Real providers. Real results.

The problem

Our client is a multi-site care provider for adults and children with complex needs, based in a rural location where families have very specific requirements for staff. Despite significant effort, they were unable to recruit new staff, and as existing staff left, office staff came under pressure to cover care calls directly. The business couldn't grow. They had considered international sponsorship but were concerned about client reaction to overseas staff and the operational complexity involved.

What we did

Once Lifted completed their sponsorship licence application, we agreed that hiring sponsored staff already in the UK was the fastest way to boost numbers. We provided candidates for interview, and 8 staff were hired rapidly. Lifted arranged housing, relocation, and compliance for every new hire, and supported the client in reassuring families who were initially nervous about staff from other countries.

The problem

Our client is a large home care provider in the North of England with 4 locations and a further 4 acquisitions pending. Predominantly serving local authority clients, they were struggling to recruit staff who could cover calls at short notice, repeatedly turning down work and missing growth targets. They wanted to acquire further sites but couldn't pursue this confidently without a scalable way to supply carers.

What we did

Lifted helped the client obtain a sponsorship licence, then found, trained, and relocated 27 staff from overseas in two months. The Lifted team briefed the client on their sponsorship responsibilities, sourced housing for every care worker in a competitive rental market, met staff at the airport, and delivered a bespoke 'Life in the UK' curriculum to prepare them for the role.

The problem

Our client is a private home care provider in Buckinghamshire, part of a franchise serving an affluent area with poor public transport. They were struggling to find local staff who could drive and cover the early morning calls their private clients expected. Growth had stalled, and a planned live-in care launch was stuck for the same reason. They had not hit their annual target of 20% growth.

What we did

Lifted helped the client secure a sponsorship licence and hire 13 sponsored staff, a mix of overseas candidates and those already in the UK, increasing their workforce by 50%. Every new hire could drive, had a car, and was available for the required morning shifts. Lifted arranged driving lessons where needed and worked closely with the team through day-to-day operational challenges.

The problem

Applications came in, but nobody called them back for days. By the time the office got round to it, good candidates had taken other jobs.

What we did

Lifted's AI called every applicant within minutes of applying, screened them on the provider's values and started right-to-work and DBS checks before a manager ever picked up the phone.

The problem

Onboarding lived in three spreadsheets and an inbox. Files were rarely complete on day one, and gaps only showed up when someone went looking.

What we did

Every right-to-work, DBS, reference and training record was requested, chased and checked automatically. The manager saw one clean file per person and signed it off.

The problem

Recruitment spend was fixed, results weren't. Nobody could say what a hire actually cost.

What we did

Sourcing and screening moved onto Lifted's pay-as-you-go model, nothing up front, a flat fee only when someone starts.

The problem

Reporting duties had slipped, records didn't match the rota, and the action plan had a hard deadline.

What we did

Ex–Home Office inspectors ran an urgent audit, fixed the gaps in priority order, rebuilt the record-keeping and put always-on monitoring behind it.

The problem

The team believed their files were fine, but no one had checked them against current expectations rather than last year's.

What we did

An IAA-regulated adviser audited every sponsored worker file, produced a prioritised fix-list and rehearsed the visit with the authorising officer.

The problem

One missed renewal means a carer off the rota, and hours the group had already sold to a council.

What we did

CoS allocations, timing and submissions are now managed end to end on flat, predictable fees, with expiry dates tracked against the rota rather than a calendar reminder.