psychometric catches this mismatch before hire.
2. Behavioural Assessment: Past Performance Indicators
What it measures: How candidates have behaved in previous roles: decision-making patterns, response to conflict, adaptability to change, and track record of reliability.
Why it matters for warehouse/logistics: Behaviour predicts future performance. If a candidate has a pattern of leaving roles after 3 months or clashing with supervisors, that pattern will likely repeat. Conversely, candidates with stable tenure and positive manager relationships are retention bets.
Example: A candidate's CV shows 4 jobs in 3 years. The behavioural assessment explores why: Was it redundancy, relocation, or a pattern of conflict? Understanding the root cause helps predict whether they'll stay with you.
3. Situational Assessment: Real-World Problem-Solving
What it measures: How candidates handle realistic warehouse scenarios: safety dilemmas, time pressure, equipment failure, team conflict, or customer issues.
Why it matters for warehouse/logistics: Warehouse environments are dynamic. You need people who can think on their feet, prioritise safety, and solve problems without escalating every issue. Situational assessments reveal practical judgment.
Example: "A forklift breaks down mid-shift, and you're behind schedule. What do you do?" Responses reveal whether the candidate prioritises safety, communicates clearly, or panics under pressure.
4. Cultural Assessment: Alignment with Your Values & Team Dynamics
What it measures: Candidate values, work ethics, and how they interact with team environments. Do they prioritise collaboration or individual achievement? Are they driven by stability or growth? Do they respect hierarchy or prefer flat structures?
Why it matters for warehouse/logistics: Culture fit is the strongest predictor of retention. A candidate aligned with your company values and team norms will feel "at home" and stay longer. Misalignment breeds frustration and early departure.
Example: If your warehouse values teamwork and mutual support, but a candidate is highly individualistic and competitive, they'll feel out of place. The cultural assessment flags this before hire.
5. Language Assessment: Communication Proficiency (Multilingual Teams)
What it measures: Spoken and written proficiency in English, Romanian, Italian, or other languages relevant to your team. Clarity, confidence, and ability to follow safety instructions.
Why it matters for warehouse/logistics: Miscommunication in a warehouse is a safety risk. If a candidate can't understand safety protocols or communicate with supervisors, they're a liability. For multilingual teams, language proficiency directly impacts team cohesion and safety compliance.
Example: A Romanian-speaking candidate may have warehouse experience, but if their English is too limited to understand safety briefings or communicate with English-speaking supervisors, they'll struggle and likely leave. The language assessment ensures practical proficiency.
6. Team Fit Assessment: Collaboration Style & Adaptability
What it measures: How candidates collaborate, resolve conflict, adapt to feedback, and contribute to team morale. Are they supportive colleagues or competitive? Do they listen or dominate? Can they flex their style?
Why it matters for warehouse/logistics: Warehouse teams work closely in high-pressure environments. A single difficult personality can disrupt morale and increase turnover across the team. Team fit assessment identifies candidates who elevate the group.
Example: A candidate might be technically skilled but have a history of dismissing others' ideas or refusing to help colleagues. The team fit assessment reveals this, preventing a hire that would damage team dynamics.
7. Risk Assessment: Red Flags & Onboarding Challenges
What it measures: Potential risks to retention or performance: gaps in experience, previous disciplinary issues, health or personal circumstances that might affect attendance, or signs of disengagement.
Why it matters for warehouse/logistics: Early identification of risks allows you to plan support. If a candidate has a history of attendance issues, you can put mentoring in place. If they're transitioning from a different sector, you can provide extra training. Forewarned is forearmed.
Example: A candidate's CV shows a 2-year gap. The risk assessment explores this: Was it illness, caring responsibilities, or unemployment? Understanding the context helps you decide whether to hire and what support they might need.
From Brief to Hire in 2–4 Weeks: Retention-Focused Approach
Speed matters, but speed without strategy leads to mis-hires and turnover. This process balances urgency with thoroughness; is designed to ensure you get the right person, not just a warm body.
Discovery & Strategy
Duration: 3–5 days
What happens:
- Intake call (60 minutes) to understand your role, team culture, and hiring priorities
- Role profiling: Define the ideal candidate profile, assessment criteria, and success metrics
- Team context: Understand your warehouse environment, team dynamics, and any specific challenges (e.g., high turnover in a particular shift, language barriers, cultural integration)
- Communication cadence: Agree on updates, feedback timelines, and decision-making process
Why this matters:
Many recruitment failures start here. If I don't understand your culture, team, and real needs, I'll shortlist technically qualified candidates who don't fit. This stage ensures alignment.
Many recruitment failures start here. If I don't understand your culture, team, and real needs, I'll shortlist technically qualified candidates who don't fit. This stage ensures alignment.
Your deliverable:
A shared brief document confirming role requirements, ideal profile, and timeline.
A shared brief document confirming role requirements, ideal profile, and timeline.
Sourcing & Profiling
Duration: 7–10 days
What happens:
- Candidate sourcing via my network, job boards, LinkedIn, and referrals
- CV screening to identify candidates with relevant experience
- 7-point profiling for all applicants (psychometric, behavioural, situational, cultural, language, team fit, risk assessments)
- Interview coaching for top candidates to help them present their best selves
Why this matters:
This is where retention-first recruitment differs from traditional agencies. I'm not just filtering CVs; I'm assessing fit across seven dimensions. This reduces mis-hires and increases retention.
This is where retention-first recruitment differs from traditional agencies. I'm not just filtering CVs; I'm assessing fit across seven dimensions. This reduces mis-hires and increases retention.
Your deliverable:
Profiling reports for all candidates assessed, with detailed insights on strengths, risks, and fit.
Profiling reports for all candidates assessed, with detailed insights on strengths, risks, and fit.
Shortlist Delivery & Preparation
Duration: 3–5 days
What happens:
- Shortlist presentation (3–5 pre-vetted candidates with full profiling reports)
- Candidate summaries: One-page overview of each candidate's background, profiling results, and why they're a good fit
- Interview scheduling: Coordinate interview times with you and candidates
- Candidate prep: Provide interview coaching to shortlisted candidates (covering company background, role expectations, potential questions, and how to present their experience)
- Offer negotiation support: Advise on competitive salary, benefits, and terms
Why this matters:
Interview coaching isn't just about helping candidates succeed; it's about ensuring you see their best selves. A nervous candidate might underperform in an interview even if they're the right person. Coaching levels the playing field.
Interview coaching isn't just about helping candidates succeed; it's about ensuring you see their best selves. A nervous candidate might underperform in an interview even if they're the right person. Coaching levels the playing field.
Your deliverable:
Shortlist with profiling reports, candidate summaries, and interview-ready candidates.
Shortlist with profiling reports, candidate summaries, and interview-ready candidates.
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Placement & Onboarding
Duration: 5–7 days
What happens:
- Offer finalisation: Support negotiation and contract terms
- Onboarding handover: Provide the candidate with your onboarding plan, team introductions, and first-week expectations
- Employer onboarding: Brief you on the candidate's background, any support needs, and integration plan
- Retention tracking begins: Establish quarterly check-in schedule for the next 12 months
Why this matters:
The first 30 days are critical for retention. A smooth onboarding experience sets the tone. I'll ensure both you and the candidate are aligned and supported.
The first 30 days are critical for retention. A smooth onboarding experience sets the tone. I'll ensure both you and the candidate are aligned and supported.
Your deliverable:
Onboarding summary, first-week plan, and 12-month retention tracking schedule.
Onboarding summary, first-week plan, and 12-month retention tracking schedule.
Guarantees & Outcomes-Based Bonuses: Aligned for Success
Traditional recruitment is transactional: agency gets paid, candidate is placed, relationship ends. If the candidate leaves after 3 months, that's your problem. This creates a misalignment of incentives. My approach aligns my success with yours through guarantees and bonuses.
12-Month Protection
What it covers:
If a placement leaves within 12 months of start date (excluding redundancy or voluntary resignation), I'll replace them free of charge. No hidden fees, no excuses.
If a placement leaves within 12 months of start date (excluding redundancy or voluntary resignation), I'll replace them free of charge. No hidden fees, no excuses.
Why it matters:
This guarantee protects your investment. If I've done my job properly (profiling, coaching, assessing fit), the candidate should stay. If they don't, that's on me to fix.
This guarantee protects your investment. If I've done my job properly (profiling, coaching, assessing fit), the candidate should stay. If they don't, that's on me to fix.
What it doesn't cover:
- Redundancy (company-initiated layoff)
- Voluntary resignation (candidate chooses to leave for personal reasons, further education, relocation, etc.)
- Dismissal for gross misconduct or performance issues that emerge post-hire
How it works:
If a covered departure occurs, contact me within 5 working days. I'll source and place a replacement candidate within 2–3 weeks, at no additional cost.
If a covered departure occurs, contact me within 5 working days. I'll source and place a replacement candidate within 2–3 weeks, at no additional cost.
5% at 12 Months
What it is:
If your hire remains employed with you for the full 12 months, you pay an additional 5% retention bonus on top of the base fee.
If your hire remains employed with you for the full 12 months, you pay an additional 5% retention bonus on top of the base fee.
Why it exists:
This bonus aligns my incentives with yours. I'm rewarded for finding candidates who stay, not just filling roles quickly. It's a win-win: you get a stable team member, I get rewarded for retention success.
This bonus aligns my incentives with yours. I'm rewarded for finding candidates who stay, not just filling roles quickly. It's a win-win: you get a stable team member, I get rewarded for retention success.
How it works:
- Base fee paid upfront (12%, 15%, or 20% depending on role level)
- Retention bonus (5%) invoiced at the 12-month mark, provided the candidate is still employed
- Quarterly check-ins during the 12 months keep both of us accountable
Example:
You hire an entry-level warehouse operative at £25,000/year. Base fee: £3,000 (12%). If they're still with you at 12 months, you pay an additional £1,250 (5% retention bonus). Total: £4,250 for a stable, productive team member.
You hire an entry-level warehouse operative at £25,000/year. Base fee: £3,000 (12%). If they're still with you at 12 months, you pay an additional £1,250 (5% retention bonus). Total: £4,250 for a stable, productive team member.
Quarterly Retention Check-Ins
What happens:
At months 3, 6, 9, and 12, I'll check in with you (and sometimes the candidate) to assess how the placement is performing.
Why it matters:
Early warning signs of disengagement can be addressed. If a candidate is struggling, I can offer coaching or support. If there's a team fit issue, we can problem-solve together. These check-ins are about ensuring success, not just collecting the bonus.
Permanent Recruitment is a standalone service for warehouse and logistics SMEs
Let's discuss how retention-focused recruitment can transform your hiring outcomes.