Introducing our new Director of Operations at Workr Solutions and Easypay

Workr is growing. So much so, in fact, that we’ve recently hired for some key roles to strengthen our infrastructure and help deliver a real impact to our industry.

One of these hires is Charlotte Allen, our new Director of Operations at Workr Solutions and Easypay, and the individual who will help streamline our processes and improve our service delivery through technology.

But don’t just take our word for it. We asked Charlotte to describe her experience and how it will help the Workr network… 

How did you get into recruitment?

My journey into recruitment started at nGAGE in 2013. Initially I was a junior credit controller, getting to terms with the finance side of recruitment. I worked my way into management and became more involved in billing cycles until eventually I was overseeing the entire credit control team.

As the business grew, I was promoted to Director of Operations. Naturally this meant I played a larger role in terms of managing credit risk and improving service delivery to both agencies and clients.

This experience was essential as it meant I interacted more with the internal sales side and started implementing the new systems that would be crucial to our development. Of course, having spent the better half of my recruitment career at nGAGE, I wanted to take these insights and apply them at another organisation.

When did Workr come in?

I had previously worked with Yves Bizimana, the Managing Director of Easypay and Workr Solutions, so I reached out to him while I was reviewing my options. As luck would have it, Yves was in the market looking for a Director of Operations as both businesses were expanding.

As soon as he described the role, I knew it was for me. Having now met the team and introduced myself to a number of clients, I’ve started implementing methods picked up from my previous roles, and I look forward to seeing the difference they make.

While the title remains the same, the scale of the work is much bigger. Up until this point, Workr and Easypay have been siloed, working independently of each other when they could be doing so much more together. My goal is to unify these arms of the Workr Group and address any pain points within the customer journey.

To provide an excellent service and implement the latest technology, you need to be the very best. That’s why it gives me great pleasure to add Charlotte to our group. I’ve seen first-hand the difference she makes to service delivery and team productivity. Our clients benefit greatly from this hire, and I have no doubt she’ll fit in seamlessly with our teams in the UK and India.

Yves Bizimana, Managing Director of Easypay and Workr Solutions

How will your expertise help Workr make a difference?

Leveraging my knowledge of outsourcing, service delivery and automation software, I intend to alleviate administrative burdens from Workr stakeholders and lead on project management.

Acting as an additional level of support, I want to improve efficiency so that we’re able to better allocate resources as an organisation and improve client satisfaction. Specifically, this means getting all members of the team singing from the same hymn sheet and minimising duplication.

As Easypay merges into Workr, I intend to better synchronise their individual services and further boost performance for both teams. What’s more, I look forward to how this integration will benefit the customers and agencies we work with.

How Workr can help you

If you’d be interested in how either Workr or Easypay could simplify the way you work, get in touch today. We’re always open to talk about recruitment solutions, and with our latest hire, we’re even more prepared to tailor our services towards your needs.

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Challenging stereotypes in recruitment

After a 20-year career in customer service, Gareth Murphy joined the Workr ranks as a team leader. His experience has given him a deep understanding of what ‘best in class’ service looks like, and it’s something that he’s since implemented here. Of course, that takes a lot of listening to current clients and other contractors… 

Aside from hearing that we should bring on more self-serve mechanics, digital channels and other features that make our service more accessible, Gareth found that we also needed to work on removing the stigma around umbrella companies. We’re proud to be an umbrella company, but they do have a mixed reputation in recruitment. 

So Gareth made it his mission not only to make our service the best that it can be, but also to reshape the industry at large. Here, he explains why.

How did you get into recruitment?

I started off as an advisor on the phone. I enjoyed speaking to people and thought I could make a career out of it, so it felt like a natural move to become a team leader at Workr Umbrella. I’ve since progressed to the role of Head of Customer Experience, and endeavour to impart some of the tips, tricks and knowledge I’ve picked up along the way.

Before I can actually make a difference to anyone’s experience though, I actually need to find out what people want to change. That means creating feedback forms, running focus groups with agencies, and calling customers directly to gain a better sense of their challenges and needs. 

What aspect of recruitment do you handle?

Ultimately, I review our processes and help shape the customer journey. As mentioned, that means getting feedback from every available stakeholder I can, and bringing it all together into a list of actions we can take that will improve our customer experience here at Workr.

For example, it’s no secret that people want to be paid, and be paid on time. Due to the nature of certain projects that contractors work on, delays and pushbacks can affect everyone’s wallet. So part of my job is both to prevent these delays from happening and to manage expectations when it comes to pay calculation.

A lot of job advertisements don’t factor in the various fees that are subsequently deducted from a contractor’s wage. Naturally, when they see their take-home pay fall short of what they’d planned for, someone needs to articulate what these charges are and why they’re worth it.

What are the challenges for you?

A large part of my day consists of making it clear to contractors what, when and how they will be paid – from the very start of their relationship with us. That way, there’s no confusion when it comes to payment, plus they have a better understanding of the benefits of our service.

The trouble is that non-compliant umbrella companies have in the past misled contractors around pay. And, on some occasions, these malignant organisations will sidestep paying certain taxes in order to offer more money. Of course, if (and inevitably when) the taxman arrives to collect payment, it’s the contractor’s door they knock on.

I understand why these individuals choose the higher salary. There’s no shortage of roles where an extra £100 is considered life-changing. But these short-term gains simply can’t outweigh the benefits we offer.

How do you overcome these challenges?

I educate contractors on how a compliant umbrella service has many advantages over a non-compliant organisation. What’s more, I deliver on our promise of a tailored service that supports the individual contractor on their mission to maximise their income.

Some of the benefits that usually motivate contractors include SSP, maternity pay, paternity pay, and a cash health plan. The cash health plan is especially useful as it allows contractors to collect up to £670 at the end of the year for the likes of dental check-ups and optician appointments.

It’s these perks that keep our customers choosing us over those unscrupulous businesses that try to tempt them with false promises of higher pay.

What do you predict will be the next big change in recruitment?

The proposed National Insurance rise could cause agencies to up their rates. As they handle both employers and the contractors themselves, it may be the agencies who have to pick up the bill when it comes to an increase in taxation.

This, of course, is all the more reason to build up trust with our network and explain what the higher fees are and why they have been introduced.

To discuss how best to approach this, or if you have any ideas around how we can improve our service further, please don’t hesitate to get in touch. Email

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How customer care will win the talent wars

From admin assistant to senior sales director, Ashley McClure has seen almost every aspect of a recruitment business. But it’s in her current role as account director that she makes the biggest difference to Workr clients. Whether that’s through plugging skills gaps or ensuring contractors are paid deserving wages, her work delivers realistic solutions to those who need them.

With the landscape shifting closer to a global workforce, the challenges facing construction businesses (and almost all other industries) are growing.

That’s why we asked Ashley to tell us about her recruitment journey so far, and weigh in on some of the sector’s biggest issues.

How did you get into recruitment?

I fell into recruitment through an admin role. From there, I went to resourcing and gradually moved up into actual recruitment.

Today, I’m an account director. My day to day includes bringing in new accounts, managing teams and advising clients on the options available. That could be clients from all industries, but I specialise in construction, rail and engineering. In fact, it’s thanks to this niche that I was able to secure positions with a well known rail company.

What aspect of recruitment do you handle?

Generally, I deal with the contracting population and keep abreast of what projects people are involved with. Anything from navigating PAYE alternatives, advising on SDC work and supporting end clients with skills gaps. 

Because of this approach, we’re seeing over 700 referrals a week. Only by asking questions and actually understanding what contractors are working on can we offer a solution.

I do the same level of outreach with our current accounts, ensuring there’s a happy balance between incoming and retained business. Complacency will lose you clients. We designate our resources to be hands-on with every consultant we work with.

What are the challenges for you?

In the current climate, a lot of my clients can’t fill the roles. Brexit, COVID-19 and the skills gap mean that vacancies are staying open for much longer. As a result, organisations are losing weeks, despite completion dates staying the same.

With enormous infrastructure projects such as the ones I deal with, it’s difficult to find alternative solutions when the talent simply isn’t there. Yet the demands of the work are growing by the day.

Even in the instances where you have contractors, they’re often so motivated by their rate of pay that clients lose them to local competitors for the slightest increase. This makes it difficult for organisations to hold onto the talent they do acquire.

How do you help clients overcome the challenges in that niche?

It’s a case of understanding their specific needs. For example, it could be as straightforward as their location. A lot of contractors won’t travel beyond their means for a role when there’s a similar vacancy close by with a competitor.

By looking at the average tenure of our contractors, we’re able to protect our clients from losing talent at a moment’s notice. Recently, we had a number of contractors consider leaving an end client because of auto-enrolment and pension contributions.

We’d previously mentioned that they’d need to ring customer care and opt-out, but the message had been lost, and the deduction in take-home pay was a surprise. Fortunately, we overcame those challenges by ringing the contractors directly. It’s this personalised service that gives the client more time to focus on projects and filling positions.

What do you predict will be the next big change in recruitment

More international business roles are coming up. There’s a dramatic increase in people willing to work further afield, not just for money, but for job security too.

This, combined with the factors already straining the market, means we’re likely to see an even greater skills gap for end clients – especially if they aren’t paying more money. There’s only so long we’ll see organisations able to afford missing deadlines. Instead, they’ll have to increase the budget for talent acquisition, and be more flexible with completion dates.
Until then, Workr are here to help agencies access untapped talent and enhance their service to clients. So, if you’re interested in leveraging our expertise, get in touch on

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Thinking Of Going Freelance? 5 Questions You Need To Answer

It’s no secret that since the start of the pandemic, everyone’s way of working has been turned upside down. For many, it was a positive change, and the longer they operated remotely, the more they wanted to make it permanent. As a result, we’ve seen a huge increase in the number of freelancers in the UK.

Becoming self-employed or starting your own business can be a great career move. You get to choose when you work, how much you charge, and the type of projects you take on. But, before you hand in your notice and go it alone, there are other things to think about.

Here, Workr Practice Manager and freelance specialist, Nina Lasota-Long, provides answers to five questions that you might not have considered. Read on to find out more…

1. Should I operate as a sole trader or a limited company? 

When it comes to deciding between going self-employed or operating as a limited company, there are pros and cons to each. 

Being a sole trader is viewed as the simpler and more straightforward way of going freelance. It’s ideal for short-term work or smaller projects, and the cost of accounting is much cheaper. That being said, you’ll need to complete an annual self-assessment and pay tax on your profits. There’s also no legal protection, so your personal assets are at risk.

You might find that some clients will only work with limited companies, and that operating as such adds more prestige to your business. You’ll get greater tax savings compared to self-employed individuals, and obtain more tax efficiencies as your earnings grow. There’s also limited liability, so the company is its own legal entity. But, there’ll be higher accountancy fees as a result of increased obligations.

2. How much do I charge?

Predicting the length of a project isn’t easy, so unless time is guaranteed, it’s wise to charge a fixed price. Once a fee is agreed, deadlines become flexible, preventing the client from asking for a discount if you finish the task early.

What exactly that price is, depends on how much you think your talent is worth. But don’t forget to cover your costs, as there’s a number of things you don’t get paid for, including: 

  • Holidays
  • Sickness
  • Equipment
  • Insurance
  • Quiet periods
  • Pension
  • Bills
  • Marketing
  • Sales
  • Accountancy

Many clients will push for a bargain, but don’t take it personally. Going in cheap devalues your services and the rest of your industry, so bide your time and reap the rewards. Be sure to do some competitor research too, so you know you’re not charging over or under the average rate.

If you’re still struggling to put a price on your services, rate of pay calculators are a handy way to get started.

3. Will I be able to get a mortgage?

Regardless of success, lenders are likely to view those in full-time employment as a safer bet, and 21% of freelancers have actually reconsidered their job because of it. 

Rejected applications appear on your credit history, so preparation is vital. Here’s a few tips to help you with the mortgage process:

  • Understand your income – Mortgage lenders average out earnings, so you’ll need at least two years of accounts, ideally with a consistent or increasing profit.
  • Use an accountant – This will help you plot out your finances and plan for a mortgage application.
  • Avoid gaps in projects – Lenders like consistent patterns of income, so minimise significant gaps among your holidays.
  • Complete self-assessment tax returns – These are evidence of your earnings and lenders will request at least three years of calculations.
  • Check your credit history – Look for errors and make sure it correctly reflects your finances.
  • Build up a bigger deposit – The more you can offer, the higher your chances of acceptance.
  • Look for a specialist lender – These are experts in your employment type who’ll be more willing to consider you.

4. Can I freelance internationally?

The number of UK freelancers is going up, and as a result, many are widening their search and looking abroad for additional work. But if you’re thinking of taking on projects from clients in other countries, you’ll need to do the following:

  • Hire an international solicitor to draw up a contract and help you navigate the different legal restrictions.
  • Quote in the local currency, and make the client aware of their responsibility for international transfer fees.
  • Check your professional indemnity insurance covers your client’s country.
  • Use TransferWise. This provides you with bank credentials aligned with the client’s country, giving you better exchange rates.
  • Prioritise work around time zones. Use the mornings for clients ahead of your time and the afternoons for those behind to maximise crossover periods.
  • Check the tax situation in that country, and avoid paying income tax twice with a tax exemption form or Residency Certificate for your limited company.

There’s also a handy website you can visit for the opportunity to find international work and advertise your own talents.

5. What’s the best accounting software?

As the world becomes increasingly digitised, so should your business. Sending Excel spreadsheets to your accountant at the end of each year is a thing of the past. With modern accounting software, you can store invoices and expenses, and get real-time information about your performance.

Freelance Workr provide clients with a FreeAgent account to run your business from. We also use it to help you make important decisions, prepare your accounts, and complete VAT returns – leaving you to focus on the rest of your work.

Support from Workr

If you’re ready to take the next step in your freelance career, speak to Workr. Whether you’re setting up a limited company or becoming a sole trader, we can ensure you select the best option for your business.

Our team are also on hand to help you understand your earnings and estimate your weekly take-home pay. And, we offer expert advice, guidance, and access to a specialist mortgage advisor so you’re best placed to submit your application.Want to find out more? Visit our website or contact Practice Manager and freelance specialist Nina Lasota-Long at

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Get access to global talent without the headache of payroll

With over 13 years experience, working in and around the recruitment industry, Adam Mommsen has helped lead the charge in encouraging agencies to tap into the international market. His finger firmly on the industry’s pulse, Workr’s head of sales for London has collaborated with businesses to support the handling of all manner of trends, from temporary staff to umbrella solutions.

But now, with IR35 reform, Brexit and work-from-home policies reshaping employment as we know it, it’s never been more important to consider overseas recruitment.

So we’ve asked Adam to walk us through his experience, and explain how it led him to offer support to agencies looking for a bigger audience.

What’s been the biggest change over the past 10 years?

Time, people seem to have less of it these days. You’d think maybe IR35 reform or Brexit, caused this shift, but it actually came with the introduction of online platforms such as LinkedIn.

Today, candidates are less likely to interact over the phone. The practice of recruiters working late to cold call is slowly dying out. Instead, they focus on contacting people where it suits them.

As a result, the reputation of recruitment is changing, and with it, the kinds of clients and candidates we work with. This is leading to an explosion of small niche agencies offering a 360-degree service, where the owners understand the market and place individuals in temporary or long-term roles around the world.

Why international recruitment?

During the pandemic, UK recruitment became one of the most competitive spaces for roles. Limiting your support to talent and positions nationwide meant missing out on a wealth of opportunities in the likes of the US, Europe and, for jobs in energy, locations like the North Sea.

Clients value the service as it allows them to widen their talent pool and navigate around inflated UK salaries. And with home working being adopted internationally, it makes no difference whether their team is based locally or in another country. For the contractor, not only are they rewarded with a new culture, they also won’t be charged the payroll costs of working a temporary position in the UK.

From my perspective, after many years focusing on the UK, the crossover to the international market has been refreshing. I don’t understand why more agencies don’t place globally. If you can recruit individuals in London, there’s no reason why you can’t do the same for New York.

What are the challenges?

If a contractor is working for a business abroad, they’ll need to be paid according to their new employer’s tax laws. This means the recruiter who places them will have to decipher these new laws in order to be compliant.

Of course, if you’re an agency with a substantial number of contractors working for you, you could have a whole host of placements under different taxation laws.

For agencies just branching out into international recruitment, this level of accounting is impossible. But there is another way…

How do you help agencies overcome these challenges?

At Workr, our accountants excel in breaking down the tax law of other countries and simplifying your payment processes.

Supporting clients in over 100 countries, our payroll service takes the burden of staying compliant off your shoulders. This way, you enrich your service, while we handle everything concerning your contractors’ pay.

What do you predict will be the next big change in recruitment?

Working from home is currently advantageous to a number of contractors, but it’ll soon level the playing field in terms of salary. Those working from home in London are exceptionally more expensive than the same level of skilled candidates in South Africa.

As more agencies embrace international recruitment, it’ll be harder to justify paying higher wages to staff simply because they live locally to the business. How this relationship plays out in both permanent and temporary work will set the tone for the phase of recruitment.

Similarly, I think we’ll continue to see a rise in small niche agencies. Especially as city centre office space is no longer a requirement for a recruitment firm. What’s more, many functions of the business like payroll, compliance, HR, and credit control can now be outsourced, negating the assault start-up costs some companies have experienced in the past.

In the meantime, Workr are here to help agencies access untapped talent and enhance their service to clients. So if you’re interested in leveraging our expertise, get in touch on

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Navigating Payroll & Funding Solutions for Your Recruitment Business

Alex Niarchos, Investment Director at Recruitment Entrepreneur, has invited Yves Bizimana, Managing Director of Workr Solutions and Easypay, to join Recruitment Entrepreneur’s latest webinar to discuss payroll and funding solutions for recruitment business. 

The webinar is free to attend and will take place on Wednesday June 16, 2021 at 3pm UK time. 

Host Alex Niarchos has worked in recruitment for over 10 years and now supports recruitment business founders to set up on their own. 

Yves Bizimana also has a wealth of recruitment experience prior to heading up Workr Solutions, a market-leading back office outsourcing service who also provide specialist funding for recruitment businesses through sister company EasyPay. 

If you run your own recruitment business or are thinking about setting one up it is the ideal webinar for you to learn more about the different payroll and funding providers in the market and how to choose the right one for your needs.

Alex and Yves will provide their experience-led advice and best-in-class guidance as they explore key considerations to help you make the right choices to help fuel your growth.

The duo will end the session with a Q&A as an opportunity to have any burning questions you may have answered. 

Follow us for updates on LinkedIn at:

Workr Group on LinkedIn
Workr Solutions on LinkedIn
Easypay on LinkedIn

Sign up for the free webinar on LinkedIn

If you would like to attend sign up via Recruitment Entrepreneur’s LinkedIn event page. 

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Euro 2021 Workr Fantasy Football League

The Premier League season is finally over, and whether you came out laughing or crying, this summer brings something all football fans can smile about… THE EUROS!

Even if you’re not a footy fanatic, national competitions are great fun. Everyone can get behind the team as the country unites in the summer sunshine – and if the last week is anything to go by, it’s going to be a scorcher! 

To add an extra competitive edge, we’re running a Workr Fantasy Football League, just for recruiters. Read on to find out how to get involved, and more importantly, what you could win…

The tournament itself

Euro 2020 kicks off at 8pm on 11th June and will last for four weeks. And for anyone who spotted it, we didn’t get the year wrong! It’s actually last year’s postponed tournament, so the hype has really been building for this one.

For the first time in its history, the tournament will be hosted collectively across 11 European cities. 24 nations will compete in six groups, where 16 teams will progress into a knockout format. It all leads up to the final, which will be held at Wembley Stadium on 11th July. 

A fantasy football snapshot 

If you’re making your debut appearance on the fantasy field of play, the concept is pretty straightforward. Build a 15-player squad within a set budget of €100m, then select 11 starting players. The better they perform, the more points they get, and the higher you climb up the Workr league. Simple! 

It’s free to sign up, and in case you’re wondering, the budget isn’t real so there’s no need to call the bank. But just like actual football, you can make transfers each gameweek to try new angles, and swap out injured or non-competing players as the tournament progresses. Everything else you need to know is right here.

Workr Group’s league

So, you’ve already proved that you can discover the best candidates, but can you recruit a winning fantasy team? Unlike the game itself where there can only be one winner, the Workr league has three:

1st place: 2x tickets to a Premier League game in 2021/2022 
2nd place: £100 vouchers of your choice 
3rd place: A bottle of champagne

To get started, build your team and use the code: 6251FHMC02 to enter our league. And for those who didn’t know, there’s a bit of a trend among fantasy footballers to get creative with your team names. We’re talking about a pun, a play on words or clever humour. Our example sets the bar pretty low (‘No Kane, no gain’) – but you get the idea.   

On that note, it’s about time you got your Gareth Southgate on. Good luck!

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Workr Group joins JSA Group

JSA Group, provider of accountancy, payment and support services to the UK’s growing flexible workforce has acquired The Workr Group

The acquisition of The Workr Group strengthens JSA’s offering by enabling the provision of new technology, funding and consultancy services to the contingent workforce supply chain community, including back-office management solutions for recruitment agency partners. 

In addition, JSA will now be able to provide comprehensive compliance and payment solutions to international workers following Workr Group’s success in this arena, today managing over £100m of pay across 85 countries.

John Hoskin, CEO of JSA Group, said: “We were attracted to Workr primarily by the sheer quality of its people and breadth of services. It adds not only meaningful scale in our core outsourced employment, payment and accounting services but also significantly to the capabilities we can offer our customers and to the contingent workforce supply chain community,  from international payment solutions in a substantial range of territories to recruitment back-office outsourcing, compliance, funding, and technology.”

Matt Tyson, Managing Director of The Workr Group, said: “Over the last seven years, Workr has become synonymous with great customer service and innovation in the solutions we offer recruitment agents and the flexible workforce. Having spent a considerable amount of time speaking with JSA about their approach and the way they work, we are confident we have very strongly aligned values and that this transaction will be positive for our staff, clients, and contractors. The Board, all of whom are staying with the business, and the team at Workr, are tremendously excited about the prospect and potential of a collective offering with JSA.”

JSA, who have a 30-year track record, now support more than 1,000 recruitment businesses and 25,000+ freelancers and contractors. The transaction marks JSA’s eleventh acquisition since 2013 and its sixth since 2018 when the company was backed by Universal Partners. They are headquartered in Watford, UK, now with offices in London, Manchester, Leeds, Chester and Edinburgh as well as regional offices in the USA, UAE and India following the acquisition of The Workr Group.


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Workr Group Boost Contractor Numbers with Latest Acquisition

Workr Group, a leading international provider of employment, payroll and accountancy services to engagers of temporary workers, has acquired the contractor book of PayCo Services.

PayCo Services is also an established and respected provider of employment, payroll and accounting services. It was founded in 2005 and maintains an excellent reputation with its contractors and agency clients.

Matt Tyson, Group CEO at Workr Group, said the move was a significant boost to three of the group’s areas of expertise; umbrella, self-employed and international. Two of the existing PayCo services staff transferred across to support the existing Workr Group team managing the increased volume in contractor and agency relationships.

Matt said; “We have known and admired the team at PayCo Services for some time. The move is aligned to our strategy to grow our existing service lines both organically and through acquisition.”

Matt added; “Our initial focus has been on providing a smooth transition and personalised service to the contractors and demonstrating the added value and enhanced benefits they now receive.”

“At the same time we have been talking to our new agency partners. Our additional breadth of service offerings has really resonated as has our FCSA and APSCo accreditations and the increased security and compliance this affords them”

Workr Group was represented by Fieldfisher LLP and supported by Beever and Struthers for financial and tax due diligence.

Terms of the deal have not been disclosed.

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Workr Group Makes a Hat-trick of Promotions

L to R: A Hat-trick of Promotions – Ashley McClure, Beth Robinson, and Chris Timms

Workr Group is delighted to announce a trio of key promotions to strengthen their client offerings taking effect immediately. 

In the sales team Ashley McClure has been promoted to an Account Director whilst Beth Robinson has become a Senior Relationship Manager. Their roles are focussed on finding new ways to drive client success by combining the Group’s services in unique ways to meet client specific requirements. 

Chris Timms has been promoted to Associate Director, IT. Chris was already a member of the Senior Leadership Team and his promotion gives him formal oversight and responsibility for Group-wide IT operations. 

All newly formed roles sit at a Workr Group level and have been created through a demand from existing clients looking to consolidate their supply chain and connect the breadth of our service offering under one roof. 

Mike Lee, Group Sales Director at Work Group commented on the moves: “We are really excited to have Ashley, Beth and Chris in their new roles, their successes with the business to date have led to their promotions. Both Ashley and Beth deserve to be recognised for their hard work in building, maintaining and growing our existing client base. Chris has an ability to understand and translate not only our internal IT requirements but that of our clients needs. Working together, and drawing from their collective experience, we are confident we will continue to find new technologies and solutions to support our clients growth.”

McClure, Account Director at Workr Group commented: ‘Workr Group has been such a fantastic environment for me to progress in my career and I have been lucky to work across such a robust network of clients, delivering a wide array of services with a uniquely talented group of colleagues. Since I joined the business over two years ago, my client and exposure has grown significantly which has really solidified my understanding of the requirements of each sector we work with.”

Lee added: “Ash, Beth and Chris have already been integral in creating the right mix of people, process and technology that allows us to connect our excellence across our service offerings. Their promotions will be seen as a natural progression by our team and our clients and will help fuel our continued business growth.”

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