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Your job search made easy

Our Divisions

We recruit for a broad range of roles across our four specialist sectors: Engineering, HVACR, Logistics, and Health. Each division is made up of recruiters who are excellent at their job and experts in their respective markets. We know what clients and candidates value, which gives us the edge when making the recruitment process as smooth and effective as possible.

Who we are

We’re an agency with a mission: to help candidates grow and businesses evolve.

When people are happy at work – they succeed – and so do the companies that employ them. By effectively connecting job seekers and employers, we make this happen.

We deliver a range of recruitment services: contingent, exclusive, and our brand new retained model – WR Search.

The WR Search offering provides cutting edge insight, behavioural assessments and comprehensive on-boarding to save clients time and money, and advanced tools to help candidates land their dream job. In fact, we’re so proud of it, we offer a 12-month replacement guarantee should a candidate leave – for any reason.

Whether you’re looking for a new role, or hiring for a vacancy, we’ll make your job or talent search as seamless as possible.

Want to know more? Give us a call on 0330 333 5074 today

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Are Smart

Whiteonians are smart. By constantly learning about our sectors, we can think strategically, present solutions that our competitors can’t, and keep an eye on the long game.

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Show Grit

Whiteonians show grit. That means displaying courage, character, persistence – and a passion for success.

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Work Together

Whiteonians work together. By providing positive, honest and reliable experiences, we form beneficial partnerships with clients, candidates and each other.

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Act Fearless

Whiteonians act fearless. We’re daring in pursuing clients, confident about delivering results, and unafraid of challenging the status quo.

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White recruitment

We're Hiring

We’re always on the hunt for enthusiastic, ambitious individuals to join us.

If you’re entrepreneurial, determined, and working in an environment full of perks and incentives appeals to you – why not apply?

  • Trade Counter Sales

    Reading, Berkshire

    £20000 - £30000 per annum + progression, ASAP start

    A trade counter sales assistant is required for one of the UK's leading and longest running material and service providers. With over 100 years' experience within the industry, this is an opportunity for an already experienced trade counter or internal sales assistant to develop their career within a large scale organisation in one of their busy depots. The ideal trade counter sales assistant will come to us with previous experience in high pressure sales environment, ideally in a face to face scenario. You will be handling a diverse array of customer queries via telephone and sales through foot traffic, so the ideal candidate will possess a similar level of varied sales experience. You will be responsible for the processing of sales orders, purchase orders and the sales assistant will be handling stock in shop also. This internal sales role would be the ideal move for someone with prior experience within a merchants or trade counter that has been looking for an opportunity to develop with a nationally recognised supplier. Trade Counter Sales Package: £20,000 - £30,000 DOE 28 days holiday including bank Immediate start date Progression opportunities WR HVAC are #1 recruitment partner for HVAC jobs. Our customers include a range of large and small manufacturers and suppliers of heating, ventilation, air conditioning and refrigeration equipment. We recruit UK wide predominetly for sales jobs and engineering jobs. WR is acting as an Employment Agency in relation to this vacancy.

  • Trainee Recruiter

    Portsmouth, Hampshire

    30k ote 1st 12 months

    At White Recruitment our Health and Social Care team are on a mission to grow with their thriving demand, so we need to create more specialist recruiters. If you're in the hospitality industry - manager, team leader or supervisor looking for a new career, with new challenges - office hours and no weekends then this is for you. You'll deliver first class customer service to our valued clients and candidates, to help achieve our aim to be the number 1 recruiter of choice with a highly talented, career driven team at the forefront - could you be our next specialist recruiter in our Health and Social Care team? THE COMPANY WR founded in 2008 and have been growing year on year. We develop managers from within, our team are highly ambitious and driven with excellent business acumen. Some of our best team members have come from team leaders, supervisors and managers in the hospitality industry. You'll work with the best systems, best managers and have extensive and dynamic training. We work strategically and proactively, giving you the freedom to build your business your way. Does this describe you? THE POSITION With your growth mindset and dedication to achieving your absolute potential, you'll confidently and naturally manage and create relationships with clients and candidates. Building your professional reputation and positioning yourself as a specialist in the industry. You'll need to be self motivated and not deterred easily. Predominantly office based but encouraged to outwardly meet clients 360 recruitment process Secure and manage exclusivity relationships Using social media to hunt and place appropriate candidates Business Development Management Consult your candidates through their interview and onboarding process Recruitment is a tough business, you'll need to be a goal setter and relentless to achieve. No day is the same, persistence and commitment is key! Team leader, supervisors and managers in the hospitality industry - this is the next step you are looking for. WHY SHOULD YOU APPLY Office Hours Free lunch, fruit and refreshments daily Career Development 1st year OTE of £30K Comprehensive training and e-learning Company incentives such as employee of the month and High Flyers Club corporate hospitality days out Pension scheme and health cash plan If your experience matches please forward your CV immediately. WR is acting as an Employment Agency in relation to this vacancy

  • Trainee Recruiter

    Portsmouth, Hampshire

    £20000.00 - £25000.00 per annum + 30k ote 1st 12 months

    WR Transport & Logistics, a division of White Recruitment is growing and so recruiting staff for Recruiter positions. WR employ around 50 staff, our mission is to make our customers job search easier. We are specialists in our markets and with the goal of becoming the #1 recruiter of choice. We offer 3 service levels of permanent recruitment, Contingent, Exclusive and Retained to our customers who are UK wide. Our vision is to become the best agency to work for in the area and so our employee proposition focuses on; our culture and working environment, benefits package, career and learning opportunities and our values. We always promote from within - all our leaders joined as trainee recruiters. YOU are career driven and work hard to achieve your absolute potential. You take work seriously and are interested in a sales career. You are naturally confident building relationships easily and comfortable dealing with people at all levels. You achieve your personal goals; college, graduate at university, sport, work promotions and when you commit to something, you complete it. You are self-motivated, organised and can manage multiple tasks and changing priorities. If this describes you, then we'd love to teach you recruitment. APPLY NOW! and become our next Trainee Recruitment Consultant. Our top recruiters joined us from diverse backgrounds including; B2B and B2C sales, hospitality/retail management, leadership roles in administration. RECRUITMENT is fast paced, varied, sometimes challenging and when successful is very rewarding. Our Recruitment Consultants work Monday to Friday, 08:30-17:30 and some flexibility is given and sometimes required. You will be predominately office based, however we will encourage you to meet your clients too. You will use a great database, modern recruitment methods and be trained to become a reputable specialist recruiter. You'll work to specific targets that clearly show what activity you need to do to achieve your sales target. BENEFITS - salary to £25k DoE 1st year OTE of £30K Free daily lunch Comprehensive training and e-learning Company incentives such as employee of the month and High Flyers Club corporate hospitality days out Pension scheme and health cash plan If your experience matches please forward your CV immediately. WR is acting as an Employment Agency in relation to this vacancy


I had hit the ceiling in my previous role and the work life balance was just not there. I came into recruitment as it offered a challenging, yet rewarding opportunity for people who are willing to work hard. I loved the idea of ‘you get out as much as you put in.’  
The social side of the company is like nothing I know of anywhere else. I talk to my friends in numerous industries: trade, hospitality, accountancy. None have anything like we do! The office culture at WR is great! The atmosphere is always positive and relaxed, with the music playing and an open plan setup really helping this.
Here at WR I feel completely valued from my manager and both directors which makes me want to go to work each day. Enjoying what you do cannot be understated.
For anyone willing to work hard and put in the effort I would definitely recommend joining WR!

Jack Loydd


The company took on a few other people and I expressed an interest in training and managing those people, so in my second year in recruitment I took over managing the team and drove it forward. It went quite quickly from a team of 2 or 3 up to a team of 17 in a few years.

Martin Doig


If I could to sum up my time at White Recruitment so far it would be challenging, rewarding and enjoyable

Steph Wood


We asked our consultants what three words they would use to sum up their time at White Recruitment - here’s what they had to say.

The Team at WR


‘People should apply to be a Whiteonian because there’s hundreds of different opportunities to progress. Whether you want to be a leader, or key account manager, it’s all there. Most importantly, if you’re self-driven and motivated, you’re free to reach your potential’

Dexter Way, Lead Recruiter

Dexter Way

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​How will the gas boiler ban affect access to talent in HVACR? In HVACR, skills shortages are a common topic of debate. In recent years, organisations have had increasing difficulty sourcing talent, with a study from The Open University stating that 91% of UK organisations havestruggled to find workers in the last 12 months. One factor that may cause additional impact to the sector is the raft of legislation being introduced by the UK government to tackle climate change. In order to address rising CO2 levels, many laws have been created to cut carbon emissions. As an industrythat plays such a vital role in reducing the UK carbon footprint, any change will undoubtedly affect HVACR.One development that we recently covered was the FGas ban, which will force manufacturers of refrigeration and AC systems to ensure they no longer use potentially harmful refrigerants. This week, we’ll focus on the upcoming gas boiler ban in new homes from 2025.  Here’s what you need to know about how it could affect access to talent.Access to talent: What is the gas boiler ban?In March 2019, Phillip Hammond announced new standards as part of the UK’s growing movement towards sustainability. As well as cutting carbon emissions and supporting energy conservation for small businesses, it was also announced that fossil-fuelheating systems will no longer be installed in new homes after 2025.Under the ban as part of the Future Homes Standard, conventional gas or oil fired heating systems will no longer be fitted in new builds from 2025, which will require developments to be future proofed with low-carbon heating and world leading levels of energyefficiency.In addition to this, there are plans in place to phase out high-carbon fossil fuel heating in existing buildings as the UK works to achieve an overall target of zero greenhouse gas emissions by 2050.Rising demandWhen it comes to access to talent, the main challenge that the gas boiler ban will present is a boom in demand for specialist workers to meet new regulations. According to the latest Global Energy Talent Index (GETI) report, 48% of power professionalsare already concerned about an impending ‘talent emergency’, while 32% believe the crisis has already hit the sector. Almost one third (28%) report that their company has been affected by a skills shortage.Heat pump specialistsAccording to our own company data, one area that has already seen demand rise is for heat pump specialists and other renewable energy professionals. With 2.5 million new heat pumps set to be installed in new homes by 2030, it is perhaps unsurprising that there is such a rise in demand for specialists to sell, install and maintain ground source and air source heat pumps.A complicated pictureWhile the gas boiler ban could potentially have a huge impact on access to talent, this is far from the only factor influencing skills shortages in HVACR sector. With an ageing workforce and a lack of interest from young professionals in pursuing a career in thesector – it’s important that businesses adopt smart talent strategies in order to cope with challenges.At WR HVACR, we have unfettered access to highly qualified HVACR talent pools that can help your organisation keep up with any regulation changes, talent shortages, and any challenge that the industry may throw at you. Contact us today and we’ll connect you with one of our specialist HVACR consultants. We’ll take time to understand your challenges and goals, andgive you access to the best talent possible.Call us today on 0330 333 5074​​​

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After a successful 2019, we’ve been celebrating Christmas at WR – with last week containing plenty of festive cheer, office decorations, company lunches, and of course – Christmas presents.Last Friday, we hosted our company Christmas party at the Spinnaker Tower. Our staff and consultants enjoyed a well-earned evening of welcome drinks, a three course meal, premiumdrink packages (including plenty of prosecco, beer and wine), and a DJ. It was a night to remember (or not, for some). However, this wasn’t all we got up tothis Christmas at WR.Christmas at WROn Save the Children's Christmas Jumper Day, we did an office-wide Christmas quiz, and managed to raise £85.35 for the charity. However, a Christmas jumper wasn’t quite enough for Lewis, who decided to dress up Santa and hand out sweets and chocolate to the entire office.All our divisions and back office staff have also enjoyed separate Christmas lunches. The back office team enjoyed a buffet, secret Santa, and a thank you card from all the managers for their hard work thisyear. The only downside was that the team had to sit through Lewis reading his brand new book full of dad jokes. Engineering, HVACR, and Health have all had their own Christmas lunches – with Logistics finishing early on Thursday , and heading off to the Winchester for a slap up meal and pub crawl.There’s also been plenty of presents being delivered to the office for everyone’s kids, husbands, wives, and family – with Santa delivering bikes, dollhouses and plenty of other goodies. Some of the dads have been getting a bit competitive – which isn’t too surprising for recruiters. The pool and table tennis tables have seen plenty of action, with games of bowls taking place in the middle of the office to decide who’s doing the next round of tea. Finally, there’s been a daily incentive where two lucky Whiteonians can go home early if they hit their targets. Excited for 2020All in all 2019, has been a great year for us at WR, and we want to do as much as possible to recognise the efforts of our hard-working team.We do our utmost to make WR a place where staff love to come to work every day, with the opportunity to grow, develop, and take their career in the direction that they want to take it. Success is always recognised, whether that be through Christmas festivities,sales prizes and incentives, or even company trips abroad.As we wrap up Christmas at WR, and go into 2020, we’re always on the lookout for more enthusiastic and ambitious individuals to work at White Recruitment.If you’re entrepreneurial, determined, and working in an environment full of perks and incentives appeals to you – why not apply to work at White Recruitment?Want to know more? Give us a call on 023 9284 9905 today

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What will Brexit mean for talent in logistics? While the effects of Brexit are being felt across the majority of industries, somewhere the UK’s exit from the EU could have a particularly acute effect is transport and logistics. As a sector that plays a crucial role in the UK’s infrastructure and overall health of the economy – understanding the potential consequences of Brexit is important for businesses and employees alike. With companies already struggling to find workers, and January fast approaching – here’s some of the key areas where Brexit could affect talent in logistics. Brexit and talent in logistics Increased demand for customs experts One notable shift in the situation for talent in logistics as a result of Brexit uncertainty is an increase in demand for workers with customs experience. In fact, our company data has shown 183% rise in demand year on year for workers with an understanding of the customs clearance process, documentation knowledge, tariffs & rate negotiation skills. This could be set to increase further under a no-deal Brexit – with a UK exit from the single market still on the cards. In fact, the TUC recently stated there will be a need for ‘up to 5,000 extra people to cope’ with Brexit-related challenges. ​Exacerbated talent shortages In addition to this – there is a chance Brexit could further exacerbate existing shortages of talent in logistics – most notably the age gap. Currently, there is a dearth of young talent available to replace an ageing workforce. With only 9% of the workforce younger than 25, and 45% over 45 years old – the industry will collectively need innovative solutions to ensure that strong talent pipelines can be built. However, a reduction in available EU workers could make this a monumental task. Limit EU professionals Finally, a restriction to the availability of EU professionals is perhaps the most obvious Brexit factor threatening talent in logistics. In fact, the chief executive of the Freight Transport Association (FTA) stated that ‘non-UK EU workers make as vital contribution to the logistics sector as their counterparts do in the National Health Service and the construction industry.’ In addition to this, in the FTA’s Logistics Skills Report 2019, declining EU net migration is cited as the main factor causing a 43% rise in job vacancies in the transport and storage industry over the past 24 months. The report states that ‘the logistics sector is facing serious challenges in the recruitment and retention of labour: 59,000 HGV drivers alone are urgently needed to keep operations afloat. Businesses within the logistics sector are reliant on access to EU workers to help fill job vacancies; these workers currently constitute 13% of the entire logistics workforce.’ Access to quality talent While uncertainty is the prevailing feeling amongst the logistics industry towards Brexit (along with most of the country), what’s undeniable is that exiting EU will have a sizeable impact on the skills situation in the country. In an industry where shortages are already an issue – this means access to quality talent is absolutely crucial. At WR Logistics, regardless of the effect of Brexit, we’ll ensure your business has the necessary resources to cope. Our consultants possess an in-depth understanding of the sector and the needs of our clients and candidates. We’ve managed staffing requirements for some of the largest organisations in the UK, covering positions of all levels. We connect the best talent in the logistics industry with exciting career opportunities at fantastic organisations. To make your logistics job search as seamless as possible, we offer a range of services: contingent, exclusive, and our brand new model, WR Search. This retained service saves businesses time and money, providing state-of-the-art insight, behavioural analysis, and advanced tools for candidates to land their dream jobs. If you’re seeking a new position, or are an organisation with vacancies in this area, contact us today ​ 



How will F-gas regulations effect access to talent? ​In HVACR, the ongoing skills shortage is a well-known topic of discussion. Organisations have increasingly found it difficult to fill roles in recent years, with 91% of organisations in the UK struggling to find workers with the right skills over the past 12 months.On top of this, with the UK making it a priority to cut carbon emissions –many different pieces of legislation have been introduced which could boost the demand for skilled professionals and affect access to talent. As an industry that has a substantial influence in reducing the UK carbon footprint and creating sustainable environments – this is bound to affect HVACR.For instance, the government has put plans in place for an 80% reduction on carbon emissions on commercial buildings by 2050. However, one piece of legislation that could substantially affect HVACR is the upcoming F-gas regulations. Here’s what you need to know.Access to talent: What are the F-gas regulations? In recent years, as the UK looks towards a low-emission future, some of the most commonly used refrigerants have fallen out of favour due to their damaging impact on the environment, with many being phased out for less harmful alternatives. For this reason, strict regulations around F-gas were introduced to control the use of fluorinated greenhouse gases in Europe.F-gas is contained in most commercial refrigeration units, transporting heating around the system either away from an area to cool it, or towards an area to heat it. Changes in legislation will affect a wide range of cooling systems and industries, including remote retail refrigeration, walk in fridges, cellar coolers and chillers.As a result, any owners and manufacturers of refrigeration and air conditioning systems located in the EU and UK need to ensure their systems are compliant with these regulations. By January 2020, all refrigerants with a GWP above 2500 will be banned. Those with equipment affected by the upcoming ban will have to either:Retrofit the existing systemService the system using reclaimed refrigerantReplace the system with one that uses a lower GWP refrigerantCompanies will be liable for prosecution if they do not comply with regulations. Under the new rules, it is increasingly difficult to delegate responsibilities to service and maintenance contractors. A person found guilty of an offence under the regulations is liable, on summary conviction in a Magistrates’ Court, to a fine up to the statutory maximum (£5,000) and an unlimited fine on conviction in the Crown Court.How will this influence talent?So, how will the F-gas regulations influence access to talent? In order to implement legislation, a large amount of manpower will be needed. Non-compliant units across the country are going to be refitted and replaced, and all newly manufactured units will have to meet F-gas regulations. A vast array of professionals will be needed to carry out a number of tasks, including arranging appropriate refrigerant recovery, servicing, disposal and leakage checks.This likely mean that demand will skyrocket for highly qualified staff. Personnel will all have to possess a recognised national refrigerant handling qualification, such as a City or Guilds 2078, CITB equivalent, or a European qualification of the same level. However, while demand for these staff will rise, legislation changes are coinciding with the UK’s exit from the EU. Currently, a large amount of highly qualified HVACR talent is being hired from the EU. However, with EU immigration to the UK set to be slashed by 80% after we leave the bloc, according Sajid Javid, a drop in available talent pools could highly exacerbate the situation. A complicated pictureWhile the F-gas regulations could potentially have a huge effect on access to talent, this is far from the only factor influencing skills shortages and, indeed, the entire HVACR sector. With an ageing workforce rapidly approaching retirement, and a lack of interest from young professionals in pursuing a career in the sector – it’s important that businesses adopt smart talent strategies in order to cope with today’s challenges, and build pipelines for the future.At WR HVACR, we have unfettered access to highly qualified HVACR talent pools that can help your organisation keep up with any regulation changes, talent shortages, and any challenge that the industry may throw at you. Contact us today and we’ll connect you with one of our specialist HVACR consultants. We’ll take time to understand your challenges and goals, and help you target the best talent possible. Call us today on 0330 333 5074