WR GROUP LIMITED

Webrecruit ATS - Applicant Tracking System, Candidate Onboarding and Career Site Software

Webrecruit ATS is an ideal choice for Public Sector organisations who want to implement a cost-effective, intuitive, and EDI-friendly recruitment management tool. Webrecruit ATS is used to streamline recruitment processes, promote the employer brand, improve candidate engagement, reduce bias, build a diverse talent pool, and leverage talent attraction solutions.

Features

• Cloud-based ATS recruitment software delivered via SaaS model.
• GDPR-aligned controls: retention, deletion, audit trail, MFA support.
• Open API available, plus integrations to job boards and tools.
• Reporting: built-in reports, report builder, exportable data outputs.
• Blind screening, anonymised shortlisting, and bias-reduction tools.
• Configurable job creation, approval workflows, posting, and management tools.
• Onboarding: referencing, data capture, digital offers, contracts, eSignatures.
• Agency portal for submitting and managing applicants and communications.
• Interview management with candidate self-scheduling and bulk processing.
• Integrated careers sites: customisable templates, branding, job alerts.

Benefits

• Implement quickly with secure access and regular software updates.
• Standardise recruitment steps to engage managers and support auditability.
• Automate tasks and communications to save admin time every day.
• Use real-time reports to spot bottlenecks and improve workflow efficiency.
• Sync with careers sites and HR systems to avoid rekeying.
• Configure workflows to match different roles, approvals, and hiring needs.
• Licence fee includes support for admins, users, and candidates.
• Build talent pools to hire directly, faster, reducing recruitment spend.
• Enable blind screening and structured reviews to reduce bias.
• Strengthen employer brand with consistent careers-site branding and messaging.

• Education pricing available
• Free trial available

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at tenders@webrecruit.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

242926815690872

Contact

Sam Gedye
01392 822196
tenders@webrecruit.co.uk

About your service

• Service categories:

  Applications

  Customer relationship management

  Advertising

  • Advertising Placement
  • Advertising Measurement
• Multi cloud support: No

Service scope

• Software add-on or extension: No
• Cloud deployment model: Public cloud
• Service constraints: Our service does not have any constraints that would affect buyers’ ability to use or access it. The service is designed to be fully compatible with standard cloud and internet-enabled environments, and there are no dependencies on specific hardware or software configurations.; ; Planned maintenance is minimal and, where necessary, is scheduled outside of core business hours with advance notice to customers to avoid disruption. Other than this standard practice, there are no known technical, operational, or contractual constraints that limit the use of the service.
• System requirements:
  • Unsure
  • Not sure

User support

• Email or online ticketing support: Yes
• Support response times: Support hours are 08:30–17:30 Mon–Fri (UK), excluding bank holidays. Critical (service unavailable/major outage): response within 2 business hours. High (key function impaired for multiple users; workaround available): response within 4 business hours. Medium/Low (limited impact or minor defect): response within 8 business hours. Requests received at weekends are acknowledged and triaged next business day.
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: No
• Onsite support: Yes, at extra cost
• Support levels: Webrecruit ATS support is included within the licence fee, with no additional support-tier charges. Each customer is assigned a dedicated Account Manager as the primary point of contact for service coordination and ongoing account support. Technical support is delivered by our in-house Product Support team, with escalation to engineering where required.; ; Support requests are prioritised using four severity levels: Critical, High, Medium and Low. During support hours (08:30–17:30 Mon–Fri UK, excluding bank holidays), we respond within 2 business hours for Critical issues (service unavailable/major outage), 4 business hours for High issues (key function impaired for multiple users; workaround available), and 8 business hours for Medium/Low issues (limited impact or minor defect).
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: We provide a structured onboarding process to help users start using Webrecruit ATS quickly. Implementation includes guided configuration workshops and role-based training for system administrators, hiring managers and recruiters. Training is delivered online as standard, with onsite sessions available where required. Sessions cover navigation, vacancy creation, workflow management, onboarding tasks, reporting, GDPR controls and administrator configuration so clients can manage day-to-day changes in-house.; ; All users receive access to our 24/7 online support portal for self-service help, including step-by-step user guides, FAQs and troubleshooting articles. Users can also contact our support team by email and phone during support hours for assistance.; ; Each customer is assigned a dedicated Account Manager to coordinate onboarding, provide best-practice guidance and support adoption. This includes quarterly check-ins to review usage, upcoming needs and service improvements, plus refresher training for new users and support following major updates.
• Service documentation: Yes
• Documentation formats: PDF
• End-of-contract data extraction: At contract end, customers can request an export of their customer data held in Webrecruit ATS (for example candidate records, applications, vacancy data, audit history and associated documents). Exports are provided in machine-readable formats with documents supplied in their original file formats (for example PDF, JPEG and Microsoft Office files). Data is provided securely via agreed transfer method (for example SFTP).; ; If customers wish to reduce data before contract end, authorised users can apply retention and deletion rules using our data deletion/retention controls in line with GDPR requirements.; ; Once the customer confirms receipt of the export, we delete remaining customer data from the service in accordance with our data deletion process and retention policy, and can provide written confirmation of deletion on request.
• End-of-contract process: At the end of the contract, Webrecruit follows a clear and secure offboarding process designed to support a smooth transition for the customer. As standard and included within the contract price, Webrecruit will deactivate system access on the agreed termination date and ensure that no further data is processed. If the customer requires a copy of their data, Webrecruit can provide a full data extract on request, supplied in a machine-readable format (such as CSV) together with all documents in their original file types. This export is provided at no additional cost.; ; Once the customer confirms safe receipt of their data (where requested), Webrecruit will securely delete all remaining information from the ATS in line with GDPR requirements and our internal data deletion protocols. A deletion certificate can also be provided at no extra charge.; ; Should the customer request bespoke support outside the standard offboarding process, such as custom data transformation, consultancy, or integration assistance, these activities can be provided at an additional cost following agreement in writing. Otherwise, all core activities relating to system closure, data export (on request) and data deletion are included within the contract.
• Documentation accessibility standard: WCAG 2.2 AA

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Opera
  • Other
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: There are no functional differences between desktop and mobile. The service uses a responsive design that adapts layout and navigation to the user’s screen size. For candidates, application forms may present content in a stepped layout on smaller screens to improve readability, while preserving the same actions (progressing, reviewing answers and navigating). For hiring teams, the back-office provides the same features and workflows on desktop and mobile, with only the page layout and display adapting to the device.
• Service interface: Yes
• User support accessibility: WCAG 2.2 AA
• Description of service interface: Webrecruit ATS is accessed via a secure, browser-based interface with a responsive layout for desktop and mobile (no installation required). Hiring teams use a role-based back-office interface to manage vacancies, review candidates, progress workflows, schedule interviews, and run reports. Candidates complete applications through an online application journey.; ; The service supports integration via REST APIs for data exchange with third-party systems (for example HR systems and job boards), subject to configuration and access controls. Core functionality remains consistent across devices; layout and navigation adapt to screen size.
• Accessibility standards: WCAG 2.2 AA
• Accessibility testing: Candidate-facing careers sites can be delivered to align with WCAG 2.2 AA. Some visual elements (for example contrast) can be influenced by customer-provided branding, colours and content; where customers undertake an accessibility audit or raise findings, we work with them to assess results and address any identified non-compliance through configuration changes or product updates.; ; Webrecruit ATS is also designed and QA-tested to support users who rely on assistive technology. We carry out accessibility checks aligned to recognised guidance (including WCAG principles), covering keyboard-only navigation, focus order/visible focus, form labels and validation, error messaging, and interactive component behaviour across the candidate journey. Where appropriate, we perform screen reader checks (for example using NVDA/JAWS) and verify usability with common browser and operating-system accessibility features such as zoom and contrast settings. Findings are logged and prioritised, with improvements delivered through ongoing releases to maintain compatibility and an inclusive user experience.
• API: Yes
• What users can and can't do using the API: Webrecruit ATS provides an open, outbound API that enables customers and third-party systems to extract structured data from the platform. Through the API, users can retrieve vacancy details, candidate profiles, applications, and onboarding information for reporting, synchronisation with HR systems, or display within external platforms. API access is enabled as part of the customer’s implementation, with credentials issued by Webrecruit and documentation supplied to guide integration setup and endpoint use.; ; Users can make changes to their external systems or workflows by consuming API data, automating processes such as job distribution, application retrieval or onboarding updates. The API operates in real time, allowing customers to configure how often they request or refresh data.; ; However, the API is one-way and currently supports data export only. Users cannot modify, update, or create records within Webrecruit ATS via the API, and cannot use it to configure system settings, workflows, or user permissions. Any changes to the ATS itself must be made within the Webrecruit ATS back-office interface.; ; Integrations must therefore be designed around outbound data flow, with limitations on write-back or bidirectional synchronisation. Full API documentation is available to support development and ensure integrations operate reliably within these constraints.
• API documentation: Yes
• API documentation formats: Open API (also known as Swagger)
• API sandbox or test environment: Yes
• Customisation available: No

Scaling

• Independence of resources: Webrecruit ATS is delivered as a cloud-hosted, multi-tenant SaaS platform designed to ensure one customer’s activity does not affect another’s performance. The service includes resilience, load balancing, regular backups, and disaster-recovery capability as part of the core system requirements. System performance is continuously monitored, and updates, maintenance and optimisation are handled centrally to preserve stable, consistent availability for all users. Customers therefore benefit from isolated, scalable resources that safeguard performance regardless of demand levels across the platform.

Analytics

• Service usage metrics: Yes
• Metrics types: Webrecruit ATS provides service usage and recruitment metrics through its reporting module, including a library of standard reports and a report builder for creating custom reports. Users can run reports on vacancies and applications, recruitment cycle times (for example time-to-hire and time-to-offer), interview activity, and equal opportunities data (where captured). Reports include job and vacancy activity (for example jobs created, activated and closing) and application activity, including exportable raw application data.; ; Audit logs are exportable and include timestamp, user, IP address and the action performed, providing visibility of system usage and user activity.
• Reporting types: Regular reports
• Resource tagging: No
• FOCUS resource tagging: No

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Developed Vetting (DV)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations:
  • United Kingdom
  • European Economic Area (EEA)
• User control over data storage and processing locations: No
• Datacentre security standards: Managed by a third party
• Penetration testing frequency: At least once a year
• Penetration testing approach: ‘IT Health Check’ performed by a CREST-approved service provider
• Protecting data at rest: Physical access control, complying with SSAE-18 / ISAE 3402
• Data sanitisation process: Yes
• Equipment disposal approach: In-house destruction process
• Data sanitisation type: Data Erasure

Data importing and exporting

• Data export approach: Webrecruit ATS provides multiple ways for users to export their data. All system reports covering candidates, vacancies, applications and activity can be downloaded in CSV, XLS or PDF formats. ; ; Candidate documents stored in the ATS can also be exported in their original file types, including Microsoft Office formats, PDF and JPEG. ; ; For compliance and audit purposes, authorised Super Users can export full activity logs, including data changes, timestamps, user identity and IP/device details. ; ; A complete data export can also be provided on request, ensuring all vacancy, application and candidate data is retrievable when required.
• Data export formats: CSV
• Data import formats: CSV

Data-in-transit protection

• Data protection between buyer and supplier networks: TLS (version 1.2 or above)
• Data protection within supplier network: TLS (version 1.2 or above)

Availability and resilience

• Guaranteed availability: Webrecruit guarantees Webrecruit ATS availability 24/7/365, excluding scheduled maintenance, with the following service levels: 99.9% availability during business hours (08:30–17:30 UK time) and 99.5% availability outside business hours. Availability is measured as the proportion of time the production service is available to end users, excluding agreed maintenance windows.; ; We monitor platform availability and key service components to support early detection and incident response. Scheduled maintenance is planned outside business hours wherever possible to minimise disruption and customers are notified in advance where practicable.; ; If availability falls below the stated service levels in a measurement period, customers are eligible for service credits in line with the contract/service levels (for example 10% of the monthly licence fee for each month where the SLA is breached).
• Approach to resilience: Webrecruit ATS is designed with a resilient, high-availability architecture to ensure continuous service delivery. The platform is hosted in OVH’s ISO 27001, PCI DSS and ISAE 3402 Type II–accredited datacentres, which provide strict physical security, dual power supplies, UPS systems and generators with 48-hour autonomy to protect against utility outages.; ; Webrecruit uses Zerto Disaster Recovery technology to continuously replicate production systems to a geographically separate secondary datacentre. This supports rapid restoration in the event of a datacentre-level incident, with local recovery achievable in approximately 1 hour and full failover in around 4 hours. ; ; Backups occur frequently, including SQL transaction logs every 15 minutes and daily full and intermediate backups, retained for 28 days. Virtual machine snapshots are taken nightly. ; ; Continuous monitoring of infrastructure, applications and databases ensures proactive detection of performance or availability issues.; ; More detailed datacentre architecture information can be provided on request.
• Outage reporting: Webrecruit reports outages to customers via email alerts to nominated administrative contacts. Notifications cover unplanned service disruption, planned maintenance and incident updates, and include the nature of the issue, expected impact (where known) and progress updates through to resolution.; ; Webrecruit does not currently provide a public status dashboard or an outage-reporting API. The service is monitored internally using server and application monitoring tools, and we communicate proactively to customers via the email notification process.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Username or password
• Access restrictions in management interfaces and support channels: Webrecruit restricts access to management interfaces and support channels through strict role-based access controls. The ATS back-office uses configurable permission groups to ensure users can only access functions appropriate to their role. Administrative and production access is limited to a small number of authorised Webrecruit personnel and protected via certificate-based VPN access, IP allow-listing, and strong password policies. All access is logged and monitored. Support channels are restricted to nominated customer contacts, with identity verified before changes or data requests are actioned. These controls ensure management and support access is tightly governed and auditable.
• Access restriction testing frequency: At least every 6 months
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Username or password

Audit information for users

• Access to user activity audit information: Users have access to real-time audit information
• How long user audit data is stored for: User-defined
• Access to supplier activity audit information: Users contact the support team to get audit information
• How long supplier audit data is stored for: At least 12 months
• How long system logs are stored for: At least 12 months

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards: Other
• Other security governance standards: Webrecruit ATS is hosted within OVH’s data centres, which are independently certified to:; ; ISO/IEC 27001 ; ; PCI DSS; ; ISAE 3402 Type II; ; While Webrecruit does not currently hold its own ISO 27001 certification, we operate internal security policies and processes aligned with industry best practice.
• Information security policies and processes: Webrecruit follows a structured set of internal information security policies covering data protection, access control, password management, vulnerability management, incident response, and change control. Policies are reviewed regularly by senior management and updated in line with industry best practice and regulatory requirements (including UK GDPR).; ; Security responsibilities follow a defined reporting structure: day-to-day infrastructure and platform security is managed by Webrecruit’s DevOps and Infrastructure teams, who report into the Operations Director. Policy compliance, incident oversight and risk management are monitored at management level, with critical issues escalated directly to the Operations Director and Managing Director.; ; To ensure policies are followed, Webrecruit enforces strict access controls, role-based permissions, password complexity, VPN-based administrative access and IP allow-listing. Only authorised personnel can access production systems. Regular vulnerability scanning, monthly web-application testing, and annual CREST-certified penetration testing validate adherence to security processes. ; ; Webrecruit ATS Data Security; ; All staff involved in platform management follow documented procedures for updates, patching and system changes, which are first applied in test environments before being deployed to production. Monitoring systems track infrastructure and application behaviour in real time, ensuring security controls remain effective.
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: Webrecruit follows a structured configuration and change-management process to ensure platform stability and security. All application and infrastructure components are version-controlled and tracked throughout their lifecycle, with updates documented and applied first to test environments before production deployment. ; ; Changes are reviewed by the DevOps and Infrastructure teams, who assess potential performance and security impacts prior to approval. Production access is restricted to authorised personnel via VPN and IP allow-listing, ensuring only controlled changes are made. Security patches, upgrades and fixes are deployed following validation, and monitoring tools track system behaviour in real time to confirm changes remain safe and effective.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: Webrecruit follows a proactive vulnerability management process to protect the ATS. Potential threats are identified through monthly vulnerability scans of the web application, continuous infrastructure monitoring, and annual penetration testing conducted by an independent, CREST-certified third party. Findings are prioritised based on risk and potential impact. Security patches and updates are applied promptly, with fixes first tested in non-production environments before deployment to live systems to minimise risk. Threat intelligence is informed by scan results, penetration test reports, vendor security advisories, and alerts from our hosting provider, OVH, ensuring emerging vulnerabilities are identified and addressed in a timely manner.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Webrecruit uses continuous protective monitoring to identify and respond to potential security or availability issues. The platform is actively monitored at server and application level using tools such as Zabbix and Statuscake, which track performance, availability and system behaviour in real time and generate alerts if thresholds are breached. ; ; Access to production systems is restricted, logged and monitored to detect unauthorised activity.; ; When a potential compromise or incident is identified, the DevOps and Infrastructure teams investigate immediately, prioritising containment and service protection. Critical incidents are responded to without delay, with remediation actions implemented as soon as possible to minimise impact.
• Incident management type: Supplier-defined controls
• Incident management approach: Webrecruit follows defined incident management processes for common events such as service availability issues, performance degradation and security incidents. Incidents are categorised by severity (Critical, High, Medium, Low) with clear response and target resolution times. Users report incidents via email or telephone to the Webrecruit Support team, with issues relating to availability prioritised.; ; Once an incident is identified, it is investigated immediately by the DevOps or Infrastructure teams, with mitigation actions taken as required. Webrecruit maintains records of all incidents and provides status updates and post-incident summaries to customers where appropriate, including details of cause, impact and resolution.
• Post-quantum cryptography secure: Yes

Secure development

• Approach to secure software development best practice: Conforms to a recognised standard, but self-assessed

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: Yes
• Free trial available: Yes
• Description of free trial: Webrecruit ATS offers an optional 6-month free trial. During the trial, users have full access to core ATS functionality, including vacancy management, candidate tracking and reporting. A careers site is not included as part of the trial. Optional third-party integrations, such as digital signatures, are available at additional cost.

Discount percentage by annual call-off contract value (excluding VAT)

• Less than £250,000: 5%
• Between £250,000 and £500,000: 5%
• Between £500,001 and £1,000,000: 5%
• Between £1,000,001 and £2,500,000: 5%
• Between £2,500,001 and £5,000,000: 5%
• Over £5,000,001: 5%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: Laboratoire National de Métrologie et d’Essais (LNE)
• ISO/IEC 27001 accreditation date: Saturday 4 February 2023
• What the ISO/IEC 27001 doesn’t cover: Webrecruit ATS is hosted within secure data centres provided by OVH, whose facilities and infrastructure are certified to ISO/IEC 27001. This ensures that the physical and environmental security of the hosting environment, as well as the underlying infrastructure supporting the ATS, is managed in line with internationally recognised information security standards.; ; While Webrecruit as an organisation is not currently ISO/IEC 27001 certified, we follow robust internal information security practices aligned to industry best practice. Our use of ISO 27001 certified data centres forms a key part of our overall security posture, ensuring customer data is hosted within a controlled, monitored, and standards-compliant environment.
• ISO 28000:2022 certification: No
• ISO 9001 certification: No
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: Yes
• Who accredited the PCI DSS certification: XMCO
• PCI DSS accreditation date: Friday 22 December 2023
• What the PCI DSS doesn’t cover: Webrecruit’s PCI DSS coverage is limited to the hosting infrastructure provided by OVHcloud. OVHcloud’s policies, procedures, and system configurations for environments that store, process, or transmit cardholder data have been independently assessed and certified as meeting the requirements of the PCI DSS, as endorsed by Visa, MasterCard, American Express, Discover, JCB, and UnionPay.; ; Webrecruit ATS itself is not covered by PCI DSS certification, as the platform does not store, process, or transmit payment card data. Webrecruit does not provide payment processing functionality within the ATS, and no cardholder data is handled at the application or organisational level.
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: 85393212-c171-44ff-8214-f29f4dee06f4
• Cyber essentials plus: No
• Cyber Essentials Alternative: In relation to the services you do not have a current and valid Cyber Essentials Plus certificate which has been awarded by one of the government approved Cyber Essentials accreditation bodies but you are working towards gaining it, and will be in a position to confirm that you have been awarded a current and valid Cyber Essentials Plus certificate by one of the government approved accreditation bodies within 12 months of the date of award.
• Other security certifications: No

Social value

• Section B - Commitment for Future: Delivery:

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority

    • New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
    • Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
    • Plans to engage the contract workforce in deciding the most important workplace issues to address
    • Monitoring of employee engagement rates (by protected characteristic) and, where necessary, the development of actions to ensure all voices are heard across the diversity of the workforce
    • Activities to cascade good practice on fair working conditions throughout the supply chain
    • Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
    • Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
    • Volunteering opportunities for staff
    • Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
    • How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.

    • Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
    • Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 3: Resilient, innovative and flexible supply chains: Support economic growth through enabling resilient businesses, opportunities for small businesses and voluntary, community and social enterprises

    • Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
    • Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
    • Plans for positive actions with community groups.
    • Support for community-led initiatives relevant to the contract. Illustrative examples: improving transport links; reducing loneliness; helping with English language proficiency; and facilitating social mixing among people with different backgrounds

  • Mission: Make Britain a clean energy superpower: To cut bills, create jobs and deliver security with cheaper, zero-carbon electricity by 2030, accelerating to net zero

    Policy Outcome 4: Sustainable procurement practices: Reducing carbon footprints, minimising waste, and promoting the use of clean energy and green technologies.

    • Understanding of opportunities for additional environmental benefits delivery in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Delivery of additional environmental benefits through the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Understanding of how to influence staff, suppliers, customers, communities and/or any other appropriate stakeholders through the delivery of the contract to support climate and nature protection and improvement
    • Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 6: Employment and training: For those who face barriers to employment

    • Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
    • Creation of employment opportunities particularly for those who face barriers to employment, such as prison leavers, care leavers and/or who are located in deprived areas, and for people in industries with known skills shortages or in high growth sectors
    • Understanding of the issues affecting the representation of disabled people in the workforce in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Inclusive and accessible recruitment practices, and retention-focused activities, including those provided in the Guide for line managers on recruiting, managing and developing people with a disability or health condition
    • Understanding of the issues affecting inequality in employment, skills and pay in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors. Measures to tackle inequality in employment, skills and pay in the contract workforce
    • Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.

    • Understanding of the issues affecting the development of new skills by target cohort
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • Understanding of issues relating to entering the contract workforce

  • Mission: Build an NHS fit for the future: That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.

    Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.

    • Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
    • Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at tenders@webrecruit.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.