Two ways to work with us.
Pick the model. Everything below it changes to match: scope, process, terms and the diligence.
Exclusively for
WeWork India members.
A member benefit on permanent hiring. Enjoy our member rate instead of enterprise pricing.
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.
Every white-collar function.
Lateral hiring
Individual contributors and mid-senior professionals across every business function. Volume when you need throughput, precision when you need one specific person.
Leadership & executive search
Function heads, directors, VPs and CXO. Confidential, mapped against your market, run retained.
Niche & hard to fill
The roles that have been open for four months. Rare skill combinations, regulated environments, or a market where nobody is looking to move. We go find them rather than wait for applications.
Volume & ramp hiring
New team builds, new locations, new lines of business. Structured pipelines, parallel interview tracks, joining tracked to the date you actually need people on the floor.
Hire, train, deploy
Fresher and near-fresher intake trained on your systems, your process and your standards before they join you as permanent employees. Useful when the market has no supply at the level you want to pay for.
Campus & early careers
Structured campus programmes across engineering, commerce, management and liberal arts institutions. Assessment, selection and joining managed end to end.
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 manage the offer, not just the interview
Counter-offers and multiple offers are the norm. We stay close to the candidate from offer to joining, flag the wobble early, and keep a backup warm instead of restarting the search in week six.
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
You become the employer.
We carry the diligence.
Background verification
Education, employment, address, criminal record and reference checks, run on documented candidate consent through accredited agencies. Reports shared before joining, not after. Extended checks like credit and regulatory screening where the role demands it, which for finance, legal and leadership it usually does.
Candidate data
Collected on consent, used only for the mandate it was shared for, retained only as long as that mandate needs it, deleted on request. Our platforms are ISO 27001 aligned.
Fair and lawful process
Non-discriminatory screening on the Equality Act 2010 protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. Equal pay compliance on the comp we recommend. Documented interview conduct for every candidate we put in front of you.
Documentation you can defend
Offer trails, consent records, assessment evidence and BGV reports retained and produceable if your audit, or your client, asks.
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
Enroll now.
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