The Workforce Desk
Your people hired, inducted and paid. You stay the employer.
Recruitment, onboarding, induction records, credential expiries and payroll, run by our team on your own cycle. You choose every hire. We own the queues in between, which is where the weeks go.
- Recruitment: role definition, advertising, screening and the first contact with applicants.
- Onboarding owned end to end, rather than spread across several inboxes.
- Induction and training, evidenced with dates and completion records.
- Worker compliance maintained, with expiries tracked ninety days ahead.
The calendar nobody watches
Worker compliance is a calendar, not a filing cabinet. Something expires on a date nobody is watching, and the practice finds out at the moment they need that person to work.
Why it happens
It is a second job, given to somebody who already has one.
Recruitment, onboarding, induction, training records, credential currency and payroll are not occasional tasks. In a practice with any turnover at all they are continuous. They are almost never anybody's actual role.
So they are distributed. The owner signs off the hire and then chases the paperwork between patients. Senior reception screens applicants on a Thursday, if Thursday is quiet. A bookkeeper runs payroll from an arrangement only they fully understand. Nobody watches the expiry dates, because watching them is not on anybody's list.
The consequences are predictable. Good applicants usually accept the offer from whoever replied first. New staff take weeks longer than necessary to become useful, because each step of their induction sits in a different queue. And an expiry is discovered at the point it matters rather than ninety days ahead.
The calendar nobody watches
A working rule, not a record
90days
of notice before an expiry becomes a rostering problem
90 days = 13 weeks. The working parameter of the desk.
A document in a folder answers the question “do we have it”. It never asks the question that matters, which is “when does it stop being true”. That question has a date on it, and a date belongs in a calendar.
A registration
Renewed on a cycle the practice does not set.
A credential
Issued by somebody else, with its own expiry.
A training currency
Lapses quietly. Nothing announces it.
Ninety days outThe renewal is actioned while it is still only admin.
The day they are rosteredWhere a filing cabinet finds out, and where it becomes a rostering problem.
A filing cabinet holds the document. It does not hold the date. The practice finds out at the moment it needs that person to work, which is the one moment nothing can be done about it.
Read this as a table
| What expires | Surfaced by the calendar | Found in a folder |
|---|---|---|
| A registration | 90 days ahead | The day the person is needed |
| A credential | 90 days ahead | The day the person is needed |
| A training currency | 90 days ahead | The day the person is needed |
Both dates are rules, not observations
- The date the calendar surfaces it
- The date the practice needs the person
The three rows are the same length on purpose. Ninety days is a rule applied to every expiry equally, not a measurement of any practice, and drawing three different windows would imply data that does not exist.
What we run
What we actually do.
Role definition, advertising, screening and the first contact with applicants. Speed is the whole game here: an applicant has usually approached several employers in the same week, and whoever speaks to them first usually wins.
Owned end to end rather than spread across several inboxes, so somebody who accepts on the third is working productively in days rather than weeks.
Site and role induction, software access, policy acknowledgements and role-specific training, evidenced with dates and completion records as they happen.
Registration, credential and training currency maintained as events occur rather than assembled under pressure, with expiries tracked ninety days ahead so a renewal is actioned before it becomes a rostering problem.
Processed on your own cycle, against the hours and entitlements that apply to your staff, with your practice remaining the employer throughout.
We process payroll, we do not advise on it. Tax treatment, contractor classification, employment disputes and regulatory interpretation go to your accountant or lawyer, and we say so rather than be drawn.
What gets measured
Measured against your own baseline.
A baseline is taken before anything changes, so the reporting measures you against your own starting position rather than an industry figure. The monthly report includes what did not work.
The monthly report
No figures in it, on purpose
| What is measured | Baselinebefore anything changes | This monththe month being reported | Changeagainst your own baseline |
|---|---|---|---|
| Time from offer accepted to productive start. | Not shown | Not shown | Not shown |
| Registration and credential currency across your team, with what falls due next. | Not shown | Not shown | Not shown |
| Induction and training completions, with dates. | Not shown | Not shown | Not shown |
| Payroll accuracy, and anything that had to be corrected. | Not shown | Not shown | Not shown |
These cells are blank on purpose. The first numbers in them will be yours, measured before we start, so the only thing the reporting can compare you against is where you actually were.
No industry figure is used anywhere in this report
This is the structure of the report, not a sample of one. There are no numbers in it because there are none to show yet: the service is new to practices, there are no case studies, and a figure borrowed from somebody else would not be about your practice anyway.
What we do not do
The boundaries are the product.
Not the fine print. These are contractual rather than cultural, and they do not move.
Your practice employs its own people and chooses every hire. We recruit on your behalf, administer the employment lifecycle and process payroll. We are not an employer of record, we do not supply labour, and we never place our own people into your roles.
We work alongside your reception, not in place of it. What we remove is the second job that was handed to somebody hired for the first one.
We maintain the records and the calendar. The regulatory obligation stays with your practice. We make it straightforward to meet, and we do not assume it.
No triage, no assessment of urgency, no advice of any kind. Anything clinical stops with us and goes to your team, under a protocol agreed in writing before we take a single call. All clinical and professional judgement stays with your practitioners.
The other desk
The two problems regenerate each other.
A practice that hires efficiently still has a desk where one person does one thing at a time. The people are in place and the phone is still ringing out at eleven on a Tuesday. That is the other desk, and the two problems regenerate each other.
Questions
Before you ask us on the call.
Do our staff become your staff?
No. Your practice employs its own people at all times and chooses every hire. We recruit on your behalf, administer the employment lifecycle and process payroll. We are not an employer of record, we do not supply labour, and we do not place our own people into your roles.
Do you give employment or tax advice?
No. We process payroll and maintain compliance records. We do not advise on tax treatment, on whether somebody is a contractor or an employee, on an employment dispute, or on how a regulatory requirement should be read. That goes to your accountant or lawyer, and we will say so rather than be drawn.
Do you replace our reception team?
No, and we will not describe it that way. Your team keeps the counter, the greeting, the payments and the person in the room. What we take is the work that never reaches the top of their list, and the second job somebody was given on top of the one they were hired for.
What software do you work in?
Yours. We work inside the practice software you already run, and we go deep on a small number of systems rather than claiming all of them. Tell us what you use on the call and we will tell you straight whether we already support it. Nothing migrates, and your software stays the system of record.
Who can see our information?
Named coordinators, each with their own login under your own access control, with permissions limited to the work and revoked the day somebody leaves the role. Never a shared account. Your information stays inside your own systems. We keep our own log of the work we did, which is what your monthly report is built from, and we do not assemble a copy of your records.
Are we locked in?
The engagement runs quarter to quarter, with no commitment beyond the current quarter. Commercial terms are covered on the review call and set out in writing in the proposal, so nothing is a surprise and nothing is signed on the call.
Book
Book a 30-minute review.
Thirty minutes on how your practice actually runs. You leave with a written assessment of whether this fits, including if it does not, and a picture of your own numbers before anything changes.
Nothing is signed on the call.