Case Study

FMCG Urgent Project

With a 72 hour turnaround Value Match identified and provided on-site procurement resources


Value Match had worked with our customer for some time, a specialist consultancy company, who had a strong base of procurement consultants in place, however, due to an urgent requirement needed interim resources to be deployed immediately.


Value Match, using its own commercial capability, validated the requirements and prioritised the experience and capability needed:

  • Provided a full-time project manager to support the resourcing approach due to the urgent timescales and specialist subject matter area
  • A small blended team of supply chain managers and analysts was required
  • Specific sector expertise was critical due to the supply chain risk associated with the project, this significantly narrowed the candidate criteria
  • Quickly advised the customer of the realistic day rates expected for the different levels within the team
  • Sourced candidates from the Value Match network
  1. Resources identified, contracted with, and fully briefed prior to being needed on-site
  2. Resources identified within the commercial cost framework needed for the customer to ensure a reasonable profit margin despite urgent requirement
  3. Recommended to the customer that we build an accredited pool of interim procurement and commercial resources to meet future potential requirements, to reduce the risk for future projects
For further information, contact Emily Stewart

T: 07593 447 384

Case Study

Time is of the Essence

75% of procurement placement were made from the Value Match network


Our customer required facilities management, professional services, and IT category management capability to support several forthcoming major projects with EU Directive experience and had been unsuccessful in attracting permanent resources with the desired capability and experience.


Due to the urgency of requirements Value Match used a combination of approaches to meet the challenge:

  • Ensured the customer requirements and job description more accurately reflected the customers operational needs and ensuring a better match with potential candidate experience
  • Using the extensive Value Match network of accredited procurement specialists to reduce time to fill roles and to access a broader and higher quality of potential candidates
  • Used the Value Match network to pro-actively identify other suitable candidates
  • Directly targeted interim resource we felt may be looking for permanent roles in the future to provide customer continuity and meet the project timescales
  1. 75% of placements were made from the Value Match network within 2 months of receiving the customer brief
  2. Provided short term interim solution to ensure customer operational requirements were met, with several interims converted to permanent during the project
  3. Client saved over £50k in a 12-month period when compared to prior rates paid to other agencies
For further information, contact Emily Stewart

T: 07593 447 384

Case Study

Programme Management

Specialist commercial resources secured while achieving 30% savings for private sector customer


The customer had no internal expertise to manage a specialist recruitment process with the generalist HR unable to find programme and commercial management expertise and had received very limited responses to previous job posts. This was limiting the customers’ ability to effectively support several critical professional service contracts.


Value Match working in partnership with the customer to:

  • Design a process and set of terms and conditions that would attract candidates to the customer, highlighting the customers values and working culture
  • We worked closely with the client to refine job descriptions and adverts to more accurately position the roles in the marketplace
  • Used specialist job boards and niche targeting on LinkedIn to help identify a broader range of candidates
  • Used the Value Match network to identify candidates that were immediately available
  1. Established an end to end resourcing process for the customer, including company and role information to attract future candidates
  2. 30% made in savings on 4 permanent placements from previous agencies quoted prices
  3. All vacancies filled within 4 weeks of engagement
  4. Value Match supported the resource needs for additional commercial analysts
For further information, contact Emily Stewart

T: 07593 447 384

Community Story

Talent and Diversity

In partnership with a private sector client we created a customer focused procurement team with diverse capabilities and experience. The requirement was to support a rapid growth in revenue, introduce blended technical skills, multi-sector experience anchored around procurement, with all roles needing strong communication and customer focus.

Value Match began by interviewing the customer to establish their values and define their requirements for each specific role, to ensure a capability and cultural fit. It was clear that in addition to traditional skills a resonance with the environment and local community was critical to the customer’s values. The customer had a long and demonstratable commitment to community values and supported the local community through various charity projects. The cultural and values fit informed all stages of the process, from job specification development, candidate search through to assessment and interview stages.

The customer commitment to the process was exceptional, and for certain roles it was clear that to attract a pool of candidates some adjustments to existing salary bands was required, both up and down, based upon the available candidates and the potential value they would bring to the customer. Due to this high-level of engagement and partnership approach we were able to fully resource the entire team across the UK over a 6-month period. The team is now bedding in and successfully meeting their business strategy and targets.

As with all assignments, the resourcing team keeps in touch with the customer and successful applicants to ensure the process provides a sustained solution for all parties and to learn any lessons from the project. Our biggest take-away was to ensure there was a common understanding of the balance between technical and communication skills, and specifically the technical areas the customer was prepared to support successful candidates to close any gaps in knowledge.


Emily Stewart joins Value Match as Procurement Recruitment Manager

Emily Stewart

Are you hiring?

Value Match are happy to announce we have appointed Emily Stewart as our Procurement Recruitment Manager.

Emily has a level 4 CIPS Diploma in Procurement and Supply and will be taking a leading role within the shared service team at Value Match.

Emily has procurement experience in both the public and private sector, she started out as a procurement apprentice within Durham County Council and progressed to Category Manager at Believe Housing where Emily continued to develop experience of embedding social and environmental criteria as part of the procurement process.

Emily has previously managed teams of procurement professionals responsible for the end to end process, ensuring a customer focused approach to deliver to deliver a wide range of customers across Central Government, Local Government, Education and NHS.

With Emily’s procurement experience, Value Match continue to expand our resourcing team’s procurement expertise to match high quality procurement resource to our customers’ requirements.

For more information on our resourcing support offering, contact us on 0800 917 7884.


Security Clearances – Understanding the Differences

There is an increasing demand in the UK Public Sector for specialists to work on roles that require a  variety of Security Clearances. There is a wide range of clearances which cover Baseline Personnel Security Standard (BPSS), Disclosure & Barring Service (DBS), Counter Terrorist Check (CTC), Security Check (SC), Developed Vetting (DV) and more covering the Police (i.e NPPV) and NATO.

For hiring organisations, access to professionals with current Security Clearance  is becoming increasingly difficult,  as individuals with the right clearances are  snapped up by Public Sector departments or Suppliers in the Private Sector providing services into Government. There is also considerable pressure and delays  getting new individuals Security Cleared which processes continue to be delayed due to a growing backlog.

There is also a growing confusion in the marketplace on what levels of Security Clearances you need and/or may have, how to obtain clearances and when you are cleared, how long they typically last.

Types of Security Clearance

In the United Kingdom, security clearance assesses an individual’s suitability to work with sensitive information. It is required when applying for roles within some of the departments in central government, organisations such as the police or armed forces and other organisations in both the private and public sector that are required to comply with the security procedures set by the government. Security clearance is required to protect assets against threats from hostile intelligence services, cyber security threats, terrorists and other pressure groups.

Baseline Personnel Security Standard (BPSS): this is completed by everyone when they are recruited into a new role and is part of the onboarding process. This is not a formal security clearance and aims only to provide a level of assurance for new employees. This process is conducted by a recruitment agency, external vetting team or employer and will cover things such
as references, passport /identity check and proof of address (right to work), visa information (if applicable) etc.

Disclosure & Barring Services Checks (DBS Check): a DBS check will contain details of unspent convictions/cautions and can be applied for by an individual at any time online. Standard DBS checks and enhanced DBS checks provide details of spent and unspent convictions and are applied for by the recruiting organisation. Enhanced checks also include details
of non-conviction information if relevant. This is a common requirement for public sector workers and can be consistently renewed on a yearly basis in order to secure roles within organisations such as local government and the NHS. To request a basic DBS check, click here.

Counter Terrorist Check (CTC): is required for candidates working near public figures, who have access to material and information, or have unrestricted access to government commercial establishments that may be considered vulnerable to terrorist attack. CTC clearance includes BPSS, departmental / company records check, security questionnaire, criminal record check and security service check. Candidates applying for CTC clearance must have been a resident in the UK for a minimum of 3 years.

Security Check (SC): is carried out when individuals will have access to SECRET or TOP SECRET assets. The full SC clearance process includes: BPSS, departmental / company records check, security questionnaire, criminal record check, credit reference check, security service check. This process can take between 1-3 months (aim usually is for 4-6 weeks) and is completed prior to
a candidate starting work. Candidates applying for SC clearance must have been a resident in the UK for a minimum of 5 years.

Developed Vetting (DV): is the most complex and comprehensive security clearance. It is essential for posts that have frequent access to TOP SECRET material. DV clearance has a process which follows a variety of mandatory vetting stages and can take up to 9 months to be completed and granted. This process includes; BPSS, departmental / company record check,
DV security questionnaire, criminal record check, credit reference check and review of personal finances, security service check,
medical and psychological information check, interviews with the applicant and their character references and current / previous supervisors. The clearance is only valid for a pre-determined period (usually 3- 7 years) and a security appraisal is carried out annually. It is reviewed after this to see if still required. Candidates applying for DV clearance must have been a resident in the UK for a minimum of 10 years. For more information on security clearance, click here

How to get Security Cleared

Becoming CTC, SC, NPPV or DV security cleared is not easy and can only be requested by an employer/sponsor. It must be carried
out by the United Kingdom Security Vetting unit (UKSV). There is no facility for individuals or independent limited companies
to take out or apply for security clearances themselves.
Private sector organisations can only obtain security clearances if the organisation has been LIST X approved. Being part of LIST X
requires that the organisation has been awarded, or in the process of being contracted, to work on classified projects. Once you have been security cleared you may be able to transfer this over to a new employer if clearance is also required for your new role or the organisation is a LIST X company.

Once you have been security cleared, it will remain active for the duration advised in the application. This will vary depending on the clearance you have (typically between 5-10 years). If you leave a role which required security clearance and do not go to another organisation where the clearance is required, it will lapse after 12 months of inactive use. Once lapsed, if you secure another role which requires some form of security clearance, you will have to complete clearance checks again. When you leave a role in which you are DV cleared this clearance will reduce to SC clearance level for a period of 12 months from your employment end date and then will lapse completely. SC clearance will lapse after 12 months from the date you left the position.

If you start a role while your security clearance is being completed (whether it be first time or if it is being renewed) you will start your role with a clearance at BPSS level while your higher clearance is being processed. During this time, you will have restricted site access and may need to be escorted around your place of work until your full clearances are in place.

Can you be refused Security Clearances?

An applicant can be refused security clearance. The vetting team need to ensure you do not prove a threat, you can be trusted,
and you have a verifiable background. If you are refused security clearance and you are unhappy with the decision, you can to
appeal through the independent security vetting Appeals Panel. Reasons for refusal include:

  • UK Residency – you must have been a resident in the UK for; 4 out of 5 years for SC and 9 out of 10 for DV
  • Financial History – you have financial irregularities i.e. CCJ’s or high levels of debt
  • Employment History – if you have gaps in your employment history
  • Criminal Record – if you have any spent or unspent convictions that weren’t declared
    or if convictions are a potential threat
  • Family History – if you have any family tied to radical groups, terrorism, espionage etc.
  • Missing Information – if you do not answer or refuse to provide response to questions asked

Value Match have extensive experience of supporting candidates secure their next role in a security cleared environment, and the Value Match network provides our clients with the best in class, readily available talent for security cleared roles. Join the Value Match network and find your next security cleared role.


Making the Move from the Permanent to the Interim Market

If you have found yourself discovering you’re in a situation where you are going to look to start or make a move into contracting, whether it be because you want more flexibility, you have fallen on a redundancy, or you are wanting to be involved with new and exciting projects. Whatever your reason may be, the move is not easy, so today we will provide you with some information on what to expect, and how to make the move as stress free as possible.

It can be a daunting move but contracting comes with huge benefits, and often after the move is made contractors never make a return to the permanent job market. There is the huge benefit of being part of an exciting project, you go into a business knowing what the end goal is, and after achieving that goal (hopefully successfully) there is often a huge sense of accomplishment. Working on a variety of different projects on short term contracts, for many, is a much more exciting way of working and something contractors often much prefer to what they would get when in a permanent position.

As a starting point when going interim you will need to make a decision and decide on whether you should set up your own Limited Company or register with an Umbrella Company, although to many this seems like a daunting process, it can be relatively straight forward. If you are going to set up your own Limited Company this involves a few simple steps/processes which includes registering with Companies House. Each Limited Company must have at least one Director, this individual is an employee of the company, and with this comes responsibilities such as paying National Insurance Contributions and income tax.

When setting up a Limited Company it is essential to consider the ‘Intermediaries’ Legislation’ which is frequently referred to as IR35. This legislation ensures that you pay roughly the same in National Insurance and in income tax, as if you had been employed directly through the employer. If the IR35 is ignored, there can be penalties that can be imposed by the likes of HMRC. However further guidance can be provided by your accountant, and plenty of practical advice can be found online. Something you should always ensure as a starting point is that any contract you enter into is IR35 compliant whether it be via an agency or with the hiring employer.

For more information on setting up your own limited company and around IR35, visit:

Not only do you need to think about how you will be paid, but there are also a number of other considerations to take into account when embarking on your first contract. When you start your contract it is essential to be prepared to ‘hit the ground running’ as unlike a permanent role, you are less likely to get support in training, and your impact on the business will be expected to be seen as early as possible. This isn’t something to be scared of, but it is important to maintain your skill set. If you go into an interim role you need to be prepared for this, you should feel confident and excited about the move you’ve made into contracting.

If you would like to have a chat around making the move from permanent to interim, please feel free to get in touch with Value Match for a confidential discussion on how we can help you.

For any advice on making the move contact our team.