Two ways to work with us.
Pick the model. Everything below it changes to match: scope, process, terms and the diligence.
Contract staffing that holds up under audit.
For 28 years, NetConnect has put engineers on the ground for enterprises that cannot afford a hiring miss or a compliance gap. In the UK the employment sits with a licensed local employer. We source and screen, they employ.
Five ways to take the same skill.
Contract staffing
Engineers on our payroll, working on your project, for as long as you need them. You get the skill without the headcount. We carry the employment risk, the statutory liability and the paperwork.
Permanent hiring
Lateral and leadership hiring across engineering, data, cloud, security and product. Contingent or retained, depending on how critical the role is.
Payrolling
You found the person. We employ them, pay them, and keep every statutory filing clean. Useful when your headcount is frozen but the work is not.
Managed capacity & SOW
When you want an outcome instead of a timesheet. We own the pod, the delivery and the SLA. You review the output.
Offshore delivery centres & GCC support
Stand up an India team without building the hiring and compliance machinery yourself. We hire, house, run compliance and hand over when you are ready to take it in-house.
The part most staffing firms
bury in the MSA.
Off-payroll liability is real. Get a status determination wrong, or lose sight of who is paying whom in the chain, and HMRC comes to you for the PAYE and National Insurance that should have been deducted. That is why the employment sits with a licensed local employer, and why you can see what they hold, file and send you.
What the local employer holds
- Employment business standing under the Conduct of Employment Agencies and Employment Businesses Regulations 2003
- A PAYE scheme registered with HMRC, with an accounts office reference for every worker
- Employers' liability insurance at or above the statutory minimum, alongside public liability and professional indemnity cover
- A qualifying workplace pension scheme for auto-enrolment
- VAT registration, with digital records kept under Making Tax Digital
What we file, every pay run
- Real Time Information Full Payment Submission to HMRC, with PAYE and National Insurance deducted at source
- Auto-enrolment assessment each period, contributions paid to the scheme, re-declaration of compliance to The Pensions Regulator
- Apprenticeship Levy where it is payable, and the Employment Allowance position
- VAT returns under Making Tax Digital
What we send you, every month
- Payslips, and a Key Information Document issued to every worker before the engagement starts
- Right to work evidence, share code checks recorded before the first day on site
- The Status Determination Statement acknowledged wherever the off-payroll rules apply
- Ready for your auditor before your auditor asks
Audits cleared for Walmart, IBM, HPE, BNP Paribas, PwC and Kyndryl
What we cover beyond payroll
- Agency Workers Regulations equal treatment on pay and basic conditions from week twelve
- Holiday under the Working Time Regulations, accrued and paid, not quietly rolled up where it should not be
- Statutory Sick Pay, and statutory maternity, paternity and shared parental leave
- Pension contributions at or above the statutory minimum for every enrolled worker
- Equality Act 2010 compliant selection, documented
For medium and large clients the off-payroll rules put the status determination on you, and the deduction on whoever pays the worker. Small companies are out of scope, which changes as you grow rather than when it suits anyone. We agree status and the Agency Workers Regulations twelve-week clock at the point we scope the role, not in month four. Your rate cards will not get surprised.
Candidate data is handled under the UK GDPR and the Data Protection Act 2018, in line with the ICO's employment practices guidance. Background checks run on documented consent, with DBS checks only where the role genuinely calls for one. Our platforms are ISO 27001 aligned with SOC 2 controls in place.
28 years in IT staffing, still privately held, still founder run
80+ enterprise clients
~2,000 billable engineers deployed today
A compliance record clean enough that clients audit us, then stop auditing us
Permanent hiring, closed and joined.
Anyone can send you profiles. The hard part is getting the right person to accept, and then actually turn up on day one. That is the part we are measured on. Sales, technology, finance, HR, operations, marketing, legal: every white-collar function.
Joins, not submissions.
We qualify the role before we source
Half of the failed hires start with a JD that three stakeholders read differently. We agree on must-have versus nice-to-have, the real comp band and the interview loop, before a single profile moves.
We screen on capability, not keywords
For technical roles that means skills evidence. For sales, the number they carried and whether they hit it. For finance, the scope they owned, not the title they held. You see reasoning, not a resume with the right words in it.
We calibrate to your market
Comp, notice-period behaviour and supply depth differ sharply by function, city and industry. A finance controller in London and one in Manchester are different markets. We tell you what the market actually pays before you anchor on a number that will not close.
We report on joins, not submissions
Submission counts are vanity. The numbers we review with you are offer-to-accept, accept-to-join, and time-to-fill.
Priced on joining.
Not on paperwork.
Percentage of fixed annual salary, agreed upfront, no hidden add-ons
Invoiced on joining, not on offer
Replacement guarantee window on every placement
Retained model available for leadership and confidential mandates
Off-limits policy in writing. We do not source out of the clients we hire for
Hiring, minus the part you hate
Same bar, far less of your week. Tell us who you are and see exactly what lands on your desk.
Pick a day. We chase everyone else.
Strongest on distributed systems. Rebuilt a payments ledger running at 4k TPS.
Two moves in six years, both step-ups. Relocation risk checked, nothing there.
Your team spent that week on closing calls instead.
Pushed to Nikhil's req, already screened, so nobody repeats the work.
One must-have to probe. Everything else is already done.
Chose boring tech over a rewrite and defended it with numbers. Worth 90 seconds.
Takes pushback well. Ask about the migration he rolled back. Best story he tells.
Clear, unhurried, light accent. Comfortable disagreeing with a senior stakeholder, and we tested for it.
Networks built over three decades, not bought last quarter
One partner across every function, not nine vendors and nine different quality bars
We are honest about the roles we cannot fill, which is why you believe us about the ones we can