PP-10161 Harris Federation Permanent and Contingency Staffing

Contracts

All 2 of these contracts carry the same published figure, £36,000,000, the framework's maximum for the whole notice, not each contract's own value. They are not eleven separate sums.

• LOT-0001. Education Leadership · A-DAY CONSULTANTS LIMITEDSME, ATHONA EDUCATION LIMITEDSME, HAYS SPECIALIST RECRUITMENT LIMITED, K & G RECRUITMENT CONSULTANCY LIMITEDSME, London Teaching PoolSME, Reed Specialist Recruitment Limited, +4 more

  Signed

  1 Jan 2026

  Value

  £12,000,000

  Period

  1 Jan 2026 – 31 Dec 2027 · up to 31 Dec 2033 with extensions

  Status

  active

  Extensions

  This is a scheme of open frameworks which the Contracting Authority expects to reopen annually in line with the prior published tender documentation. The final maximum end date of all frameworks in the scheme would be 31/12/2033 (total of eight years).

  • Change contract amendment published
  5 agreed KPIs: Time to Fill · Quality of Candidates · Cost Efficiency …

  • Time to Fill, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Average Time to Fill (Days): The Supplier will be measured on the average number of calendar days (permanent and FTC recruitment) or mins/hours (contingent recruitment) from the point a vacancy is formally released to a Supplier to the date the successful candidate accepts the offer or assignment. 2. Percentage of Roles Successfully Filled Within Target time to fill an assignment timeframe: Sets a target percentage of roles that a supplier is expected to fill within a pre-agreed timeframe
  • Quality of Candidates, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Submission to Interview Ratio: The Supplier is measured on the number of candidates submitted by a supplier that progresses to the interview stage. 2. Interview to Offer Ratio: The Supplier is measured on the number of interviewed candidates who receive an offer. 3. Offer Acceptance Rate: The Supplier is measured on the percentage of offers made to supplier-sourced candidates that are accepted. 4. Quality of Candidate Feedback (Post-Placement): The Supplier is measured on the satisfaction levels of hiring managers with the performance and cultural fit of candidates placed by a supplier after offer acceptance, or a defined period relevant to any contingent recruitment. This will be gathered through structured feedback surveys. 5. Temp to Perm Transfer: The Supplier is measured on the number of candidates completing the extended period of hire and moving to permanent contracts as an employee of Harris Federation (measured annually). 6. Assignment Completion: The Supplier is measured on the percentage of contingent workers that complete their assignment. This will track the consistency of suppliers and the ability to meet contingent requirements effectively. 7. Leavers: The Supplier is measured on the number of candidates that start in permanent positions and do not complete probation. This will track the volume of candidates and the length of time in post.
  • Cost Efficiency, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Cost Per Hire (permanent recruitment): The Supplier is measured on the fee charged by a supplier for each successful placement within a specific Lot. This will track the fee cap is not exceeded, unless agreed in writing with the Client in exceptional circumstances, and the percentage of placements completed below the fee cap. 2. Average Mark-up Rate: The Supplier is measured on the mark-up charged by a supplier for contingent workers within a specific category. This will track the maximum mark-up is not exceeded, unless agreed in writing with the Client in exceptional circumstances, and the percentage of assignments completed below the maximum mark-up. 3. Temp to Perm Transfer: The Supplier measures the total cost spent on transferring contingent worker(s) to permanent contract(s). 4. Permanent Placements (where applicable): For Suppliers supporting permanent recruitment. This will track success in securing permanent hires where no interim or contingent worker was required to fill the position temporarily. 5. Rebates: The Supplier is measured on the accuracy of the percentage and amount of money refunded to the Harris Federation via rebates on permanent appointments.
  • Compliance and Process Adherence, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Contract Compliance: The Supplier is monitored and evaluated on their adherence to the Framework terms of business. 2. Operational Compliance: Compliance with Harris Federation policies and procedures: The Supplier is monitored in adherence to safeguarding policies, recruitment processes, invoicing procedures, and other relevant guidelines. 3. VMS Activity: The Supplier will be measured for off. Framework activity. This will be monitored and evaluated through feedback, invoicing, reporting, and supplier spending.
  • Relationship Management and Service Quality, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Satisfaction with Supplier Communication and Service: The Supplier will be measured on the satisfaction levels from academies, hiring managers and the Talent Acquisition team with a supplier's communication, responsiveness, and overall service delivery. 2. Supplier Performance and Net Promotor Score (NPS): The Supplier will be measured on the NPS of a supplier during the time they are contracted to work on the framework.

• LOT-0010. Estates · C22 LIMITEDSME, DOVETAIL AND SLATE LIMITEDSME, EIGHT CORP LTDSME, HAYS SPECIALIST RECRUITMENT LIMITED, Morgan Hunt UK LimitedSME, PHOENIX RESOURCING SERVICES (HOLDINGS) LIMITEDSME +4 more

  Signed

  1 Jan 2026

  Value

  £6,800,000

  Period

  1 Jan 2026 – 31 Dec 2027 · up to 31 Dec 2033 with extensions

  Status

  active

  Extensions

  This is a scheme of open frameworks which the Contracting Authority expects to reopen annually in line with the prior published tender documentation. The final maximum end date of all frameworks in the scheme would be 31/12/2033 (total of eight years).

  • Change contract amendment published
  • Change contract amendment published
  5 agreed KPIs: Time to Fill · Quality of Candidates · Cost Efficiency …

  • Time to Fill, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Average Time to Fill (Days): The Supplier will be measured on the average number of calendar days (permanent and FTC recruitment) or mins/hours (contingent recruitment) from the point a vacancy is formally released to a Supplier to the date the successful candidate accepts the offer or assignment. 2. Percentage of Roles Successfully Filled Within Target time to fill an assignment timeframe: Sets a target percentage of roles that a supplier is expected to fill within a pre-agreed timeframe
  • Quality of Candidates, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Submission to Interview Ratio: The Supplier is measured on the number of candidates submitted by a supplier that progresses to the interview stage. 2. Interview to Offer Ratio: The Supplier is measured on the number of interviewed candidates who receive an offer. 3. Offer Acceptance Rate: The Supplier is measured on the percentage of offers made to supplier-sourced candidates that are accepted. 4. Quality of Candidate Feedback (Post-Placement): The Supplier is measured on the satisfaction levels of hiring managers with the performance and cultural fit of candidates placed by a supplier after offer acceptance, or a defined period relevant to any contingent recruitment. This will be gathered through structured feedback surveys. 5. Temp to Perm Transfer: The Supplier is measured on the number of candidates completing the extended period of hire and moving to permanent contracts as an employee of Harris Federation (measured annually). 6. Assignment Completion: The Supplier is measured on the percentage of contingent workers that complete their assignment. This will track the consistency of suppliers and the ability to meet contingent requirements effectively. 7. Leavers: The Supplier is measured on the number of candidates that start in permanent positions and do not complete probation. This will track the volume of candidates and the length of time in post.
  • Cost Efficiency, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Cost Per Hire (permanent recruitment): The Supplier is measured on the fee charged by a supplier for each successful placement within a specific Lot. This will track the fee cap is not exceeded, unless agreed in writing with the Client in exceptional circumstances, and the percentage of placements completed below the fee cap. 2. Average Mark-up Rate: The Supplier is measured on the mark-up charged by a supplier for contingent workers within a specific category. This will track the maximum mark-up is not exceeded, unless agreed in writing with the Client in exceptional circumstances, and the percentage of assignments completed below the maximum mark-up. 3. Temp to Perm Transfer: The Supplier measures the total cost spent on transferring contingent worker(s) to permanent contract(s). 4. Permanent Placements (where applicable): For Suppliers supporting permanent recruitment. This will track success in securing permanent hires where no interim or contingent worker was required to fill the position temporarily. 5. Rebates: The Supplier is measured on the accuracy of the percentage and amount of money refunded to the Harris Federation via rebates on permanent appointments.
  • Compliance and Process Adherence, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Contract Compliance: The Supplier is monitored and evaluated on their adherence to the Framework terms of business. 2. Operational Compliance: Compliance with Harris Federation policies and procedures: The Supplier is monitored in adherence to safeguarding policies, recruitment processes, invoicing procedures, and other relevant guidelines. 3. VMS Activity: The Supplier will be measured for off. Framework activity. This will be monitored and evaluated through feedback, invoicing, reporting, and supplier spending.
  • Relationship Management and Service Quality, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Satisfaction with Supplier Communication and Service: The Supplier will be measured on the satisfaction levels from academies, hiring managers and the Talent Acquisition team with a supplier's communication, responsiveness, and overall service delivery. 2. Supplier Performance and Net Promotor Score (NPS): The Supplier will be measured on the NPS of a supplier during the time they are contracted to work on the framework.

• LOT-0011. Executive Search · Eden Brown LimitedSME, HAYS SPECIALIST RECRUITMENT LIMITED, Morgan Hunt UK LimitedSME, Reed Specialist Recruitment Limited,, ZUNA BD LTDSME

  Signed

  1 Jan 2026

  Value

  £2,400,000

  Period

  1 Jan 2026 – 31 Dec 2027 · up to 31 Dec 2033 with extensions

  Status

  active

  Extensions

  This is a scheme of open frameworks which the Contracting Authority expects to reopen annually in line with the prior published tender documentation. The final maximum end date of all frameworks in the scheme would be 31/12/2033 (total of eight years).

  • Change contract amendment published
  5 agreed KPIs: Time to Fill · Quality of Candidates · Cost Efficiency …

  • Time to Fill, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Average Time to Fill (Days): The Supplier will be measured on the average number of calendar days (permanent and FTC recruitment) or mins/hours (contingent recruitment) from the point a vacancy is formally released to a Supplier to the date the successful candidate accepts the offer or assignment. 2. Percentage of Roles Successfully Filled Within Target time to fill an assignment timeframe: Sets a target percentage of roles that a supplier is expected to fill within a pre-agreed timeframe
  • Quality of Candidates, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Submission to Interview Ratio: The Supplier is measured on the number of candidates submitted by a supplier that progresses to the interview stage. 2. Interview to Offer Ratio: The Supplier is measured on the number of interviewed candidates who receive an offer. 3. Offer Acceptance Rate: The Supplier is measured on the percentage of offers made to supplier-sourced candidates that are accepted. 4. Quality of Candidate Feedback (Post-Placement): The Supplier is measured on the satisfaction levels of hiring managers with the performance and cultural fit of candidates placed by a supplier after offer acceptance, or a defined period relevant to any contingent recruitment. This will be gathered through structured feedback surveys. 5. Temp to Perm Transfer: The Supplier is measured on the number of candidates completing the extended period of hire and moving to permanent contracts as an employee of Harris Federation (measured annually). 6. Assignment Completion: The Supplier is measured on the percentage of contingent workers that complete their assignment. This will track the consistency of suppliers and the ability to meet contingent requirements effectively. 7. Leavers: The Supplier is measured on the number of candidates that start in permanent positions and do not complete probation. This will track the volume of candidates and the length of time in post.
  • Cost Efficiency, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Cost Per Hire (permanent recruitment): The Supplier is measured on the fee charged by a supplier for each successful placement within a specific Lot. This will track the fee cap is not exceeded, unless agreed in writing with the Client in exceptional circumstances, and the percentage of placements completed below the fee cap. 2. Average Mark-up Rate: The Supplier is measured on the mark-up charged by a supplier for contingent workers within a specific category. This will track the maximum mark-up is not exceeded, unless agreed in writing with the Client in exceptional circumstances, and the percentage of assignments completed below the maximum mark-up. 3. Temp to Perm Transfer: The Supplier measures the total cost spent on transferring contingent worker(s) to permanent contract(s). 4. Permanent Placements (where applicable): For Suppliers supporting permanent recruitment. This will track success in securing permanent hires where no interim or contingent worker was required to fill the position temporarily. 5. Rebates: The Supplier is measured on the accuracy of the percentage and amount of money refunded to the Harris Federation via rebates on permanent appointments.
  • Compliance and Process Adherence, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Contract Compliance: The Supplier is monitored and evaluated on their adherence to the Framework terms of business. 2. Operational Compliance: Compliance with Harris Federation policies and procedures: The Supplier is monitored in adherence to safeguarding policies, recruitment processes, invoicing procedures, and other relevant guidelines. 3. VMS Activity: The Supplier will be measured for off. Framework activity. This will be monitored and evaluated through feedback, invoicing, reporting, and supplier spending.
  • Relationship Management and Service Quality, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Satisfaction with Supplier Communication and Service: The Supplier will be measured on the satisfaction levels from academies, hiring managers and the Talent Acquisition team with a supplier's communication, responsiveness, and overall service delivery. 2. Supplier Performance and Net Promotor Score (NPS): The Supplier will be measured on the NPS of a supplier during the time they are contracted to work on the framework.

• LOT-0012. Managed Service · ATHONA EDUCATION LIMITEDSME, Reed Specialist Recruitment Limited,, STRATEGY EDUCATION LTDSME

  Signed

  1 Jan 2026

  Value

  £1,600,000

  Period

  1 Jan 2026 – 31 Dec 2027 · up to 31 Dec 2033 with extensions

  Status

  active

  Extensions

  This is a scheme of open frameworks which the Contracting Authority expects to reopen annually in line with the prior published tender documentation. The final maximum end date of all frameworks in the scheme would be 31/12/2033 (total of eight years).

  5 agreed KPIs: Time to Fill · Quality of Candidates · Cost Efficiency …

  • Time to Fill, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Average Time to Fill (Days): The Supplier will be measured on the average number of calendar days (permanent and FTC recruitment) or mins/hours (contingent recruitment) from the point a vacancy is formally released to a Supplier to the date the successful candidate accepts the offer or assignment. 2. Percentage of Roles Successfully Filled Within Target time to fill an assignment timeframe: Sets a target percentage of roles that a supplier is expected to fill within a pre-agreed timeframe
  • Quality of Candidates, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Submission to Interview Ratio: The Supplier is measured on the number of candidates submitted by a supplier that progresses to the interview stage. 2. Interview to Offer Ratio: The Supplier is measured on the number of interviewed candidates who receive an offer. 3. Offer Acceptance Rate: The Supplier is measured on the percentage of offers made to supplier-sourced candidates that are accepted. 4. Quality of Candidate Feedback (Post-Placement): The Supplier is measured on the satisfaction levels of hiring managers with the performance and cultural fit of candidates placed by a supplier after offer acceptance, or a defined period relevant to any contingent recruitment. This will be gathered through structured feedback surveys. 5. Temp to Perm Transfer: The Supplier is measured on the number of candidates completing the extended period of hire and moving to permanent contracts as an employee of Harris Federation (measured annually). 6. Assignment Completion: The Supplier is measured on the percentage of contingent workers that complete their assignment. This will track the consistency of suppliers and the ability to meet contingent requirements effectively. 7. Leavers: The Supplier is measured on the number of candidates that start in permanent positions and do not complete probation. This will track the volume of candidates and the length of time in post.
  • Cost Efficiency, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Cost Per Hire (permanent recruitment): The Supplier is measured on the fee charged by a supplier for each successful placement within a specific Lot. This will track the fee cap is not exceeded, unless agreed in writing with the Client in exceptional circumstances, and the percentage of placements completed below the fee cap. 2. Average Mark-up Rate: The Supplier is measured on the mark-up charged by a supplier for contingent workers within a specific category. This will track the maximum mark-up is not exceeded, unless agreed in writing with the Client in exceptional circumstances, and the percentage of assignments completed below the maximum mark-up. 3. Temp to Perm Transfer: The Supplier measures the total cost spent on transferring contingent worker(s) to permanent contract(s). 4. Permanent Placements (where applicable): For Suppliers supporting permanent recruitment. This will track success in securing permanent hires where no interim or contingent worker was required to fill the position temporarily. 5. Rebates: The Supplier is measured on the accuracy of the percentage and amount of money refunded to the Harris Federation via rebates on permanent appointments.
  • Compliance and Process Adherence, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Contract Compliance: The Supplier is monitored and evaluated on their adherence to the Framework terms of business. 2. Operational Compliance: Compliance with Harris Federation policies and procedures: The Supplier is monitored in adherence to safeguarding policies, recruitment processes, invoicing procedures, and other relevant guidelines. 3. VMS Activity: The Supplier will be measured for off. Framework activity. This will be monitored and evaluated through feedback, invoicing, reporting, and supplier spending.
  • Relationship Management and Service Quality, The following measures will be applied in line with the specification, with applicability to permanent or contingent recruitment, and measurement methodology and frequencies as stated in the specification: 1. Satisfaction with Supplier Communication and Service: The Supplier will be measured on the satisfaction levels from academies, hiring managers and the Talent Acquisition team with a supplier's communication, responsiveness, and overall service delivery. 2. Supplier Performance and Net Promotor Score (NPS): The Supplier will be measured on the NPS of a supplier during the time they are contracted to work on the framework.

• LOT-0002. Classroom Teaching (i.e. permanent and FTC) · A-DAY CONSULTANTS LIMITEDSME, Carrington Blake Recruitment LtdSME, HAYS SPECIALIST RECRUITMENT LIMITED, Humly London ltd.SME, K & G RECRUITMENT CONSULTANCY LIMITEDSME, MASTER CLASS EDUCATION LTDSME +38 more

  Signed

  1 Jan 2026

  Value

  £28,000,000

  Period

  1 Jan 2026 – 31 Dec 2027 · up to 31 Dec 2033 with extensions

  Status

  active

  Extensions

  This is a scheme of open frameworks which the Contracting Authority expects to reopen annually in line with the prior published tender documentation. The final maximum end date of all frameworks in the scheme would be 31/12/2033 (total of eight years).

  • Change contract amendment published

• LOT-0003. Supply Teaching (short term cover i.e. sickness/absence) · A-DAY CONSULTANTS LIMITEDSME, Carrington Blake Recruitment LtdSME, HAYS SPECIALIST RECRUITMENT LIMITED, Humly London ltd.SME, K & G RECRUITMENT CONSULTANCY LIMITEDSME, MASTER CLASS EDUCATION LTDSME +39 more

  Signed

  1 Jan 2026

  Value

  ceiling above

  Period

  1 Jan 2026 – 31 Dec 2027 · up to 31 Dec 2033 with extensions

  Status

  active

  Extensions

  This is a scheme of open frameworks which the Contracting Authority expects to reopen annually in line with the prior published tender documentation. The final maximum end date of all frameworks in the scheme would be 31/12/2033 (total of eight years).

  • Change contract amendment published

• LOT-0004. Classroom Support & Pastoral · A-DAY CONSULTANTS LIMITEDSME, HAYS SPECIALIST RECRUITMENT LIMITED, Humly London ltd.SME, K & G RECRUITMENT CONSULTANCY LIMITEDSME, MASTER CLASS EDUCATION LTDSME, O R EDUCATION LIMITEDSME +42 more

  Signed

  1 Jan 2026

  Value

  ceiling above

  Period

  1 Jan 2026 – 31 Dec 2027 · up to 31 Dec 2033 with extensions

  Status

  active

  Extensions

  This is a scheme of open frameworks which the Contracting Authority expects to reopen annually in line with the prior published tender documentation. The final maximum end date of all frameworks in the scheme would be 31/12/2033 (total of eight years).

  • Change contract amendment published

• LOT-0005. Administration & Operational · Castlefield Recruitment LimitedSME, Choice Teachers (South) LtdSME, EIGHT CORP LTDSME, HAYS SPECIALIST RECRUITMENT LIMITED, Morgan Hunt UK LimitedSME, Randstad Solutions LimitedSME +4 more

  Signed

  1 Jan 2026

  Value

  £12,800,000

  Period

  1 Jan 2026 – 31 Dec 2027 · up to 31 Dec 2033 with extensions

  Status

  active

  Extensions

  This is a scheme of open frameworks which the Contracting Authority expects to reopen annually in line with the prior published tender documentation. The final maximum end date of all frameworks in the scheme would be 31/12/2033 (total of eight years).

  • Change contract amendment published

• LOT-0006. Digital, Data and Technology · EIGHT CORP LTDSME, Evisa Solutions LtdSME, HAYS SPECIALIST RECRUITMENT LIMITED, Law Morgan LimitedSME, Morgan Hunt UK LimitedSME, Randstad Solutions LimitedSME +4 more

  Signed

  1 Jan 2026

  Value

  £6,400,000

  Period

  1 Jan 2026 – 31 Dec 2027 · up to 31 Dec 2033 with extensions

  Status

  active

  Extensions

  This is a scheme of open frameworks which the Contracting Authority expects to reopen annually in line with the prior published tender documentation. The final maximum end date of all frameworks in the scheme would be 31/12/2033 (total of eight years).

  • Change contract amendment published

• LOT-0007. Corporate · 1ST EXECUTIVE LIMITEDSME, Axis Recruitment LimitedSME, HAYS SPECIALIST RECRUITMENT LIMITED, Humly London ltd.SME, Law Morgan LimitedSME, London Teaching PoolSME +8 more

  Signed

  1 Jan 2026

  Value

  £5,600,000

  Period

  1 Jan 2026 – 31 Dec 2027 · up to 31 Dec 2033 with extensions

  Status

  active

  Extensions

  This is a scheme of open frameworks which the Contracting Authority expects to reopen annually in line with the prior published tender documentation. The final maximum end date of all frameworks in the scheme would be 31/12/2033 (total of eight years).

  • Change contract amendment published
  • Change contract amendment published

• LOT-0008. Finance & Audit · Castlefield Recruitment LimitedSME, DOVETAIL AND SLATE LIMITEDSME, EIGHT CORP LTDSME, HAYS SPECIALIST RECRUITMENT LIMITED, Law Morgan LimitedSME, Morgan Hunt UK LimitedSME +4 more

  Signed

  1 Jan 2026

  Value

  £7,200,000

  Period

  1 Jan 2026 – 31 Dec 2027 · up to 31 Dec 2033 with extensions

  Status

  active

  Extensions

  This is a scheme of open frameworks which the Contracting Authority expects to reopen annually in line with the prior published tender documentation. The final maximum end date of all frameworks in the scheme would be 31/12/2033 (total of eight years).

  • Change contract amendment published

• LOT-0009. Human Resources · Adecco UK Limited (t/a The Adecco Group), COMPLETE CLASSROOM SERVICES LTDSME, DOVETAIL AND SLATE LIMITEDSME, HAYS SPECIALIST RECRUITMENT LIMITED, Law Morgan LimitedSME, Reed Specialist Recruitment Limited, +4 more

  Signed

  1 Jan 2026

  Value

  £5,200,000

  Period

  1 Jan 2026 – 31 Dec 2027 · up to 31 Dec 2033 with extensions

  Status

  active

  Extensions

  This is a scheme of open frameworks which the Contracting Authority expects to reopen annually in line with the prior published tender documentation. The final maximum end date of all frameworks in the scheme would be 31/12/2033 (total of eight years).

  • Change contract amendment published
  • Change contract amendment published

Bid statistics published by the authority

Who bid (first 60 of 87)

• did not winENGAGE PARTNERS LIMITEDSME · East of England · 1, 2, 3, 4, 5, 6, 8, 9, 10, 12
• did not winCreate Education LtdSME · Greater London · 1, 2, 3, 4, 5, 9
• wonCarrington Blake Recruitment LtdSME · Greater London · all lots
• wonEIGHT CORP LTDSME · Greater London · 1, 2, 3, 4, 5, 6, 8, 9, 10, 11
• did not winUnity Education LimitedSME · Greater London · 1, 2, 3, 4, 5
• wonChoice Teachers (South) LTDSME · East of England · 1, 2, 3, 4, 5, 12
• wonHumly London ltd.SME · Greater London · all lots
• wonRecruitment Team Nine LimitedSME · East of England · all lots
• did not winQualiteach LtdSME · East of England · 1, 2, 3, 4, 5, 9, 11
• did not winEverest Recruitment and Services LtdSME · North West England · all lots
• did not winJORECRUITMENT LIMITEDSME · Greater London · 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11
• wonAxis Recruitment LtdSME · East Midlands · 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11
• did not winCAMHS Professionals LimitedSME · Greater London · 1, 3, 4
• wonProspero Group Ltd · Greater London · 1, 2, 3, 4, 5, 6, 7, 8, 9, 10
• did not winMilk EducationSME · North West England · all lots
• did not winAnderson Quigley LimitedSME · Greater London · 1, 6, 11
• did not winCarbon Recruitment Ltd.SME · East of England · 1, 2, 3, 4
• did not winService Care Solutions LtdSME · North West England · 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11
• wonHAYS SPECIALIST RECRUITMENT LIMITED · Greater London · 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11
• wonREED SPECIALIST RECRUITMENT LIMITED · Greater London · all lots
• wonA-DAY CONSULTANTS LIMITED · North West England · 1, 2, 3, 4
• wonDOVETAIL AND SLATE LIMITEDSME · South West England · 1, 2, 4, 8, 9, 10
• wonLONDON TEACHING POOL LIMITEDSME · Greater London · 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11
• wonK & G RECRUITMENT CONSULTANCY LIMITEDSME · Greater London · 1, 2, 3, 4, 5
• wonSAHL RECRUITMENT LTDSME · South West England · 1, 2, 3, 4, 5
• wonATHONA EDUCATION LIMITEDSME · Greater London · 1, 2, 3, 4, 11, 12
• wonTEMPEST RESOURCING LIMITEDSME · Greater London · 1, 2, 3, 4, 5, 8, 9, 10
• did not winUS Tech Solutions LimitedSME · Greater London · all lots
• did not winANZUK Education LTD · Greater London · 2, 3, 4, 5, 9
• did not winDunbar Education RecruitmentSME · Greater London · 2
• did not winEducate Staffing LimitedSME · Greater London · 2, 3, 4
• did not winJDS Recruitment LimitedSME · East of England · 2, 3, 4, 5
• did not winZen Educate LimitedSME · Greater London · 2, 3, 4
• did not winPRINCIPAL RECRUITMENT TECHNOLOGY LTDSME · South East England · 2, 3, 4
• did not winNALA GLOBAL LIMITEDSME · North West England · 2, 3, 10
• did not winTRADEWIND RECRUITMENT LTD · Greater London · 2, 3, 4
• did not winASPIRE PEOPLE LIMITEDSME · West Midlands · 2, 3, 4, 5, 11
• did not winEDEX EDUCATION RECRUITMENT LTDSME · South East England · 2, 4
• did not winTEACHING PERSONNEL LIMITED · East of England · 2, 3, 4
• wonMASTER CLASS EDUCATION LTDSME · Greater London · 2, 3, 4
• did not winVERITAS EDUCATION (PRESTON) LTDSME · Greater London · 2, 3, 4, 5
• wonRANDSTAD SOLUTIONS LIMITED · East of England · 2, 3, 4, 5, 6, 8, 9, 11, 12
• did not winSTEP TEACHERS LIMITEDSME · Greater London · 2, 3, 4
• wonSTRATEGY EDUCATION LTDSME · East of England · 2, 3, 4, 5, 12
• did not winAchieve Teachers LtdSME · Greater London · 2, 3, 4
• did not winHUNTRESS SEARCH LIMITEDSME · Greater London · 2, 3, 4
• did not winES SOLUTIONS GROUP LTDSME · Greater London · 2, 3, 4, 10
• did not winUNIFORM EDUCATION LIMITEDSME · Greater London · 2, 3, 4, 5, 8, 9, 10
• did not winVISION FOR EDUCATION LIMITED · North East England · 2, 3, 4
• did not winSANZA TEACHING AGENCY LIMITEDSME · Greater London · 2, 3, 4
• did not winAFFINITY WORKFORCE SOLUTIONS LIMITED · Greater London · 2, 3, 4
• did not winCAREER TEACHERS LIMITED · Greater London · 2, 3, 4
• wonCOMPLETE CLASSROOM SERVICES LTDSME · East of England · 2, 3, 4, 5, 8, 9, 10
• did not winREMEDY RECRUITMENT GROUP LIMITEDSME · East of England · 2, 3, 4
• did not winProtocol EducationSME · East of England · 3
• did not winSR Career Solutions UK LTDSME · Greater London · 3, 4
• did not winTen10Talent LTDSME · Greater London · 3, 4, 10
• did not winVELOX HEALTHCARE LIMITEDSME · South West England · 3, 4, 5
• wonMorgan Hunt UK LTD · Greater London · 4, 5, 6, 7, 8, 9, 10, 11
• did not winHeart Teaching LtdSME · Greater London · 4

Bidders as named on the Procurement Act 2023 award notice. “Won” means the bidder holds an award on this notice.

Other public bodies

• Place Group LimitedProcess contact pointProcuring entityProcurement Agent on behalf of clientGB-COH: 04395705 Penzance, South WestContact name, email, phoneShow contact details

Notices published for this procedure

• Contract performance notice contractContract performance noticeUK9Contract performance notice on Find a Tender3 Sept 2026, 12:52 BST
• Contract performance notice contractContract performance noticeUK9Contract performance notice on Find a Tender27 Mar 2026, 16:18 GMT
• Contract performance notice contractContract performance noticeUK9Contract performance notice on Find a Tender27 Mar 2026, 16:18 GMT
• Contract performance notice contractContract performance noticeUK9Contract performance notice on Find a Tender17 Feb 2026, 15:21 GMT
• Contract performance notice contractContract performance noticeUK9Contract performance notice on Find a Tender17 Feb 2026, 15:21 GMT
• Contract performance notice contractContract performance noticeUK9Contract performance notice on Find a Tender17 Feb 2026, 15:21 GMT
• Contract performance notice contractContract performance noticeUK9Contract performance notice on Find a Tender17 Feb 2026, 15:21 GMT
• Contract performance notice contractContract performance noticeUK9Contract performance notice on Find a Tender17 Feb 2026, 15:21 GMT