Simple process flow

  1. Brief (10–15 minutes) — hours/rota, start date, location, risks, outcomes, non-negotiables
  2. Sourcing & Screening — we recruit specifically for the package
  3. Shortlist to you — profiles aligned to the brief
  4. Your match decision — interview / meet & greet (your choice)
  5. Mobilise — we coordinate start and practical onboarding
  6. Stability & continuity — replacement pathways actioned if needed

Key benefits

  • Zero upfront cost recruitment options (reduced risk)
  • Saves time on sourcing, screening, scheduling and replacements
  • You’re part of the match (shortlist + interview input)
  • Built for complex packages where reliability and traits matter
  • Continuity-focused recruitment to stabilise packages
  • UK-wide (subject to candidate availability)

Get in touch

If you’re managing a package, a case, or a funding stream and need reliable home support, we’re here to help.

Call us: 0345 030 3845 (Monday to Friday, 8am to 5pm)

Submit a Case

Ready to submit a case to Happiest at Home? Complete the form below, and we will get things started. 

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Two recruitment models to fit your package

Option 1 — Rolling Contract Staff Provision

A flexible solution where we support sourcing and continuity on an ongoing basis.

Happiest at Home can take responsibility for the staff provision element of the package, including:

  • HR, including discipline
  • Staff replacement
  • Payroll (PAYE)
  • Pension & NI
  • Support with employment law issues (if they arise)

Best for:

  • Packages needing stability and consistent cover
  • Situations where recruitment churn creates safeguarding and continuity risk
  • When you want a single point of contact and a dependable process

What you get (rolling contract):

  • A dedicated account manager for mobilisation + continuity
  • A clear escalation route if performance or fit isn’t right
  • Replacement sourcing without you restarting recruitment from scratch
  • A simple, predictable pricing structure (see “rolled-up hourly fee” below)

Option 2 — Temp-to-Perm Recruitment (3 or 6 months)

A structured route to place the right person quickly, trial them in post, then move to a permanent arrangement after an agreed period.

Best for:

  • Reducing “wrong hire” risk
  • Building a long-term support team without big upfront recruitment fees
  • Keeping the client stable while the match is proven in real life

Temp-to-Perm Option A: 3 Months

  • Included: 1 month free candidate replacement (if you deem the candidate unsuitable)
  • Outcome: Candidate is available to transfer to your payroll at the end of the 3-month period (as agreed)

Temp-to-Perm Option B: 6 Months

  • Included: 2 months free candidate replacement (if you deem the candidate unsuitable)
  • Outcome: Candidate is available to transfer to your payroll at the end of the 6-month period (as agreed)

Why 6 months is popular: lower hourly rate + longer stability window to prove fit and consistency.

What you get (temp-to-perm):

  • Faster mobilisation without recruitment “stop-start”
  • Reduced risk during the trial/temporary period
  • A clear transfer pathway once you’re confident in fit and performance
  • Continuity for the client, without repeated onboarding cycles

All-inclusive hourly fee (the “rolled-up” model)

Traditional recruitment and staff employment comes with upfront and ongoing costs (advertising, interviews, verification/DBS, payroll, employer NI, insurance, timesheets, and more).

With our models, you pay an all-inclusive hourly fee with associated costs built in — designed to provide real value compared with traditional approaches.

You’re part of the matching process

You know your client best. We keep you involved so the match is right first time.

You’ll help define:

  • Outcomes and day-to-day expectations
  • Essential skills and “must-haves”
  • Personality fit, communication style and boundaries
  • Risk considerations and what good looks like in practice

You choose from:

  • A shortlist of suitable profiles
  • Your preferred interview / meet & greet method
  • Clear next steps once you approve a candidate

What we recruit for

  • Outreach and enabling support (routine, confidence, independence)
  • Community access (appointments, activities, structure and safety)
  • Regular respite (planned, consistent cover)
  • Supported living at home style support (predictable routines, consistency)

Why Case Managers choose Happiest at Home

  • Zero upfront costs recruitment routes
  • Reduces time spent on advertising, interviewing, verification and leavers
  • Optional outsourced staff provision so you’re not carrying payroll/HR burden
  • Designed around real-world pressures pre and post settlement
  • UK-wide approach

“I live alone and have huge anxiety and self-confidence problems. I have suffered with this horrible condition for my whole adult life and it’s so bad that I struggle to leave the house.

I heard about Happiest at Home and contacted them, as I desperately needed to get out of the house at least once a week to get some fresh air, have a chat and make a new friend.

I now have my Carepal who is called Amanda, she is lovely and takes me out in her car to places like the beach. I should have done this 30 years ago, I have missed out on so much!”

Miss DR - Newcastle
What problem does Happiest at Home solve for Case Managers?

Happiest at Home helps Case Managers secure suitable care and support staff without the time, delay and internal resource usually required to recruit directly. We provide a flexible recruitment solution designed for complex community-based packages, helping Case Managers put support in place faster, reduce recruitment burden, and avoid the ongoing disruption of repeated hiring cycles.

What recruitment options do you offer?

We offer two main recruitment solutions:

Rolling Contract Recruitment Solution
A flexible ongoing option where Happiest at Home supplies care and support staff on an agency basis, with the ability to change workers if package needs change.

Temp-to-Perm Recruitment Solution
A structured route where staff are supplied for an agreed temporary period before transferring onto the client’s or case management company’s payroll.

Current temp-to-perm options are:
• 3 months with 1 month free replacement recruitment
• 6 months with 2 months free replacement recruitment

Is there any upfront recruitment fee?

No. Happiest at Home offers its recruitment solutions with zero upfront cost. This is one of the main advantages for Case Managers, as it removes the financial risk and commitment usually associated with sourcing, advertising, screening and replacing candidates.

How does your recruitment and matching process work?

Our process is designed to keep the Case Manager involved while reducing the amount of work they need to do.

The process typically works as follows:
• The contract is agreed and returned. 
• Happiest at Home begins recruitment based on the brief, hours, location and client needs. 
• Suitable CarePal profiles are shared with the Case Manager. 
• The Case Manager can identify preferred candidates before meet-and-greets are arranged. 
• The support package only begins once the Case Manager and client are satisfied with the proposed worker. 
• Billing does not start until the package has begun. 

This keeps control with the Case Manager while removing the heavy lifting.

What happens if the first worker is not the right fit?

If a worker is not the right fit, Happiest at Home can recruit and introduce replacement candidates.

For temp-to-perm packages:
• the 3-month option includes 1 month of free replacement recruitment
• the 6-month option includes 2 months of free replacement recruitment

For rolling contracts, the model is built to provide ongoing flexibility where changes may be needed.
This is especially valuable in complex packages where personality, communication style, experience and consistency all matter.

Can we choose who is put forward to the client?

Yes. Happiest at Home does not treat recruitment as a closed process. The Case Manager is part of the matching journey. We share candidate profiles and the Case Manager can help identify preferred workers before meet-and-greets take place.

This helps improve fit, increases confidence in the package from the outset, and reduces the chance of avoidable breakdowns later.

What types of clients and packages can you recruit for?

Happiest at Home’s recruitment solutions are particularly suited to clients who need reliable one-to-one support in the community or at home, including clients with:
• acquired brain injury 
• spinal injury 
• physical disability 
• complex support needs 
• outreach and community access requirements 
• respite and enabling support needs 

Our focus is on matching the right support worker to the person, the environment and the goals of the package.

How quickly can you start recruitment?

Recruitment can begin as soon as the brief is agreed and the contract is returned. Timescales depend on the complexity of the role, location, hours required and the experience profile needed, but the service is designed to help Case Managers move faster than they often can through direct recruitment alone.

Where urgency is important, Happiest at Home can prioritise recruitment activity to help reduce delays in getting a package moving.

How are you paid, and what are the payment terms?

Happiest at Home invoices weekly in arrears, which helps Case Managers and clients manage cash flow more easily than an upfront-fee recruitment model.

For summary documents and commercial discussions, payment terms can be presented as 3-day terms. This keeps the arrangement clear, simple and aligned to active service delivery.

What happens if we want to employ the worker directly?

That is exactly what the temp-to-perm solution is designed for. After the agreed agency period of 3 or 6 months, the candidate can transfer onto the client’s or case management company’s payroll.

This gives the Case Manager a practical route to:
• fill the role quickly 
• test fit in a real package 
• reduce long-term agency dependency 
• move to a permanent arrangement when appropriate 

To protect the recruitment investment made by Happiest at Home, the agreement also includes candidate non-solicitation provisions.

What if the brief changes after recruitment has started?

If the job specification, hours or core requirements change after recruitment is underway, a £500 change fee will apply. This protects the recruitment cost already incurred and helps ensure briefs are clear from the outset.