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Engineers at your sites, on our payroll
Your deskside support people, working where your people are, employed by us. We carry the compliance, we appoint and cover the rota, and when something is beyond first line it escalates to people who run live estates rather than into a queue.
- Fee
- Sized to your site list + GST · per engineer, per month
- Engineers
- On our payroll, at your sites
- Shape
- L1 deskside, L2 lead, L3 operations head
- Transition
- Four weeks, no service gap
The engineer works at your site, to your priorities, on your floor. Everything behind that is ours: the offer letter, the payroll, the background verification, the statutory compliance across whichever states your sites are in, the rota, the leave cover and the replacement when somebody moves on.
What you are buying is not a headcount. It is the guarantee that the seat is filled, and accountable to one person you can call, and that when the problem stops being a deskside problem, it does not stop moving.
- Support engineer, first line. Deskside and remote support at your site, imaging and endpoints, joiner–leaver and asset hygiene, incidents and requests.
- Team lead, roughly one per ten. Appointed from the team rather than brought in over it: rota and shift cover, guidance on the floor, quality, and the first escalation.
- Operations head. Overall delivery, third-line support and enablement, and your single point of contact for the programme.
Indicative, and fitted to what you already run. If you have a shape that works, we staff into it rather than reorganising your support to match a template of ours.
This is the part that is difficult to buy from a staffing firm, and it is the reason we offer it at all. When a deskside issue turns out to be a routing problem, an identity problem or a cloud problem, it escalates to people who have run those estates for two decades: the same engineers behind our network, security and managed services work.
A support contract from a company that only does support has nowhere to send that ticket except back to you.
Most of these conversations start with engineers already sitting at the sites, working for somebody else or for you directly. Transfer comes first: the people know your estate, and losing that knowledge to save a week is a bad trade.
- Week 0. We learn how your support runs today, not how the contract says it runs.
- Week 1. We meet the engineers on site and map every role against what it really does.
- Week 2. Offers, background verification and documentation, with no gap in service.
- Week 3. Onto our payroll, as notice periods allow.
A vacant seat, or later turnover, runs the same track as a hire against an agreed turnaround time. We would rather write that number down than leave it as an expectation.
What you walk away with
Yours to keep, and to hand to anyone else, including a provider that isn't us.
Talk to us about thisDeskside and remote support where your people are, imaging and endpoints, joiner–leaver and asset hygiene, first-line incidents and requests.
Roughly one per ten, appointed from the team: rota and shift cover, on-floor guidance, quality, and the first escalation.
An operations head who owns delivery and third-line, and is your single point of contact for the programme.
Payroll, background verification, statutory compliance and the paperwork that goes with employing people across states.
Asked before you ask
The ones that come up on nearly every first call.
Talk to us about thisIs this staffing, or is it a managed service?
It is closer to a managed service and it is priced like one. You are not renting a CV: the engineer is employed by us, covered by us when they are on leave, replaced by us when they move on, and backed by our other practices when the problem escalates. If what you want is a body on site with no operating model behind it, a staffing firm will do it cheaper and we will say so.
Can you take on our existing engineers?
Usually yes, and it is normally the right way to start: they know your estate and that knowledge is worth more than anything we would bring on day one. The four-week transition above is built around transfer first, with hiring only for the seats that are genuinely vacant.
What happens when somebody resigns?
The rota covers the seat immediately and the replacement runs to an agreed turnaround time written into the contract. That is the difference between deputation and a placement: continuity is our obligation, not your risk.
Which locations can you staff?
Wherever your sites are. What varies by location is lead time and the cost of getting the right person there, so we scope that per site before committing to anything rather than quoting a single national number that fails in half the places.
Do we still need a managed services contract?
No, and most buyers take one without the other. They fit together well: deputed engineers on site with monitoring, patching and the service desk behind them is a complete support function, but neither depends on the other.
Not sure this is the one you need?
Tell us the symptom, not the service, and we'll say which of these applies, or that none of them do. A reply within one working day, from someone technical.
The rest of what we do
Most engagements start with one of these and grow into another.