Service
Turnkey Recruitment Services
- Engagement model
- Retained programme
- Typical scope
- 10–150+ roles
- Governance
- Weekly report against plan
- Best for
- New sites & market entry
What turnkey recruitment means at NM
Turnkey recruitment is a single engagement covering an entire hiring programme: workforce plan, role definitions, sourcing, assessment, offers and onboarding for every position in scope.
We take responsibility for the plan as well as the placements. That means a sequenced hiring calendar (leadership first, then their teams), a shared tracker both sides work from, and a weekly report against the plan rather than against activity.
It suits new site launches, market entry, function build-outs and post-funding scale-ups, situations where twenty individual recruitment briefs would collapse under their own administration.
What usually goes wrong, and how we handle it
Twenty briefs, no plan
We build a sequenced workforce plan first, so leadership lands before the team they will interview and manage.
No local hiring infrastructure
For market entry we provide the local knowledge, salary norms, notice conventions, statutory expectations and which talent pools genuinely exist in that city.
Interview capacity is the bottleneck
We run structured assessment days and panel scheduling so a small client-side team can process a large candidate volume.
Nobody can see the true status
One shared tracker, one weekly report, measured against the plan rather than against CVs sent.
Typical mandates
Indicative, not exhaustive, if your role is adjacent to these, it is very likely in scope.
- Complete plant and manufacturing teams
- Delivery centre and GCC build-outs
- Regional sales organisations
- Customer support and operations centres
- Engineering and product pods
- Back-office and shared services functions
- Retail store and area teams
- Warehouse and logistics operations
How the engagement runs
- 01
Workforce plan
Every role in scope, mapped by seniority, function, location and required start date.
- 02
Sequencing
A hiring calendar that lands leadership and hard-to-fill roles first, then scales the volume positions behind them.
- 03
Sourcing at scale
Parallel sourcing streams per function, run by the relevant specialist recruiters.
- 04
Assessment days
Structured, batched interviews that protect the client team's calendar and shorten candidate cycle time.
- 05
Offer & onboarding waves
Coordinated offer releases and joining waves so the site or function comes up as one team.
- 06
Governance
One tracker, one weekly report against plan, one escalation path.
Where candidates come from
- Local market mapping in the target city
- Direct approach across competitor and adjacent employers
- Referral campaigns run inside placed cohorts
- Volume campaigns and assessment day drives
- Campus and early-career channels where relevant
What is different here
We own the plan
Sequencing, dependencies and the hiring calendar are part of the engagement, not your problem to manage.
One tracker, one truth
Both sides work from the same live view of every role and every candidate.
Local market fluency
City-level knowledge of pay, notice periods and available talent pools.
Built for a start date
The plan works backwards from the date the site or function must be live.
Turnkey Recruitment across sectors
Manufacturing & Engineering
Plant leadership, production, quality and engineering talent.
LSLogistics & Supply Chain
Warehouse, transport, planning and network leadership talent.
CRConsumer & Retail
FMCG, retail and consumer brand talent from store to boardroom.
HOHospitality
Hotels, restaurants, travel and aviation service talent.
What employers say
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Client name
Designation, Company
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Client name
Head of Human Resources, Company
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Client name
Founder & CEO, Company
Placeholder quotes. Replace with verbatim, attributable testimonials in src/data/testimonials.ts before launch, never publish an invented quote.
Turnkey Recruitment, frequently asked
Typically ten roles and upward, or any programme where the positions are interdependent, a new site, a new function or a market entry. Below that, individual permanent recruitment is usually more efficient.
Yes. Market-entry programmes are a core use case. Alongside recruitment we advise on city selection for talent availability, realistic compensation benchmarks, notice period conventions and the sequencing of leadership versus team hires.
Programmes are priced as a single engagement rather than role by role, usually as a combination of a retained management fee and per-placement fees. Pricing is agreed against the workforce plan before the programme starts.
A named programme lead at NM owns the plan, the tracker and the weekly report, supported by the specialist recruiters running each function.
Related services
- RPO Services
Your recruitment function, run by us, embedded in your team.
- Staffing Services
Contract, temporary and payrolled talent, compliantly managed.
- Permanent Recruitment
Specialist hiring for professional and mid-management roles.
Start hiring
Ready to brief us on turnkey recruitment?
Tell us the role, the constraint and the budget. We will tell you honestly whether it is fillable, and how long it will take.