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Rise up - great workers at Thrive

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We are workforce experts, proud to specialise in the essential work of the manufacturing, warehousing, logistics, commercial and engineering sectors. We provide workers, workforces and qualified candidates to temporary and permanent positions.

From the strategic to the short term we help clients deliver their capability & perform at their best, through workforce recruitment, management & planning.

About us

Thrive Group CTA Industrial Workers

Providing clients with expert insights.

We support clients with workforce recruitment, management and planning, and deliver quality employment opportunities for our network of candidates.

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Find out which locations we operate from across Britain and get in touch with the team.

Latest jobs.

Browse the latest vacancies open to our candidates in each of our local offices or use our job finder to search all vacancies.

Sawyer Operative

Thrive Recruitment Group are looking for Saw Mill Operators on a long term basis for our client based in Skelmersdale. Duties: Sawmill Operator responsible for operating machinery to process timber into various products. Your tasks include using saws to cut logs, operating other machinery to shape and finish timber, and managing the loading and unloading of materials. Operating variety of equipment, including saws (circular saws, band saws), planers, and other woodworking machinery to shape and process timber. Quality control of the finished product. Hours of work: Monday to Friday 7am start - 40 hours per week. Start Date: ASAP Duration of the role: Long term, temp to perm. You will be permanent with our client following a probationary period. Experience required: Previous sawmill experience or experience in a similar manufacturing environment is often required. Pay Rate: £12.21 per hour Once you are permanent with our client, a pay rate will be discussed dependant on experience. Our client will want to see you prior to a star being offered for a test to see your experience and before the start will be offered. Machine Operator Saw Mill Operator Bank Saws Circular saws INDSKEL

Industrial

Skelmersdale

Up to £12.21 per day

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HGV Refuse Driver

Thrive Group Oldham are seeking HGV Refuse Drivers to work for the local authority in and around the Tameside area. Rate of pay: £14.91 per hour Hours: 6.45am - 4.00pm. Monday - Friday (Bank holidays included) Location: Tameside Purpose of the job You will be required to provide, in a safe and effective manner, quality and efficient Refuse Collection Service including all recycling collection activities, in all weather conditions. Duties to include but not limited to: Undertaking vehicle checks each morning and reporting any defects. Operating the power mechanism. Supervising duties and responsible for the crew. Working as part of a team. Ensuring that the highest level of customer care is maintained. Requirements: Must hold a Class 2 HGV Licence (CAT C) a CPC and Digi-Tacho Knowledge of the current transport regulations Ability to demonstrate the highest level of professionalism Polite and friendly manner at all times Ability to drive in all weather conditions Lead by example Previous Waste/Refuse experience preferred, but not essential - Training will be provided on the job If you are interested in all of the above and are committed to work, please apply. As a Thrive employee, you will have access to our exciting new benefits portal: Discount outlet: Save money in shops, restaurants and UK attractions. Employee support: with access to counsellors 24/7. Health & wellbeing services: including online health check and Gym discounts. 24/7 GP: to book appointments simply & quickly. Payslips & pensions information. Thrive Group are acting as an employment business in regards to these roles. Please note that due to high volumes of applicants we can only contact successful shortlisted candidates. If you do not hear from us in 7 days then unfortunately you have been unsuccessful. Temporary Position INDTHR

Logistics

Tameside

Up to £14.91 per hour

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Hygiene Operative

Thrive Shepton are delighted to be working with our client in Wells, who are actively recruiting for Hygiene Team Member on a temporary to permanent basis. As a Hygiene Team Member you will be: Maintaining high hygiene levels Flagging any issues with the equipment Good level of English A positive approach to work / positive attitude A desire to develop skills and progress within the business Ability to work as part of a fast paced team Ability to lift up to 20kg+ Follow COSHH guidelines Following waste segregation and correct recycling procedures Cleaning of machinery and factory areas Working Hours: Option 1 - 4 on 4 off - 0600-1800 Option 2 - 4 on 4 off - 1800-0600 What you will receive in return: Basic pay rate of £12.88 per hour between 0600-2200 Basic pay rate of £15.65 per hour between 2200-0600 Once permanent pay will increase to at least £13.28 per hour (including all premiums) Free meals to take home Paid breaks Free on-site parking Subsidised canteen What you need to do next: If this position sounds of interest and you would like to be considered. Please contact the team at Thrive Shepton on 01749 342 982 Thrive Group are acting as an employment agency in relationship to this vacancy. If you have not heard from a consultant within 7 days, please assume you have been unsuccessful on this occasion. INDSHE

Industrial

Wells

£12.88 - £15.65 per hour

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Experienced Warehouse Administrator

Thrive Oldham are recruiting on behalf of their well established client in the Chadderton area an Experienced Warehouse Administrator with an experience at least 6 months We are looking to further Strengthen the Operations team with a vacancy arising for a Warehouse Administrator role within the hub. WORKING HOURS: Monday - Friday Rotating shifts 10:00 - 18:00 & 13:00 - 21:00 (Every 2 weeks Rotation) Pay rate: £13.00 Per hour Immediate start for the right person THE ROLE: This role will be an exciting challenge for the right person. Supporting the daily operation on ensuring volumes are delivered and met both in the following departments: Goods In, Despatch Also, the wider business with Admin support. Computer literate with using different computer systems The right person will be computer literate and able to work on their own initiative under challenging conditions at times. You will be customer focused ensuring that we do all we can to meet customer satisfaction on a day-to-day basis and have an eye for detail within the reporting processes. You will need to be flexible with your hours when needed as you may be needed to work on different hours (if needed) and very much have the team focus on mind. You will also be responsible for updating weekly/daily reports and must be confident speaking to other departments within the business along with external customers and contacts at times. Successful candidate needs to undertake a drug test This is an excellent opportunity for helping improve the standards of our warehouse through our greatest resource our people. INDOLD

Industrial

Up to £13.00 per hour

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Engineer

Thrive Oldham are recruiting an Engineer on behalf of our well established client in the Needham area. We are looking for an engineer with at least a level 3 in a mechanical bias qualification, electronic bias would be and added plus but, not essential Key Responsibilities: Carry out routine servicing, inspections, and preventative maintenance. Diagnose and repair mechanical, electrical. Complete service documentation and maintenance logs accurately. Complete the designated preventative maintenance tasks React and repair unforeseen breakdowns Identify potential failures, plan and execute corrective maintenance tasks Identify potential engineering / operational solutions to reoccurring failures Implement and complete resolutions Liaise with internal teams to schedule and prioritise maintenance work. Ensure compliance with safety standards and company maintenance procedures What We're Looking For High levels of Health and Safety awareness Excellent attention to detail and organisational skills Knowledge of pneumatic and hydraulic systems, mechanical power systems and the ability to interpret and amend technical, mechanical and electrical drawings Presenting a problem-solving can-do attitude A minimum of an NVQ Level 3 or equivalent in an engineering related subject, ideally Mechatronics Experience in a manufacturing environment would be advantageous. Monday to Friday 2pm - 10pm

Industrial

Needham Market

Negotiable

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Furniture Assembler

Thrive Group Trowbridge are working with our well established client in Warminster, who are actively looking for a hard working candidate to join their growing team in Furniture Assembly. This role will be on a temp to perm basis. Due to the location of this role you will require your own transport. Pay: £12.50 - £13.00 per hour DOE Hours of work: Monday to Friday 0730-1600 Job Description: Making cabinet furniture using power and hand tools. Fitting front frames, plinths and internal drawer supports to carcases. Some preparation (cutting, machining and sanding) of timber components. Ensuring adherence at all times to our high quality standards. Experience / Skills: Previous experience with furniture manufacturing would be beneficiali Wood working experience is essential Ability to work in a team and by yourself is essential A strong proficiency in operating hand tools and power tools is essential What you need to do next: If this position sounds of interest and you would like to be considered, please apply for the role with your CV. Thrive Group are acting as an employment agency in relationship to this vacancy. If you have not heard from a consultant within 7 days, please assume you have been unsuccessful on this occasion. INDTRO

Industrial

Warminster

£12.50 - £13.0 per hour

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We recruit in these sectors.

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Commercial

​From warehouse administrators and quality control, to finance support and learning mentors, our job opportunities span across a range of commercial roles. ​Join us. There's work to be done.

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Logistics

​The most sought after candidates of the moment, we offer great jobs and benefits for our drivers and other logistics roles. ​Join us. There's work to be done.​

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Industrial

​We are proud to specialise in the essential work of the factories, workshops and warehouses of Britain. ​Join us. There's work to be done.

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Latest news from Thrive, the workforce people.

Latest news.

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Featured

Staying Ahead This Summer: Staffing Solutions That Keep You Moving

​Summer brings longer days, lighter moods, and the chance for your team to enjoy a well-earned break. For many businesses, it’s also a time when productivity can dip, and workloads feel the strain. In fact, almost half (45 per cent) of full-time employees in the UK say they’re less productive during the summer months, a figure that rises to 57 per cent for those aged 18–34. Whether you’re preparing for a seasonal spike in demand or just keeping day-to-day operations on track, managing staff holidays and availability is key. So, how can you keep things moving without overloading your core team? With the right approach, the summer months can still be a period of progress. Here’s how to stay on track, and why seasonal staffing shouldn’t be an afterthought! 1. Map Out Your Summer Resourcing Don’t wait until the last minute to plan holiday cover. Identify key pinch points now; periods when multiple team members are likely to be away, project deadlines fall, or demand typically spikes. Then, work backwards to plan your resourcing needs. Think beyond just ‘who’s off’. Ask what skills or roles are most critical to business continuity. Proactive planning helps avoid last-minute panic hiring and ensures everyone, including your regular team, feels supported. 2. See Temporary Hires as a Business Asset Bringing in seasonal staff is often seen as a quick fix – but the right hire can add real value. Temporary workers help maintain service levels, ease pressure on your core team, and even bring fresh ideas or experience from other industries. At Thrive, we’ve seen countless examples of temps stepping into key roles, contributing meaningfully, and even becoming permanent team members. Hiring short-term doesn’t have to mean compromising on quality – it’s about flexibility and fit. 3. Retain Productivity Without Burning Out StaffWhen businesses try to ‘make do’ with fewer people, it’s often loyal, long-standing staff who take on the extra workload. However, this can lead to burnout, mistakes, and long-term disengagement. In fact, more than two million UK employees risk burnout working over their holidays, with 54% stressed by increased workloads and 45% doing unpaid overtime (Source). Evidently, a well-structured summer staffing plan protects your team and supports productivity. Whether it’s for a few days or several weeks, the right temporary hire can make all the difference. 4. Communicate Clearly and Early When temporary staff come on board or when internal roles shift during holiday periods, communication is key. Make sure handovers are thorough, expectations are clear, and there’s always someone available to support new starters. Summer is also a great time to foster adaptability; encouraging teamwork and knowledge-sharing across departments can help your business become more resilient all year round. 5. Lean on Trusted Recruitment Partners Finding the right people quickly and with minimal fuss is where we come in. Thrive Group’s local teams understand the industries we serve and the unique summer pressures businesses face. Whether you need a Legal Secretary, Administrator, or Warehouse Supervisor, we are committed to finding you the right talent ready to hit the ground running. So, if you’re looking to stay fully staffed, stress-free, and ready for whatever summer brings, don’t leave it to chance. Let’s plan ahead, stay flexible, and keep your business moving. Speak to your local Thrive team today and take the pressure out of summer staffing.

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Staying Ahead This Summer: Staffing Solutions That Keep You Moving image
Staying Ahead This Summer: Staffing Solutions That Keep You Moving

​Summer brings longer days, lighter moods, and the chance for your team to enjoy a well-earned break. For many businesses, it’s also a time when productivity can dip, and workloads feel the strain. In fact, almost half (45 per cent) of full-time employees in the UK say they’re less productive during the summer months, a figure that rises to 57 per cent for those aged 18–34. Whether you’re preparing for a seasonal spike in demand or just keeping day-to-day operations on track, managing staff holidays and availability is key. So, how can you keep things moving without overloading your core team? With the right approach, the summer months can still be a period of progress. Here’s how to stay on track, and why seasonal staffing shouldn’t be an afterthought! 1. Map Out Your Summer Resourcing Don’t wait until the last minute to plan holiday cover. Identify key pinch points now; periods when multiple team members are likely to be away, project deadlines fall, or demand typically spikes. Then, work backwards to plan your resourcing needs. Think beyond just ‘who’s off’. Ask what skills or roles are most critical to business continuity. Proactive planning helps avoid last-minute panic hiring and ensures everyone, including your regular team, feels supported. 2. See Temporary Hires as a Business Asset Bringing in seasonal staff is often seen as a quick fix – but the right hire can add real value. Temporary workers help maintain service levels, ease pressure on your core team, and even bring fresh ideas or experience from other industries. At Thrive, we’ve seen countless examples of temps stepping into key roles, contributing meaningfully, and even becoming permanent team members. Hiring short-term doesn’t have to mean compromising on quality – it’s about flexibility and fit. 3. Retain Productivity Without Burning Out StaffWhen businesses try to ‘make do’ with fewer people, it’s often loyal, long-standing staff who take on the extra workload. However, this can lead to burnout, mistakes, and long-term disengagement. In fact, more than two million UK employees risk burnout working over their holidays, with 54% stressed by increased workloads and 45% doing unpaid overtime (Source). Evidently, a well-structured summer staffing plan protects your team and supports productivity. Whether it’s for a few days or several weeks, the right temporary hire can make all the difference. 4. Communicate Clearly and Early When temporary staff come on board or when internal roles shift during holiday periods, communication is key. Make sure handovers are thorough, expectations are clear, and there’s always someone available to support new starters. Summer is also a great time to foster adaptability; encouraging teamwork and knowledge-sharing across departments can help your business become more resilient all year round. 5. Lean on Trusted Recruitment Partners Finding the right people quickly and with minimal fuss is where we come in. Thrive Group’s local teams understand the industries we serve and the unique summer pressures businesses face. Whether you need a Legal Secretary, Administrator, or Warehouse Supervisor, we are committed to finding you the right talent ready to hit the ground running. So, if you’re looking to stay fully staffed, stress-free, and ready for whatever summer brings, don’t leave it to chance. Let’s plan ahead, stay flexible, and keep your business moving. Speak to your local Thrive team today and take the pressure out of summer staffing.

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Creating Community Through Empathy-Driven Culture image
Creating Community Through Empathy-Driven Culture

​Empathy isn’t a fleeting trend or a corporate checkbox; it’s the heart of human connection. And as we close out Mental Health Awareness Month and step into the vibrant celebrations of Pride Month, it’s a perfect moment to pause and reflect on the role empathy plays in our lives. At Thrive, we define empathy as the ability to truly appreciate and respect the perspectives of everyone we encounter: colleagues, clients, candidates, and suppliers alike. It’s that moment when we pause, lean in, and say, “I hear you,” rather than simply “I understand.” Why Empathy Matters in the Modern Workplace In an era where inboxes overflow and deadlines loom large, taking the time to listen can feel like a luxury. Yet, research continuously shows that empathetic organisations enjoy higher engagement. An article from People Management highlights that 93 per cent of employees are more likely to stay with a compassionate employer, while 82 per cent would consider leaving their role for a more empathetic organisation. When people feel genuinely seen and heard, they bring their best ideas and their most authentic selves to the table. That boost in creativity, passion, and collaboration ripples out to benefit every project and every partnership. Active Listening: The First Step to True Connection Empathy begins with active listening. This means putting away distractions, making eye contact (even on a video call), and asking open-ended questions. As a matter of good practice, encourage your staff to “check in” with their team. If a group setting doesn’t feel right, try brief one-on-one sessions instead. Encourage managers or leaders to carve out just two minutes per person - for example, at the start of the week or just before a key project kicks off - to send a quick, private message or grab a coffee chat and ask how they are really doing. These small, individual touchpoints build trust, show you genuinely care, and signal: your well-being matters. Other powerful ways to check in can be read here.Walking in Their Shoes: Real-World ApplicationsSeeing the world from another person’s perspective can reshape how we support one another. Think about someone about to give a big presentation: instead of assuming they’ve got it all under control, you walk them through the steps, clear up any sticky bits, and remind them it’s okay to take a breath. Or consider a customer service representative handling a frustrated client: you don’t fire off a script, you model asking a couple of open questions to uncover what’s really worrying the caller and validate their feelings. Even on the shop floor or in the field, teaming up to tackle a new machine or a tricky deadline side-by-side sends a powerful message: we’re in this together. Cultivating an Empathy-First Culture One of the simplest yet most eye-opening ways to build empathy is through Work Shadowing. Once a quarter, invite pairs of colleagues from different departments or roles (say, someone from customer support and someone from product development, for example) to spend a half-day shadowing each other’s work. Afterward, they reconvene to share one key insight about the emotional highs and lows they observed: what surprised them, where stress points emerged, and how small adjustments might create a more supportive experience. This brief role swap not only reveals hidden challenges and opportunities but also fosters a culture of genuine curiosity and connection, no matter your industry or job type.Looking Ahead: Empathy as a Springboard At the end of the day, empathy is the secret ingredient that transforms transactions into relationships, building trust, sparking innovation, and delivering service excellence that truly resonates. And as we embrace Pride Month and celebrate diverse identities, our commitment to empathy becomes more vital than ever: by staying curious about experiences different from our own, we empower ourselves to be better allies and champions for change.

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Are You Ready for Upcoming Changes to Employment Law? image
Are You Ready for Upcoming Changes to Employment Law?

​The landscape of UK employment law is evolving rapidly, with significant reforms on the horizon that could affect your business’s payroll, policies, and operational planning. From an increase in National Insurance contributions to sweeping changes introduced by the Employment Rights Bill, now is the time to prepare. Let’s explore these key changes, what they mean for your business, and the steps you can take to stay compliant and competitive. ​Key Changes on the Horizon Rising National Insurance Contributions Following the initial announcement in the 2024 Autumn Budget, a key reform is the scheduled increase in employers’ National Insurance (NI) contributions. Effective from April 2025, the NI rate will rise from 13.8% to 15%, while the threshold for liability will drop from £9,100 to £5,000 per annum. This change is expected to significantly increase business costs nationwide, with government estimates indicating it could generate an additional £25 billion annually to support public services and economic stability. (Source). These adjustments not only increase your payroll expenses but also necessitate a review of your cost structures and pricing strategies—especially if you operate in sectors with large numbers of low-wage workers. ​The Employment Rights Bill: What’s Changing? The Employment Rights Bill promises to be one of the most radical overhauls in recent decades, aiming to enhance workers’ rights significantly. Key proposals include: Day-One Unfair Dismissal Protection: Workers could gain the right to claim unfair dismissal from day one, although employers might still impose a probation period of up to nine months with a simplified dismissal process. Ban on Exploitative Practices: The Bill seeks to restrict practices such as “fire and rehire” and abusive zero‐hours contracts, ensuring employees have a more predictable and secure working environment. Enhanced Statutory Rights: Employees may soon enjoy day‐one access to statutory sick pay, parental leave, and flexible working requests, with improved protections against discriminatory practices. While many of these changes may not be implemented until 2026, it is essential to begin preparing now by reviewing your employment contracts and HR policies (Source). ​Preparing Your Business for Change In anticipation of these changes, here are some practical strategies to help you prepare:Review and Update HR PoliciesStart by auditing your current employment contracts and internal policies. Look for areas that might conflict with the new statutory rights—for example, your dismissal procedures, flexible working arrangements, and provisions in zero‐hours contracts. Updating these documents can help you avoid compliance issues when the changes come into force. Review And Refine Your Compensation StrategyFurther to the above, ensure that your compensation packages remain competitive even as wage floors increase. Consider non-monetary benefits—such as comprehensive health and wellbeing programmes and initiatives to foster a positive company culture—to help attract and retain staff.Update Payroll SystemsEnsure that your payroll software is equipped to handle the upcoming changes in NI rates and thresholds, as well as the increased National Minimum Wage rates. For instance, from April 2025, the National Living Wage for workers aged 21 and over will rise from £11.44 to £12.21 per hour, while other age bands will see similarly significant increases. A timely update to your systems can help prevent calculation errors and reduce the risk of penalties.Engage with Legal and HR ExpertsGiven the complexity of the upcoming reforms, it might be wise to consult with legal experts who specialise in employment law. They can offer tailored advice on navigating changes in the Employment Rights Bill, ensuring your business stays compliant and can capitalise on new opportunities.Communicate with Your WorkforceChanges to employment law can significantly impact employee expectations and morale. Transparent communication about how these changes might affect their rights and your business policies can help maintain trust and improve overall workplace satisfaction.Plan For Potential Hiring ChallengesWith wage increases and added administrative burdens, some companies may face recruitment slowdowns. Adjust your hiring strategies to focus on retaining existing talent and attracting high-calibre candidates through enhanced benefits, career development opportunities, and a clear vision for how your company adapts to change.​Impact on Business Costs and Operations The cumulative effect of increased NI contributions and revised wage rates mean that many employers should expect a tangible rise in overall employment costs. While some of these costs may be passed on to employees through adjusted wage structures, businesses must carefully manage their operational budgets to maintain competitiveness. Investing in training and technology—such as more efficient payroll systems or digital HR management tools—could help offset some of these costs. Moreover, by creating a stable work environment that offers consistent job security, companies can improve employee retention, reduce turnover expenses, and boost productivity over the long term. ​Stay Informed and Get the Support You Need Keeping abreast of legislative updates is crucial. With ongoing consultations on the Employment Rights Bill and other reforms, changes may evolve over the coming months. By staying informed and engaging proactively with industry experts, you can position your business to adapt swiftly to new legal obligations. If you need further guidance on how these upcoming changes might affect your business or require assistance in updating your policies and systems, our team at Thrive is here to help. Get in touch for tailored advice and support to navigate these changes clearly and confidently.

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