How FC Workforce scaled recruitment capacity 67% without adding headcount

FC Workforce is a family-run industrial recruitment firm in Peterborough, UK, specialized in temporary recruitment for warehouse operatives, pickers, packers, and forklift drivers. They had carved out a reputation for doing everything in-house: finance, payroll, HR, and recruitment. 

According to Staffing Industry Analysts, recruitment agencies lose an average of £17,000 per year per recruiter in productivity due to inefficient manual administration. For temporary staffing firms managing weekly payroll cycles, this inefficiency compounds exponentially. 

This is the context in which FC Workforce found themselves in July 2024. 

• 7-8 disconnected software systems - data entered multiple times; no single source of truth.
• Consultant capacity ceiling - maxed out at 200-225 shifts per week.
• Manual compliance checks - every booking required separate verification.
• 5-day payroll cycle - Thursday late nights became the norm.
• No bulk scheduling - each shift booked individually.
•  Fragmented worker experience - multiple portals, delayed payslips, slower query resolution

After evaluating multiple recruitment CRM providers in July 2024, FC Workforce selected Access Vincere Evo for one critical differentiator: structured workflows designed for high-volume temporary staffing. 

Here's what Access Vincere Evo delivered: 

• Bulk scheduling engine: Book 50 workers into shifts with 3 clicks instead of 50 individual bookings. This single feature unlocked the capacity breakthrough.
• Built-in compliance verification: Check certifications, right-to-work, and job requirements before confirming bookings, eliminating post-booking scrambles.
• Self-Service worker portal: Candidates register themselves, upload documents, and view shifts , reducing consultant admin by ~30%.
• Seamless integration architecture: Access Vincere Evo connects natively to Access FastTrack 360 Evo for payroll, creating a single-entry data flow from placement to payment. 

The ability for essentially our workload to split across the various departments inside the business — where if a mid-office person takes an action, that replicates in the back office and it's not then repeated essentially — was the key thought process behind it.

said Joshua Human, HR Manager 

FC Workforce embraced a "learn by breaking" philosophy during implementation, working closely with Access implementation specialists to configure systems for their specific workflows. 

What I really liked about the onboarding process was it was led by us. If we needed more time and more support, then we were able to get it. But equally, we weren't hounded for weekly meetings or daily meetings or whatever it might be.

Data migration is the thing that worried me the most, to be honest with you. It was: Number one, how do we get it? Number two, what do we do with it? And then number three, what does it actually look like when it goes in? 

• Scalability unlocked: Can now accept new clients without hiring additional staff: capacity buffer of 75-125 additional weekly shifts available.
• Service quality improved: Payroll and finance teams have time to respond to worker queries within same-day instead of end-of-week.
• Natural efficiency gains: Payroll team member left naturally; role didn't need backfilling due to process improvements.
• Cash flow improvement: Payslips ready 1.5 days earlier means faster query resolution and improved worker satisfaction.