Thrive Workforce Solutions
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Become a Client.

Find out more about the benefits of becoming a client, and the wide range of workforce management and consulting services the Thrive Group can offer your business.

Our services help clients deliver.

Services Wheel Workforce planning & advice Professional search Workforce recruitment & managed services

Our services help clients deliver.

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Workforce recruitment & managed service

Across the Thrive network, our dedicated teams connect top talent with temporary and permanent positions in essential sectors. From HGV and delivery drivers to factory line operators and managers, we bring together the finest individuals. Our service delivers tailor-made workforce solutions across the UK, ensuring flexibility, agility, and unmatched quality. We strive to surpass your expectations and thrive in delivering exceptional results.

Icons / Services / Managed services

Professional search

We specialise in sourcing exceptional candidates for a wide range of fixed term, temporary to permanent and permanent roles. Our comprehensive services include thorough checks and assessments to ensure top-quality candidates are placed time after time. With rigorous screening processes, including qualification verification and background checks, we deliver remarkable talent that will meet your unique and individual staffing requirements.

Icons / Services / Workforce planning and advice

Workforce planning & advice

We go above and beyond just recruiting candidates by providing expert insight on a range of workforce aspects, including creating our tailored Workscape Reports to review your workplace challenges and opportunities.

Why choose Thrive.

Our workers

Good workers with great benefits. Our candidates have access to a great range of benefits through our app. See more below.

Our office network

We support our clients with dedicated teams through a network of local offices across key regions of England.

Support & advice

We are workforce experts and are keen to share our knowledge with you to help with your planning and management.

Our candidate app.

The Thrive Benefits App

Our candidate app.

All our candidates have access to an app with essential employee information and packed with benefits such as access to discounts, free counselling and 24/7 GPs. As well as being very useful for candidates, this helps to ease the administrative burden on our clients by providing a helpful means of providing benefits information to any candidates they employ.

Find out more

Our office network.

We support our clients through a network of local offices across Britain. Our reach and number of offices continues to expand as new members join the Thrive Group.

Thrive Bolton
Thrive Bolton
Thrive Oldham
Thrive Oldham
Thrive Shepton Mallet
Thrive Shepton Mallet
Thrive Skelmersdale
Thrive Skelmersdale
Thrive Swindon
Thrive Swindon
Thrive Trowbridge
Thrive Trowbridge
Thrive Wakefield
Thrive Wakefield

Our values.

We believe in the power of people to help businesses thrive and that with good work people will thrive too. These values express what we expect of ourselves, our colleagues and in our working relationships. Our aim is to make a lasting positive impact through our work and thrive together. 

There's work to be done and this is how we do it.


We have an appetite to understand. We probe, we qualify, and we learn. We never stand still and always seek out ways to improve and learn more.


We do the right things, but we also do them the right way. We can be trusted not to stray from the path even when there is an easier way out. We know that the way we work can be as important as the work we do.


We work hard to succeed, we are relentless in our pursuit of a job well done, and we are resilient along the way. Whatever the challenges we persevere to get the job done.


We build effective relationships with our colleagues, clients, workers, and external stakeholders.We understand the power of the collective, and believe that it’s better to win as a team than fail alone.


We are excited by the prospect of what the future holds, and we set our expectations high. When we strive to achieve we thrive.


We think smart, work hard, and take pride in a job well done. When there’s work to be done, it’s worth doing it well.


Key Sectors.

We are proud to specialise in the essential work of the factories, workshops, warehouses, and hauliers of Britain; the local authority key workers & operatives and general labourers too.

Great jobs for excellent people.

Find out more about what we offer to our candidates and why they choose Thrive.

Work-Life Balance: Embracing Flexibility and Well-Being image
Work-Life Balance: Embracing Flexibility and Well-Being

​In the hustle and bustle of our fast-paced lives, striking and maintaining a balance between work and personal life has become more crucial than ever.October, marked by the observance of National Work Life Week and World Mental Health Day on the 10th, serves as a poignant reminder of the importance of fostering a healthy work-life balance and prioritising mental well-being. As flexible and temporary work models continue to emerge, they open doors and opportunities for people in the workforce, enabling them to better balance career and individual pursuits. Let’s dive into these topics a little further below. ​The Significance of Work-Life Balance Achieving a stable work-life balance is not merely a personal achievement but a necessity that has profound impacts on our mental and physical health. As 2022 drew to a close, HSE reported that almost 2 million workers in Great Britain faced job-related illnesses. Stress, depression, and anxiety were particularly prevalent, representing close to 50% of these cases. These conditions were responsible for over half of all the working days lost due to occupational health problems. In light of these statistics, striking that balance ensures that work does not encroach upon our personal lives, thereby safeguarding our mental health and enhancing overall productivity and satisfaction.​Embracing Flexibility through Temp Working Temporary (or ‘temp’) working has blossomed into a practical alternative for individuals aspiring to mould their work schedules around their personal lives. The UK currently has over 4.4 million people on flexi-time employment contracts, which empowers them to selectively choose roles that resonate with their lifestyle, values, and personal commitments. Deciding when, where, and how to work not only fosters a healthier work-life balance but also opens doors to explore diverse industries and roles. It provides a platform to gain exposure to various projects and sectors, enhancing your skill set, expanding your professional network, and enriching your experience. Temp work also offers a safety net for those in transitional phases of their career, such as recent graduates, individuals re-entering the workforce, or those exploring a career pivot. It’s a lifestyle choice that enables individuals to design a career path that harmoniously coexists with their personal pursuits, ensuring that one domain does not overshadow the other.​Integrating Mental Health into Work-Life Balance Strategies Work environments and schedules also play a pivotal role in shaping our mental health. Stressful work conditions, tight deadlines, and lack of work-life balance can have adverse repercussions if not tended to or approached in the right way. Promoting mental health in the workplace and through work-life balance strategies involves creating supportive environments, facilitating mental health awareness training, and providing access to occupational health services. Employers and organisations can play a pivotal role by adopting policies that promote healthy work-life balance and provide support to employees dealing with mental health issues.​Tips for Achieving Work-Life Balance and Promoting Mental Well-being: Set Boundaries: Ensure that work does not spill into personal time and vice versa. Embrace Flexibility: Where possible, opt for working arrangements that accommodate your personal life and responsibilities. For those who may not have access to flexible working hours, make a deliberate effort to wrap up work on time a few days a week - your tasks can definitely wait. Prioritise Mental Health: Engage in activities that promote mental well-being, such as meditation, exercise, and pursuing hobbies. Whether that be solo or with friends and family, give your brain a break! Seek Support: Utilise available resources, such as counselling and mental health services, to navigate through challenging times. For instance, Mind could be a good place to start! Advocate for Healthy Work Environments: Encourage and participate in initiatives that promote mental health and work-life balance within your workplace.​Making Work-Life Balance a Reality In summary, achieving a balanced life, especially in the context of work and personal pursuits, is important. It's important to create a reality where our professional endeavours and personal life not only coexist but thrive simultaneously. Here’s to making mental health and work-life balance not just concepts but active practices, ensuring a healthier, satisfying future for all this October and beyond.

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Are you ‘Fit to Thrive’ in the Year Ahead? image
Are you ‘Fit to Thrive’ in the Year Ahead?

While many of us might look to the new year as an opportunity to discover our optimum fitness on a personal level, do we really think about what it takes to get a business and its people ‘work fit’ for what’s to come? There’s no escaping the fact that 2023 poses all kinds of challenges for the commercial world, not least in the face of rising costs, potentially waning demand, and ongoing economic uncertainty. ​So, at Thrive Group, we talk about the importance of using this time of year to get clients and candidates ‘work fit’. ​​Tempt Your Talent It’s simply not true that there aren’t candidates out there. In fact, we’re still seeing a great number of people who have been motivated to change their role in the face of their Covid experiences. Look at what you’re doing to attract the right candidate. Do you have a culture which is inclusive, inspiring and engaging? Is yours a business which acknowledges the need for, and support to achieve, good wellbeing? What’s the candidate experience like, from the moment they’re first introduced to you? Get these things right and you’re more likely to attract the right audience. ​Prioritise Planning for Peak Performance What effort do you put into workplace planning? Successful hiring requires the preparation and early insight, to ensure that the right candidate comes to your door. At Thrive Group, we go above and beyond merely recruiting candidates, by providing expert insight on a range of workforce aspects. This includes us creating our unique tailored Workscape Reports, which help review your workplace challenges and opportunities. ​Know Your Audience Candidate attraction and successful recruitment isn’t about luck. It’s about informed insight and truly examining who makes up your local labour market. What are these people looking for? Where will they be prepared to travel from? What matters to them? Do your company values most likely align with theirs? What will they ‘expect’ from an employer? Being ‘work fit’ includes committing time to this kind of analysis and ensuring you truly understand what makes you an attractive option to the available talent pool in 2023. ​Thrive Group is perfectly placed to help you become Work Fit for the year ahead. You can find more about our workforce management and consulting services by visiting:​

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High performing teams image
High performing teams

Happy teammates all working towards a common goal will bring success. With football at the forefront of our minds, we have been inspired to consider what it is that makes a winning team, and how employers can best support their own champions. Here we look at how you might refresh how you manage your people and what you can do to ensure they succeed. Watch out though, there are a few footy puns! Best foot forward You need goals to win. Play by the rules Foul play Think about formation Own goals can be turned around. ​Best foot forward Leadership, not management will ensure your team is successful.People work best when they feel seen, supported, and have a solid plan of progression. This is best accomplished as part of an equal, open exchange of ideas with the line manager rather an outdated approach where activities are plotted and set by management and outcomes often not often fully understood by the wider staff. A ‘leadership’ rather than ‘management’ style focuses on the support of the individual and team, encouraging them to feel confident in learning, trying new ideas and aiming for better results. With this approach staff are more likely to feel empowered and motivated to raise new ideas or explore operational challenges; challenges which if left unchecked could erode the wellbeing of your business. “Run with your team, not out ahead or you can risk losing the confidence and loyalty of staff that want to achieve more.” ​According to the 2016 Strategic Labour Market Intelligence Report (The Relationship between UK Management and Leadership and productivity) 11% of respondents considered that “not knowing what new management practices to introduce” were a major obstacle, and a further 23% considered this a minor obstacle. ​You need goals to win! Building aspirations and raising standards is key for team performance. People join businesses and teams they believe they can contribute to, so it is important everyone understands the bigger picture, the ambition, the prize. “If you do not believe it, then you have no chance at all.” -Arsene Wenger Share your vision, tell them how they can play their part and stand by them when they make an effort to do so. This way, you will really will have a great team ready to take on the world. Play by the rules As humans, we like to know what we should expect and what is expected of us. Vague, unwritten rules are a breeding ground for uncertainty and can create grey areas of behaviour or responsibility which can impact success. Clarity of management and communication is critical. A well-defined job role and clear processes give employees a firm playbook for how they should behave within the business. This clarity inspires confidence. Line managers need to play their part on the pitch too, making clear their expectations, and being accessible to address any concerns, queries or problems that pop up along the way, earning the trust of their staff. Foul play When expectations are clear it is important to address any behaviours that are below expectation. A member of staff’s negative behaviours at work can impact the confidence, motivation and satisfaction of the team around them if left unaddressed. Frequent absence – work with HR to identify the issue which may not be easy to understand and explore a better way of working for this staff member. Are they looking for another role? Are they unwell or managing the health of another family member? This is an excellent chance to explore a flexi-working pattern. Disruption at work – if you have an angry, upset or frequently under performing staff member it is worth considering how well they understand their role, what is expected and how their behaviour may be impacting on others within the business. For example gossiping and disrespectful language may be seen by some as fun, but this can erode the wellbeing of a successful team and shouldn’t be overlooked as less important than other behaviours that can be perceived as more directly affecting the businesses profitability and performance. ​Engagement or lack of enthusiasm – is an employee coasting or simply doing the bare minimum? Explore if this is the right role for them, perhaps they would like to expand on their activities or engage in further education. Equally, if you have offered these things and the person is still unresponsive, be sure to address this performance quickly as there is nothing more likely to de-motivate loyal staff than watching a team member who contributes less be allowed to continue leaning on others without redress. ​Poor communication with you or others (this includes disorganisation) - may indicate a lack of interest in the role or an unwillingness to share their thoughts or ideas. Encourage them into the fold, perhaps offer a team member as a mentor to help them align with their colleagues and culture. Make sure they have the tools in place (possibly training) in order to keep you posted on their activity in a way that aligns to their role and working persona. Think about the formation We’re not talking 4-4-2 here but a well organised team with players well-matched across their respective roles will go a long way to build a winning team. ​When building a team consider not only the skills they offer but their personalities too; there is plenty of scope for different people to play a key role in the team. A strong but firm ‘leader’ rather than manager will provide stability and confidence; an attentive and knowledgeable ‘action agent’ will help keep tasks on track and delivered at high quality; a natural enthusiast will be a ‘cheerleader’ to keep up team morale; and someone to play devil’s advocate can ensure all ideas are not just heard but tested for success. Own goal! You can turn it around. Own goals in football are almost always the result of high pressure or mistakes made elsewhere on the pitch. At work too, mistakes will most certainly happen and when they do it is important to avoid blame, understand what went wrong and why, then make the changes needed to ensure they are unlikely to occur again. That way the game is turned around! The quickest way for a mistake to turn toxic is for it to be hidden or passed onto another team member. Provide a safe and transparent platform from which staff can share errors in judgement and seek support to plan a resolution. But remember, prevention is better than cure! Did the error occur because: They were unfamiliar with a process or system? They did not feel comfortable asking for help? They had no one to pass the issue to? They are suffering personal challenges? The issue does not sit directly within the scope of their role? They are behaving inappropriately and without thought for others? ​All of these issues are preventable and all those involved are accountable for ensuring they understand their part, either in execution or a work role. Sharing the learnings from this will further improve a team’s resilience and build a greater platform for success. If you are looking for a new player for your team, get in touch with us or visit our blog page for more advice and tips.

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