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<a href="mailto:hello@cubedresourcing.co.uk">hello@cubedtalent.co.uk</a>0330 123 9621Salts Mill, Victoria Road Saltaire West Yorkshire BD18 3LF

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Frequently Asked Questions

You will find below, details of our frequently asked questions for our colleagues who have been placed on assignments - please read these carefully.Should you have any queries, please do not hesitate to contact a member of the Cubed Talent team directly.You can call us on:-<div class="Contact_phone__5W7tH"><h4><a href="tel:0330 123 9621">0330 123 9621</a></h4>Or email&nbsp; on:-</div><div class="Contact_email__nE1lS"><h5><a href="mailto:hello@cubedresourcing.co.uk">hello@cubedtalent.co.uk</a></h5></div>&nbsp;

Worker Policies

You will find below, details of our Worker Policies - please read these carefully.Should you have any queries, please do not hesitate to contact a member of the Cubed Talent team directly.You can call us on:-<div class="Contact_phone__5W7tH"><h4><a href="tel:0330 123 9621">0330 123 9621</a></h4>Or email&nbsp; on:-</div><div class="Contact_email__nE1lS"><h5><a href="mailto:hello@cubedresourcing.co.uk">hello@cubedtalent.co.uk</a></h5></div>&nbsp;

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<h4>Please use the form below to forward your details to us.</h4>A member of our team will be in touch with you to discuss any suitable vacancies we may have.&nbsp;Please review our privacy policy below, which explains how your data will be processed.

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<h4>Please use the form below, or give us a call.</h4>

Refer a Friend

 At Cubed Talent we know your career is more than just a job - it’s about finding the right place to grow, develop and achieve your potential. Our role is to be your trusted partner, supporting you at every step of the journey.Whether you are looking for a permanent role, a temporary assignment or a new challenge, we work closely with you to understand your aspirations, your skills and your goals.

Your Trusted Partner for Career Advancement.

<h3 data-start="301" data-end="326">Your Career Partner</h3>At Cubed Talent we know your career is more than just a job -&nbsp;it&rsquo;s about finding the right place to grow, develop and achieve your potential. Our role is to be your trusted partner, supporting you at every step of the journey.Whether you are looking for a permanent role, a temporary assignment or a new challenge, we work closely with you to understand your aspirations, your skills and your goals.<h4 data-start="735" data-end="757">Permanent roles</h4>Changing jobs can feel overwhelming, but it does not have to be. With Cubed you will be supported by an expert consultant who takes the time to get to know you. From career guidance and interview coaching to salary advice and market insights, we make the process clear, honest and straightforward. We work with some of the UK&rsquo;s leading employers and often have access to exclusive opportunities that you won&rsquo;t find elsewhere. If your perfect role is not in our network today, we will do our best to find it for you.<h4 data-start="1277" data-end="1299">Temporary roles</h4>For us, temporary does not mean second best. When you work with Cubed, you are part of the team. We treat you as colleagues, not agency workers, and are committed to securing fair, rewarding and progressive assignments. Each placement offers the chance to build experience, develop skills and connect with respected employers across Yorkshire and beyond.<h4 data-start="1658" data-end="1692">Why candidates choose Cubed</h4><ul data-start="1693" data-end="2024"><li data-start="1693" data-end="1748">Personal guidance tailored to your career goals</li><li data-start="1749" data-end="1799">Exclusive opportunities with top employers</li><li data-start="1800" data-end="1857">Open and transparent communication at every stage</li><li data-start="1858" data-end="1946">Professional development support through training, mentoring and career pathways</li><li data-start="1947" data-end="2024">A people-first approach where you are valued, supported and respected</li></ul>At Cubed Talent, our commitment is simple. We will listen, we will guide, and we will connect you with opportunities where you can thrive.<h3 data-start="2173" data-end="2208">Ready to take your next step?</h3><a href="https://www.cubedtalent.co.uk/cm/candidates/submit-cv" target="_blank" rel="noopener">Register</a> with Cubed Talent today and let&rsquo;s find the role that&rsquo;s right for you or <a href="https://www.cubedtalent.co.uk/cm/jobs">browse our latest roles</a>.

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An entirely new approach to strategic talent management for the engineering, FMCG, electronics, manufacturing and supply chain sectors.

Why partner with us?

At Cubed Talent we bring a fresh approach to strategic talent management across engineering, FMCG, electronics, manufacturing and supply chain. Our by industry, for industry philosophy is shaped by more than 40 years of experience in innovation, R&amp;D, engineering, world class manufacturing and supply chain leadership.We go beyond filling vacancies. We act as a strategic partner, working alongside clients that include some of the UK&rsquo;s most respected and high performing organisations. Your challenges become our challenges, and your opportunities become ours.Our depth of insight allows us to ensure a continuous pipeline of skilled, motivated people who can drive performance, innovation and long term growth.<h4 data-start="957" data-end="992">Right first time recruitment</h4>We know that a bad hire costs time, money and momentum. That is why our process is built around a right first time approach. From in depth role scoping and cultural alignment to tailored attraction strategies and rigorous assessment, we focus on placing people who have the skills, mindset and values to succeed in your organisation. The result is faster onboarding, higher retention and measurable business impact.<h4 data-start="1416" data-end="1449">A flexible operating model</h4>Agility is at the heart of what we do. Our hybrid model combines fixed office locations, strategic hubs and in house embedded teams, giving us the ability to deliver tailored solutions at pace. Alongside our core team, we tap into a trusted partner network that provides specialist expertise, resources and know how whenever and wherever it is needed.<h4 data-start="1805" data-end="1838">Engagement and development</h4>We design innovative worker engagement strategies that raise awareness of your organisation, build employer brand and strengthen retention. Programmes such as Gateway Skills for Manufacturing help to prepare new entrants, create career pathways and develop future capability within your workforce.<h4 data-start="2144" data-end="2175">Building employer brands</h4>We help clients stand out in competitive markets by building their profile as an employer of choice. Through tailored attraction campaigns, compelling storytelling and effective communication, we ensure your opportunities reach and resonate with the right talent.<h4 data-start="2443" data-end="2478">Data and market intelligence</h4>We give clients the benefit of real time market insights and workforce analytics. This intelligence helps you anticipate skills shortages, benchmark pay and benefits, and make informed strategic decisions that keep you ahead of the curve.<h4 data-start="2721" data-end="2756">Compliance and peace of mind</h4>Our clients trust us to navigate the complexities of employment law, health and safety, and regulatory compliance. With Cubed Talent as a partner, you can be confident that your workforce solutions are not only effective but also fully compliant.<h4 data-start="3007" data-end="3034">Values that guide us</h4>We operate with an in house mindset. Every client is treated as unique, with distinct needs, culture and standards shaped by their markets and customers. Our ethos is to work alongside you, share responsibility and create long term value through genuine collaboration.<h3 data-start="3313" data-end="3340">Ready to get started?</h3>If you are looking for a talent partner who delivers right first time recruitment, builds long term workforce strategies and strengthens your competitive edge, let&rsquo;s talk.<a href="https://www.cubedtalent.co.uk/cm/contact-us" target="_blank" rel="noopener">Contact us</a> today to explore how Cubed Talent can help your business achieve more through people.

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View the range of roles we have here, if you don't see what you want connected with a team member to tell us what you are looking for.

Latest Jobs

<h5>View the range of roles we have here. If you don't see what you want, connect with a team member to tell us what you are looking for.</h5>

Interim & Fractional Solutions

<h3 class="cvGsUA direction-ltr align-center para-style-body" style="text-align: center;">Fractional Leadership on Demand: High-impact expertise, exactly when you need it</h3><h4 style="text-align: center;">We provide immediate access to a high-performance, hands-on network of doers and achievers - each selected from top-performing businesses and leadership teams.</h4>&nbsp;Our experts arrive preloaded with the experience, knowledge, and connections that only years of real-world results can build.They&rsquo;ve done the hard yards&mdash;delivering under pressure, scaling businesses, fixing problems, and unlocking growth.Whether you need acute support, targeted project delivery, or a substantive collaboration, we give you control, transparency and flexibility: define the scope, choose the commercial model, and we mobilise.<h3 class="cvGsUA direction-ltr align-center para-style-body" style="text-align: center;">Doers, achievers = results</h3><img src="/static/imglib/fractional/fracmobile1.png" height="941" width="1080" alt="" /><h3 class="cvGsUA direction-ltr align-center para-style-body" style="text-align: center;">10 Reasons Why</h3><img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/fractional/fracmobile2.png" height="1920" width="1080" alt="" /><h3 class="cvGsUA direction-ltr align-center para-style-body" style="text-align: center;">Services</h3>We offer interim, fractional, project-based, retained, short, medium or more embedded engagements across:<img src="/static/imglib/fractional/fracgraphic3.png" height="608" width="1080" alt="" /><h3 class="cvGsUA direction-ltr align-center para-style-body" style="text-align: center;">Engagement and project scenarios</h3><img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/fractional/fracmobile44.png" height="321" width="1080" alt="" />For 32 years and counting, we have had the privilege of working side by side with some of the most driven, effective and accomplished achievers in their respective fields. As a result, we have access to a diverse network of hands-on, results-driven and bottom-line-obsessed doers to fill or bridge capability and capacity gaps.Our closed network includes: skin in the game &ndash; start-up founders, to business evolution experts whose craft it is to build/scale and grow shareholder value, to world-class consummate C-suite professionals, to hard-core problem solvers - that see opportunities where others may see problems and barriers to progress. <img src="/static/imglib/fractional/fracgraphic5.png" height="608" width="1080" alt="" /><h3 class="cvGsUA direction-ltr align-center para-style-body" style="text-align: center;">Inspiration + Innovation = Interim</h3><h3 class="cvGsUA direction-ltr align-center para-style-body" style="text-align: center;">10 advantages of interim recruitment and how agile talent adds value to your business.</h3><img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/fractional/in1.png" height="608" width="1080" alt="" /><img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/fractional/in2.png" height="608" width="1080" alt="" /><img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/fractional/in3.png" height="608" width="1080" alt="" /><img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/fractional/in4.png" height="608" width="1080" alt="" /> <img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/fractional/in5.png" height="608" width="1080" alt="" /><img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/fractional/in6.png" height="608" width="1080" alt="" /><img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/fractional/in7.png" height="608" width="1080" alt="" /><img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/fractional/in8.png" height="608" width="1080" alt="" /><img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/fractional/in9.png" height="608" width="1080" alt="" /><img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/fractional/in10.png" height="608" width="1080" alt="" />

We have a highly experienced, proven and results driven team of sector specialists, working across the company.

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We have a highly experienced, proven and results driven team of sector specialists, working across the company.

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Cubed Resourcing Ltd Salts Mill, Victoria Road Saltaire, West Yorkshire, BD18 3LF.

hello@cubedtalent.co.uk  0330 123 9621

Contact

Cubed Resourcing Ltd (“the Company”) of Salts Mill, Victoria Road, Saltaire, BD18 3LF

Cubed Resourcing Ltd (&ldquo;the Company&rdquo;) of Salts Mill, Victoria Road, Saltaire, BD18 3LF&nbsp;The Company is a recruitment business which provides work-finding services to its clients and work-seekers and a training and development consultancy provider. The Company must process personal data (including sensitive personal data) so that it can provide these services &ndash; in doing so, the Company acts as a data controller. &nbsp; This notice applies to current and former employees, candidates, workers, contractors, suppliers and companies who use our services. &nbsp; You may give your personal details to the Company directly in person or email, such as on an application, CV or registration form or via our website, or we may collect them from another source such as a jobs board, LinkedIn or a third party referral. &nbsp; &nbsp; The Company must have a legal basis for processing your personal data. For the purposes of providing you with work-finding services, training and/or information relating to roles relevant to you we will only use your personal data in accordance with the terms of the following statement. &nbsp;<ol><li>Collection and use of personal data</li></ol>&nbsp;<ol><li>Purpose of processing and legal basis</li></ol>&nbsp; The Company will collect your personal data (which may include sensitive personal data) and will process your personal data for the purposes of providing you with work-finding services, fulfilling a contract, delivering learning and development programmes. &nbsp; We use information held about you in the following ways:- &nbsp;<ul><li>To carry out our obligations arising from any contracts we intend to enter into (or have entered into between you and us); and to provide you with the information, products and services that you request from us or we think will be of interest to you because it is relevant to your career or to your organisation.</li></ul>&nbsp;<ul><li>To provide you with information about other goods and services we offer that are similar to those that you have already purchased, been provided with or enquired about.</li></ul>&nbsp;<ul><li>The core service we offer to our candidates and clients is the introduction of candidates to our clients for the purpose of temporary or permanent engagement and to deliver our learning and development programmes. Our services also involve supporting individuals throughout their career and supporting businesses&rsquo; recruitment needs and strategies.</li></ul>&nbsp;<ul><li>Our legal basis for the processing of personal data is our legitimate business interests, described in more detail below, although we will also rely on contract, legal obligation and consent for specific uses of data.</li></ul>&nbsp;<ul><li>We will rely on contract if we are negotiating or have entered into a placement agreement with you or your organisation or any other contract to provide services to you or receive services from you or your organisation.</li></ul>&nbsp;<ul><li>We will rely on legal obligation if we are legally required to hold information on to you to fulfil our legal obligations.&nbsp;</li></ul>&nbsp;<ul><li>We will process sensitive personal data such as medical information to ensure your health and safety in the workplace and to assess your fitness to work, to provide appropriate workplace adjustments, to monitor and manage sickness absence, process benefits and to comply with legal obligations.&nbsp; We may process information about your race or ethnic origin, religion or gender for diversity/equal opportunities monitoring.</li></ul>&nbsp;<ul><li>We will in some circumstances rely on consent for particular uses of your data and you will be asked for your express consent, if legally required.</li></ul>&nbsp;<ol><li value="2">Categories of data</li></ol>&nbsp; Candidate/Employee Data &ndash; the information we collect may include personal contact details, CV/Work history, education details, emergency contact details, immigration status to check your right to work in the UK, salary information, bank details to process payments to you, pension entitlement, working hours, referee details, a copy of your driving licence and/or passport/identity card, job preferences, training or education certificates, tax codes, leave records, training details, timesheet records, your photograph, dependent details, letters of concern or warning as part of disciplinary proceedings, internal performance data and related documents re capability procedures and appraisals &nbsp; In order to carry out our legal or contractual obligations, we may also collect information you provide us related to your health or disability, diversity information or details of any criminal convictions required for the role you are interested in applying for. &nbsp; Client or Supplier Data &ndash; individual contacts within organisations, including names, telephone numbers, email addresses, bank details for processing payments &nbsp;<ol><li value="3">Our Legitimate Business Interests</li></ol>&nbsp; The Company&rsquo;s legitimate interests to process your personal data are as follows: &nbsp;<ul><li>As a recruitment business and recruitment agency, we introduce candidates to clients for permanent employment, temporary worker placements or independent professional contracts.&nbsp; The exchange of personal data of our candidates and our client contacts is a fundamental, essential part of this process.</li></ul>&nbsp;<ul><li>In order to support our candidates&rsquo; career aspirations and our clients&rsquo; resourcing needs and strategies, we require a database of candidate and client personal data containing historical information as well as current resourcing requirements.</li></ul>&nbsp;<ul><li>To maintain, expand and develop our business we need to record the personal data of prospective candidates and client contacts.</li></ul>&nbsp;<ul><li>For employees, to carry out the employment contract you have entered into with us</li></ul>&nbsp;<ol><li value="4">Recipient/s of data</li></ol>&nbsp; The Company will process your personal data and/or sensitive personal data with the following recipients: &nbsp;<ul><li>Prospective employers and our clients</li></ul>&nbsp;<ul><li>Individuals and organisations who hold information related to your reference or application to work with us, such as current, past or prospective employers, educators, examining bodies, employment and recruitment agencies.</li></ul>&nbsp;<ul><li>Professional associations, regulatory or law enforcement agencies</li></ul>&nbsp;<ul><li>Third party service providers who perform functions on our behalf (including pension scheme providers, CRM provider, professional advisors such as lawyers, auditors, accountants, technical support functions)</li></ul>&nbsp;<ul><li>Third party outsourced IT and document storage providers where we have an appropriate processing agreement (or similar protection) in place</li></ul>&nbsp;<ul><li>If the Company merges with or is acquired by another business or company in the future, we may share your personal data with the (prospective) new owners of the business or company.</li></ul>&nbsp; &nbsp;<ol><li value="2">Data retention</li></ol>&nbsp; The Company will retain your personal data only for as long as is necessary. Different laws require us to keep different data for different periods of time. &nbsp; The Conduct of Employment Agencies and Employment Businesses Regulations 2003, require us to keep work-seeker records for at least one year from (a) the date of their creation or (b) after the date on which we last provide you with work-finding services. &nbsp; We must also keep your payroll records, holiday pay, sick pay and pensions auto-enrolment records for as long as is legally required by HMRC and associated national minimum wage, social security and tax legislation. &nbsp; Our minimum retention period for candidate files, personnel files and training records (including disciplinary records and working time records) is 7 years after the date on which we last provide services to the associated applicant or client or 7 years after employment has ended.&nbsp; We may hold data longer if contractually required to do so, and for contract clients we will hold all data relating to service provided for a minimum of 7 years after the contract expires.&nbsp; Where such records could be relevant to a claim for personal injury, we will retain them for a minimum of 21 years from contract expiry. &nbsp; If you exercise your right to erasure, we will retain all information we are legal obligated to do so (such as employment contract data or financial payment), for the period that is set out by that legal obligation.&nbsp; We may also keep your name and the bare minimum of contact details so that we do not contact you or re-enter your details inadvertently in the future. &nbsp;&nbsp;Where technology allows, any data that we retain following an erasure request, will be anonymised.<ol><li value="3">Your rights</li></ol>Please be aware that you have the following data protection rights: &nbsp;<ul><li>The right to be informed about the personal data the Company processes on you;</li><li>The right of access to the personal data the Company processes on you;</li><li>The right to rectification of your personal data;</li><li>The right to erasure of your personal data in certain circumstances;</li><li>The right to restrict processing of your personal data;</li><li>The right to data portability in certain circumstances;</li><li>The right to object to the processing of your personal data that was based on a public or legitimate interest;</li><li>The right not to be subjected to automated decision making and profiling; and</li><li>The right to withdraw consent at any time.</li></ul>&nbsp; Where you have consented to the Company processing your personal data and sensitive personal data you have the right to withdraw that consent at any time by contacting mydata@cubedresourcing.co.uk &nbsp; &nbsp;<ol><li value="4">Complaints or queries</li></ol>&nbsp; If you wish to complain about this privacy notice or any of the procedures set out in it please contact: Operations Manager, Cubed Resourcing Ltd, Salts Mill, Victoria Road, Saltaire, Shipley, BD18 3LF. You also have the right to raise concerns with Information Commissioner&rsquo;s Office on 0303 123 1113 or at&nbsp;<a href="https://ico.org.uk/concerns/">https://ico.org.uk/concerns/</a>, or any other relevant supervisory authority should your personal data be processed outside of the UK, if you believe that your data protection rights have not been adhered to.

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The Company will collect the personal details that you provide to us on our website for the purposes of providing you with services and/or information.

The Company will collect the personal details that you provide to us on our website for the purposes of providing you with services and/or information. In providing such services and/or information to you we will only use your personal data in accordance with the terms of the following statement. &nbsp; This statement sets out below:<ol><li>How the Company collects your personally identifiable information through the website.</li><li>How the Company uses this information.</li><li>Who the Company may share the information with and for what purpose(s).</li><li>What choices are available to you regarding collection, use and distribution of your information.</li><li>The kind of security procedures that are in place to protect the loss, misuse or alteration of information collected through the Company&rsquo;s website</li><li>How you can correct any inaccuracies in the information collected through the website.</li></ol>&nbsp; If you feel that this company is not abiding by its posted privacy policy, you should first contact Steven Street, Managing Director, Cubed Resourcing Ltd, Salts Mill, Victoria Road, Saltaire, Shipley, BD18 3LF &nbsp; Information Collection and Use &nbsp; The Company collects information from our users at several different points on our website. The Company is the sole owner of the information collected on this site. &nbsp;We will not sell, share, or rent this information to others. &nbsp;Registration &nbsp; We request information from you on our online registration forms.&nbsp; Here you must provide contact information and information regarding the type of work you are seeking and your skills, qualifications and experience.&nbsp; This information is used to enable us to provide you with work-finding services.&nbsp; If we have trouble processing your application, this contact information is used to get in touch with you. &nbsp; Log Files We use IP addresses to analyse trends, administer the site, track users&rsquo; movements, and to gather broad demographic information for aggregate use.&nbsp; IP addresses are not linked to personally identifiable information. Sharing We may share aggregated demographic information with our clients. This is not linked to any personal information that can identify any individual person. Sale of business If the Company&rsquo;s business is sold or integrated with another business your details may be disclosed to our advisers and any prospective purchasers and their advisers and will be passed on to the new owners of the business. Links This website contains links to other external websites. Please be aware that the Company is not responsible for the privacy practices of such other sites.&nbsp; We encourage you to be aware of this when you leave our site and to read the privacy statements of each and every website that collects personally identifiable information.&nbsp; This privacy statement applies solely to information collected by the Company&rsquo;s website.&nbsp; &nbsp; Security The Company takes every precaution to protect our users&rsquo; information. &nbsp; Only employees who need the information to perform a specific job (for example, our accounts clerk or a marketing assistant) are granted access to your information. &nbsp; The Company uses all reasonable efforts to safeguard your personal information. However, you should be aware that the use of the Internet is not entirely secure and for this reason the Company cannot guarantee the security or integrity of any personal information which is transferred from you or to you via the Internet. If you have any questions about the security at our website, you can send an email to&nbsp;hello@cubedresourcing.co.uk &nbsp; Correction/Updating Personal Information If your personally identifiable information changes (such as office address), we will endeavour to provide a way to correct, update or remove the personal data provided to us.&nbsp; This can usually be done by emailing enquiries@innov8talent.co.uk. Notification of Changes If we decide to change our privacy policy, we will post those changes on our Homepage so our users are always aware of what information we collect, how we use it, and under circumstances, if any, we disclose it.&nbsp; If at any point we decide to use personally identifiable information in a manner different from that stated at the time it was collected, we will notify users by way of an email.&nbsp; Users will have a choice as to whether or not we use their information in this different manner. We will use information in accordance with the privacy policy under which the information was collected. &nbsp; This policy was last updated 1st&nbsp;February 2017. &nbsp; &nbsp; Complaints or queries &nbsp; The Company tries to meet the highest standards when collecting and using personal information. We take any complaints we receive about this very seriously. We encourage people to bring it to our attention if they think that our collection or use of information is unfair, misleading or inappropriate. We would also welcome any suggestions for improving our procedures. If you wish to complain about this policy or any of the procedures set out in it please contact: Cubed Talent Management Salts Mill, Victoria Road, Saltaire Shipley BD18 3LF

This statement sets out the steps that Cubed Resourcing Ltd has taken and continues to take to ensure that modern slavery, human trafficking, forced labour, and similar human rights abuses is not taking place within its business or supply chain, pursuant to section 54 of the Modern Slavery Act 2015.

<div id="p_lt_ctl06_pageplaceholder_p_lt_ctl01_FullWidthTextArea_pnlFullWidthTextArea" class="widgetFullWidthTextArea"><div class="container"><div class="row">This statement sets out the steps that Cubed Resourcing Ltd has taken and continues to take to ensure that modern slavery, human trafficking, forced labour, and similar human rights abuses is not taking place within its business or supply chain, pursuant to section 54 of the Modern Slavery Act 2015. &nbsp; We are committed to continually improving our practices and encourage the same high standards from our supply chain and other business partners. We critically assess who to engage and only partner with like-minded organisations because they recognise people should be treated with dignity and respect &ndash; these are amongst our guiding principles &nbsp; Key Commitments; Cubed Resourcing is committed to eliminating modern slavery, human trafficking, forced labour, and similar human rights abuses. Cubed Resourcing is committed to ensuring that its staff and any workers it supplies (directly or indirectly) are not subject to behaviour or threats that may amount to modern slavery, human trafficking, forced labour, and similar human rights abuses.&nbsp; Cubed Resourcing provides appropriate training and awareness information for all of its staff. In particular:&nbsp;<ul><li>Members of our Senior Leadership Team have attended the Stronger Together training in identifying and resolving concerns around modern slavery and human trafficking</li><li>All of our staff receive awareness-raising information around issues involving modern slavery and human trafficking, so that they can bring any concerns they have to the attention of management</li></ul>The Stronger Together principles and course materials are integrated within site inductions to raise awareness so that any staff, workers or other parties are equipped to and are strongly encouraged to report any concerns or suspicions that they might have to onsite managers or via our agreed and confidential channels &nbsp; Reports surrounding these issues are taken extremely seriously by our Senior Leadership team who are committed to ensuring that all investigations shall be prompt and effective. If our investigations reveal any issues, we are committed to taking appropriate action, including but not limited to: &nbsp;<ul><li>Working with the appropriate organisations to improve standards,</li><li>Working with our Clients to improve standards, passing details to appropriate law enforcement bodies.</li></ul>We regularly monitor our risks in this area through the use of our internal CRM and payrolling systems including:<ul><li>Weekly payroll reports to check for duplicate bank details, addresses, contact telephone numbers, and other fields</li><li>Cubed Managers regularly conduct random and cause for concern welfare meetings with candidates onsite</li><li>Regular one to ones and PDP&rsquo;s in line with onsite skills matrices</li></ul>We would also recommend reading this in conjunction with our other policies, including our:<ul><li>Whistle-blowing Policy</li><li>Ethical Trading Policy</li><li>Equal Opportunities Policy</li></ul>As part of our ongoing effort in this area of concern, we publish a modern slavery statement on an annual basis and revisit training periodically. &nbsp; &nbsp; Steven Street CEO &nbsp;</div></div></div><div id="p_lt_ctl06_pageplaceholder_p_lt_ctl01_FullWidthTextArea1_pnlFullWidthTextArea" class="widgetFullWidthTextArea"><div class="container"><div class="col-sm-12"><div class="sectionTitle"><h2>PREVENTING HIDDEN LABOUR EXPLOITATION POLICY</h2></div></div><div class="row"><div class="col-sm-12">Cubed Resourcing Ltd. is committed to developing and adopting a proactive approach to tackling hidden labour exploitation. Hidden labour exploitation is exploitation of job applicants and workers by third party individuals or gangs other than the employer or labour provider. It includes forced labour and human trafficking for labour exploitation; payment for work-finding services and work-related exploitation such as forced use of accommodation. It is understood that it is often well hidden by the perpetrators with victims, if they perceive of themselves as such, reluctant to come forward. We are committed to continually improving our practices and encourage the same high standards from our supply chain and other business partners. We critically assess who to engage and only partner with like-minded organisations because they recognise people should be treated with dignity and respect &ndash; these are amongst our guiding principles. Key Commitments; Cubed Talent shall:<ul><li>Designate appropriate managers to attend &ldquo;Tackling Hidden Labour Exploitation&rdquo; training and to have responsibility for developing and operating company procedures relevant to this issue.</li><li>Accept that job finding fees are a business cost and will not allow these to be paid by job applicants. The Company will not use any individual or organisation to source and supply workers without confirming that workers are not being charged a work finding fee.</li><li>Ensure that all staff responsible for directly recruiting workers are trained to be aware of issues around third-party labour exploitation and signs to look for and have signed appropriate Compliance Principles.</li><li>Ensure that labour sourcing, recruitment and worker placement processes are under the control of trusted and competent staff members.</li><li>Adopt a proactive approach to reporting suspicions of hidden worker exploitation to the Gangmasters Labour Abuse Authority (GLAA) and police.</li><li>Provide information on tackling &ldquo;Hidden Labour Exploitation&rdquo; to our workforce through workplace posters, leaflets and awareness raising in the registration and introduction process.</li><li>Encourage workers to report cases of hidden third-party labour exploitation, provide the means to do so and investigate and act on reports appropriately.</li><li>Positively encourage and support employees and agency workers to report such exploitation which may be occurring within their communities.</li><li>Require labour providers and other organisations in the labour supply chain to adopt policies and procedures consistent with the above.</li></ul> Steven Street CEO</div></div></div></div>

Commitment to Achieving Net Zero We are committed to achieving Net Zero emissions by 2045. &nbsp;Baseline Emissions Footprint Baseline emissions are a record of the greenhouse gases that have been produced in the past and were produced prior to the introduction of any strategies to reduce emissions. Baseline emissions are the reference point against which emissions reduction can be measured. <img src="https://www.cubedresourcing.co.uk/CubedResourcing/media/Global/Capture.PNG" alt="" />Emissions Reduction Targets We have had no previous emissions reduction commitment. In order to achieve progress towards our target for Net Zero, we have adopted the following carbon reduction targets. We project that net carbon emissions will decrease to 90 tCO2e by 2030 (-18% from baseline), 25 tCO2e by 2040 (-77% form baseline) and 0 tCO2e by 2045. Progress against these targets can be seen in the graph below (2023 is actual figures, 2024-2045 are projected): <img src="https://www.cubedresourcing.co.uk/CubedResourcing/media/Global/Capture2.PNG" alt="" />Carbon Reduction ProjectsThe following environmental management measures and projects have been completed or implemented before or since the 2023 baseline and the measures will be in effect when performing the contract:<ul><li>Adopted and encourage Microsoft Teams as the default meeting place as opposed to face to face visits for clients across the country.</li><li>Installation of new energy efficient LED lighting across the office.</li><li>Implemented an end of day routine to ensure minimal power is used outside of office hours.</li><li>Adopted better digital technologies to reduce use of materials and electricity through printing, such as using Signable digital signature software for contracts and agreements.</li><li>Relinquished control of our in office heating and cooling system to building management to reduce use and better optimise heating system.</li><li>Mapped the workforce against client locations to gain maximum efficiency on travel/commuting by matching employees to account manage clients local to their home addresses - specifically for clients who require multiple visits per week.</li><li>Utilisation of a Carbon Reporting Tool to accurately record our carbon emissions.</li><li>Developed a Carbon Reduction Plan that will be reviewed annually to monitor and measure reduction in carbon footprint year by year.</li></ul>In the future we hope to implement further measures such as:<ul><li>Leasing electric or hybrid only company cars to reduce emissions from petrol and/or diesel.</li><li>Move to a smaller office space, with a view to reducing energy consumption. Later explore options of moving to low carbon offices.</li><li>Offset some or all of our unavoidable business travel carbon emissions through a tree planting partner such as Make It Wild UK.</li><li>Further improve our adoption of digital technologies to help reduce use of materials and electricity through printing.</li><li>Work with our landlord / building provider to encourage purchase of 100% renewable energy.</li><li>Work with our landlord / building provider to improve provision of EV charging points.</li><li>Obtaining emissions data from all suppliers as part of purchasing procedures in order to select lower carbon suppliers and substitutes.</li><li>Implement energy saving routine for office equipment, such as setting computers and monitors to automatically switch off when users are away from their desk for more than 5 minutes.</li><li>Encourage black and white and double-sided printing where printing is unavoidable.</li><li>Switch to rail travel for longer distance travel where EV usage is not available.</li></ul>Declaration and Sign Off This Carbon Reduction Plan has been completed in accordance with Procurement Policy Note 06/21 and associated guidance and reporting standard for Carbon Reduction Plans. Emissions have been reported and recorded in accordance with the published reporting standard for Carbon Reduction Plans and the GHG Reporting Protocol corporate standard&nbsp; and uses the appropriate Government emission conversion factors for greenhouse gas company reporting. This Carbon Reduction Plan has been reviewed and signed off by the board of directors. Signed on behalf of the Supplier:&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp; Steven Street - CEO&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Date:&nbsp; 18/3/25

This site is operated by Cubed Resourcing Limited.

PLEASE READ THESE TERMS AND CONDITIONS CAREFULLY BEFORE USING THIS SITE This site is operated by Cubed Resourcing Limited. These terms of use (together with the documents referred to in them) set out the rules governing your use of our website ("our site"), whether as a guest or a registered user. Use of our site includes accessing, browsing, or registering to use our site. Please read these terms of use carefully before you start to use our site, as these will apply to your use of our site. We also recommend that you print a copy for future reference. By using our site, you confirm that you accept these terms of use and that you agree to comply with them. If you do not agree to these terms of use, you must not use our site. Privacy&nbsp;- These terms of use supplement (and are in addition to) the terms of our&nbsp;<a href="https://www.cubedresourcing.co.uk/privacy-policy/">Privacy Policy</a>. Our&nbsp;Privacy Policy&nbsp;sets out the terms on which we process any personal data we collect from you or that you provide to us. By using our site, you consent to such processing and you warrant that all data provided by you is accurate. Other applicable terms&nbsp;- If you purchase goods or services through our site, the relevant terms and conditions of supply for the relevant product or service will also apply.&nbsp; These will be clearly signposted on our site or during the order process. Changes to these terms of use or to our site&nbsp;- We may revise these terms of use at any time by amending this page. Please check this page from time to time to take notice of any changes we made, as they are binding on you. We may also update our site from time to time, and may change the content at any time. However, please note that any of the content on our site may be out of date at any given time, and we are under no obligation to update it. Some of the provisions contained in these terms of use may also be superseded by provisions or notices published elsewhere on our site. We do not guarantee that our site, or any content on it, will be free from errors or omissions. Accessing our site&nbsp;- Our site is made available free of charge. We do not guarantee that our site, or any content on it, will always be available or be uninterrupted. Access to our site is permitted on a temporary basis. We may suspend, withdraw, discontinue or change all or any part of our site without notice. We will not be liable to you if for any reason our site is unavailable at any time or for any period. You are responsible for making all arrangements necessary for you to have access to our site. You are also responsible for ensuring that all persons who access our site through your internet connection are aware of these terms of use and other applicable terms and conditions, and that they comply with them. Acceptable use&nbsp; - You may use our site only for lawful purposes. You may not use our site: - In any way that breaches any applicable local, national or international law or regulation. - In any way that is unlawful or fraudulent, or has any unlawful or fraudulent purpose or effect. - For the purpose of harming or attempting to harm minors in any way. - To send, knowingly receive, upload, download, use or re-use any material which does not comply with our content standards. - To transmit, or procure the sending of, any unsolicited or unauthorised advertising or promotional material or any other form of similar solicitation (spam). - To knowingly transmit any data, send or upload any material that contains viruses, Trojan horses, worms, time-bombs, keystroke loggers, spyware, adware or any other harmful programs or similar computer code designed to adversely affect the operation of any computer software or hardware. You also agree: - &nbsp;Not to reproduce, duplicate, copy or re-sell any part of our site in contravention of these terms of use. - &nbsp;Not to access without authority, interfere with, damage or disrupt any part of our site, any equipment or network on which our site is stored, any software used in the provision of our site or any equipment or network or software owned or used by any third party. We will do our best to assess any possible risks for users (and in particular, for children) from third parties when they use any interactive service provided on our site, and we will decide in each case whether it is appropriate to use moderation of the relevant service (including what kind of moderation to use) in the light of those risks. However, we are under no obligation to oversee, monitor or moderate any interactive service we provide on our site, and we expressly exclude our liability for any loss or damage arising from the use of any interactive service by a user in contravention of our content standards, whether the service is moderated or not. The use of any of our interactive services by a minor is subject to the consent of their parent or guardian. We advise parents who permit their children to use an interactive service that it is important that they communicate with their children about their safety online, as moderation is not fool proof. Minors who are using any interactive service should be made aware of the potential risks to them. Content Standards&nbsp;- These content standards apply to any and all material which you contribute to our site ("contributions"), and to any interactive services associated with it. You must comply with the spirit and the letter of the following standards. The standards apply to each part of any contribution as well as to its whole. You warrant that any such contribution does comply with the standards listed below, and you will be liable to us and indemnify us for any breach of this warranty. Contributions must be accurate (where they state facts), be genuinely held (where they state opinions) and comply with applicable law in the UK and in any country from which they are posted. Contributions must not: - Contain any material which is defamatory of any person. - Contain any material which is obscene, offensive, hateful or inflammatory. - Promote sexually explicit material. - Promote violence. - Promote discrimination based on race, sex, religion, nationality, disability, sexual orientation or age. - Infringe any copyright, database right or trade mark of any other person. - Be likely to deceive any person. - Be made in breach of any legal duty owed to a third party, such as a contractual duty or a duty of confidence. - Promote any illegal activity. - Be threatening, abuse or invade another's privacy, or cause annoyance, inconvenience or needless anxiety. - Be likely to harass, upset, embarrass, alarm or annoy any other person. - Be used to impersonate any person, or to misrepresent your identity or affiliation with any person. - Give the impression that they emanate from us, if this is not the case. - Advocate, promote or assist any unlawful act e.g. copyright infringement or computer misuse. Accounts and passwords&nbsp;- If you choose, or you are provided with, a user identification code, password or any other piece of information as part of our security procedures, you must treat such information as confidential. You must not disclose it to any third party. We have the right to disable any user identification code or password, whether chosen by you or allocated by us, at any time, if in our reasonable opinion you have failed to comply with any of the provisions of these terms of use. If you have any concerns regarding your user identification code or password or become aware of any misuse then you must inform us immediately. Ownership of rights&nbsp;- We are the owner or the licensee of all intellectual property rights in our site, and in the material published on it.&nbsp; Those works are protected by copyright laws and treaties around the world. All such rights are reserved. 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Limitation of our liability&nbsp;- Nothing in these terms of use excludes or limits our liability for death or personal injury arising from our negligence, or our fraud or fraudulent misrepresentation, or any other liability that cannot be excluded or limited by English law. To the extent permitted by law, we exclude all conditions, warranties, representations or other terms which may apply to our site or any content on it, whether express or implied. We will not be liable to any user for any loss or damage, whether in contract, tort (including negligence), breach of statutory duty, or otherwise, even if foreseeable, arising under or in connection with your use of, or inability to use, our site or your use of or reliance on any content displayed on it. If you are a business user, please note that in particular, we will not be liable for loss of profits, sales, business, or revenue, business interruption, loss of anticipated savings, loss of business opportunity, goodwill or reputation or any indirect or consequential loss or damage. If you are a consumer user, please note that we only provide our site for domestic and private use. You agree not to use our site for any commercial or business purposes, and we have no liability to you for any loss of profit, loss of business, business interruption, or loss of business opportunity. We will not be liable for any loss or damage caused by a virus, distributed denial-of-service attack, or other technologically harmful material that may infect your computer equipment, computer programs, data or other proprietary material due to your use of our site or to your downloading of any content on it, or on any website linked to our site. 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Legal proceedings against you for reimbursement of all costs on an indemnity basis (including, but not limited to, reasonable administrative and legal costs) resulting from the breach. Further legal action against you. Disclosure of such information to law enforcement authorities as we reasonably feel is necessary. We exclude liability for actions taken in response to breaches of these terms of use.&nbsp; The responses described in this policy are not limited, and we may take any other action we reasonably deem appropriate. Applicable&nbsp;law&nbsp;- If you are a consumer, please note that these terms of use, its subject matter and its formation, are governed by English law. You and we both agree to that the courts of England and Wales will have non-exclusive jurisdiction. If you are a business, these terms of use, its subject matter and its formation (and any non-contractual disputes or claims) are governed by English law. We both agree to the exclusive jurisdiction of the courts of England and Wales. Thank you for visiting our site. Terms &amp; Conditions By using this site you agree to our Terms of use. &nbsp;Whilst every effort is made to ensure that all information included in our website is accurate, users are advised that they should take appropriate precautions to verify such information.&nbsp; Cubed Resourcing Ltd expressly disclaims all liability for any direct, indirect or consequential loss or damage occasioned by the user's reliance on any statements, information, or advice contained in this web site. Cubed Resourcing Ltd is not responsible for the content of external internet sites. &nbsp; &nbsp; Cubed Resourcing Ltd, Salts Mill, Victoria Road, Saltaire, Shipley, BD18 3LF &nbsp; Last updated 15/05/24

Recruitment 2.0: Innovation as Standard

Right first time, every time - recruitment decision making.Certainty and peace of mind &ndash; engineered in. Risk, uncertainty &ndash; engineered out.&nbsp;Our Gold Standard approach to testing, assessment and selection &ndash; continues to deliver best in sector results.<img src="/static/imglib/blog_content/blogvis_mcquaig_datav2.png" height="1080" width="1920" alt="" /><img src="/static/imglib/blog_content/blogvis_mcquaig_threelevelsv2.png" height="1080" width="1920" alt="" />Cubed Talent is a MQuaig and Thomas International licenced assessment centre &ndash; offering a comprehensive range of trusted and insightful assessments and analyses designed to inform accurate, right first time recruitment decisions.&nbsp;Some of our most popular assessments:<img src="/static/imglib/blog_content/blogvis_mcquaig_data_graphics.png" height="1080" width="1920" alt="" />For more information on how Level 3 testing, assessment and selection will transform your hiring process and decision making &ndash; contact; <a class="Hyperlink SCXW89485221 BCX8" href="mailto:steven@cubedtalent.co.uk" target="_blank" rel="noreferrer noopener">steven@cubedtalent.co.uk</a>&nbsp;

Innovation as Standard

Here to help – a guide for Yorkshire based job seekers. 

Thank you for making contact with our team recently &ndash; it is with regret we are unable to supporting your job search at this stage. This page is designed to signpost you to helpful sources of information that may be relevant and helpful to you now, or in the future.&nbsp;Cubed Talent is increasingly undertaking work on behalf of clients as part of a RPO (Recruitment Process Outsourcing). In simple terms, we carry out agreed aspects of the recruitment process &ndash; on behalf of clients. This typically can include:&nbsp;<ul><li>Promoting jobs and opportunities &ndash; to create shortlists on behalf of clients</li><li>Carrying out testing, assessment and pre-selection &ndash; prior to client employers carrying out interviews</li><li>Recruitment strategy and workforce planning</li><li>Employee engagement projects</li><li>Payroll services</li></ul>If you have been directed to this page &ndash; on this occasion, you may not meet the criteria for the roles we are actively recruiting for. Reasons may include:<ul><li>Experience and skills are not matched to the role</li><li>A requirement for additional qualifications/accreditations</li><li>Location, travel and logistics</li><li>Shift times, shift rotations</li><li>Jobs being closed/filled</li></ul>Cubed Talent prides itself on service and applicant/candidate experience. The following information maybe helpful in your job search:<img src="/static/imglib/caradbwevbgraph.png" height="964" width="1714" alt="" /><h2>Other UK wide sources of advice and information:&nbsp;</h2><h3>1. GOV.UK Find a Job Service</h3><img src="/static/imglib/website_caradv_logogovuk.png" height="200" width="1920" alt="" />A government-run platform replacing Universal Jobmatch, it lets you search and apply for full-time or part-time jobs across England, Scotland, and Wales. It&rsquo;s straightforward, free, and reliable for finding roles nationwide, with filters to narrow down your search.&nbsp;<h3>2. National Careers Service</h3><img src="/static/imglib/website_caradv_logoncs.png" height="200" width="1920" alt="" />Available in England, this free service offers career advice, guidance, and tools via phone (0800 100 900) or webchat. It&rsquo;s great for personalized support, like assessing skills or finding in-demand jobs, and connects you to local vacancies.&nbsp;<h3>3. Indeed UK</h3><img src="/static/imglib/website_caradv_logoindeed.png" height="200" width="1920" alt="" />A massive job board with millions of listings, Indeed is user-friendly and offers features like company reviews and salary comparisons. It&rsquo;s a go-to for job seekers at all levels, with an app to keep your search mobile.&nbsp;<h3>4. LinkedIn</h3><img src="/static/imglib/website_caradv_logolinkedin.png" height="200" width="1920" alt="" />Beyond job postings, LinkedIn is a powerful networking tool. You can follow companies, join UK-specific job groups, and showcase your skills to recruiters. It&rsquo;s especially effective for professional roles and building connections in your industry.&nbsp;<h3>5. Reed.co.uk</h3><img src="/static/imglib/website_caradv_logoreed.png" height="200" width="1920" alt="" />Known as the UK&rsquo;s #1 job site, Reed lists over 200,000 jobs and offers courses to boost your skills. Its intuitive interface and extensive database make it a top pick for finding work quickly across various sectors.<h3>6. Monster UK</h3><img src="/static/imglib/website_caradv_logomonster.png" height="200" width="1920" alt="" />With 30 years of experience, Monster provides a vast database of jobs, career advice, and a CV upload feature to attract recruiters. It&rsquo;s particularly good for those seeking a tailored job search with alerts and industry-specific listings.&nbsp;<h2>Additional Tips:&nbsp;</h2><ul><li>Recruitment Agencies: Sites like Agency Central help you find agencies specialising in your field (e.g., engineering or healthcare), which can connect you to unadvertised roles.&nbsp;</li><li>Company Websites: Many UK employers post vacancies directly on their own sites, so check the &ldquo;careers&rdquo; pages of companies you&rsquo;re interested in.&nbsp;</li><li>Job Fairs and Networking: Look for industry-specific job fairs or career events in Yorkshire towns like Bradford, Leeds, York or Sheffield, often advertised locally or on platforms like Eventbrite.&nbsp;</li></ul>These sources blend practical job listings with support services, giving you a strong foundation whether you&rsquo;re in Yorkshire or looking UK-wide. Start with the ones that match your location and career goals, and don&rsquo;t hesitate to mix regional and national options for the best results.&nbsp;

Career Advice

Colleague Referral Scheme

We&rsquo;re always on the look out for reliable and hard-working colleagues to join the Cubed Talent Team across several assignments with reputable companies throughout Yorkshire and beyond.Our scheme rewards you for referring friends, family or former colleagues from your network, who are open to temporary or permanent roles.<h2>What&rsquo;s on offer?</h2><ul><li>&pound;25 Amazon Voucher for referrals into unskilled and semi-skilled roles such as assembly operatives, FLT drivers, warehouse operatives and similar roles</li><li>&pound;50 Amazon Voucher for referrals into skilled roles such as joiners, mechanical fitters and similar roles</li><li>&pound;100 Amazon Voucher for referrals into &lsquo;in demand&rsquo; skilled roles such as welders, pipefitters and other engineering related disciplines</li></ul>Subject to the terms and conditions below.<h2>How does it work?</h2><ul><li>Identify a colleague suited to any of the assignment types we recruit into, who&rsquo;s looking for a new role or a move.</li><li>Get their permission to share their details with us. &middot; Email hello@cubedtalent.co.uk with your name and mobile number, quoting &lsquo;refer a friend&rsquo; in the subject line.</li><li>If your referral is successful, your referral bonus will make its way to you following the qualifying period.</li></ul><h2>*Referral Bonus Terms and Conditions:</h2><ul><li>The Referrer must have and be able to prove consent to refer the candidate before submitting details.</li><li>The candidate must not already be registered on our database at the point of referral.</li><li>Where the same candidate is introduced by more than one person, only the first application received will qualify for a bonus.</li><li>The referral bonus is payable after the referred candidate completes a qualifying period of 8 weeks on assignment, and is subject to positive feedback on timekeeping, attendance and productivity.</li><li>The referral bonus is payable by way of voucher only and is not transferrable or redeemable in cash.</li><li>By submitting a referral, the Referrer is deemed to accept these terms and conditions.</li><li>In the event of a disputed fee, the company&rsquo;s decision shall be final.</li><li>Cubed Talent retain the right to change the conditions of or cancel the scheme without written notice.</li></ul>

Cubed Talent is committed to providing a high level of service to our customers. If you do not receive satisfaction from us, we need you to tell us about it. This will help us to improve our standards.COMPLAINTS PROCEDUREIf you have a complaint, please contact our Head of Recruitment Operations by phone on 01274 599354 in the first instance so that we can try to resolve your complaint informally.At this stage, if you are not satisfied, please contact our Directors. You can write to them at: Cubed Resourcing, Salts Mill, Victoria Road, Saltaire, Shipley, BD18 3LF.Next steps:<ol><li>We will send you a letter acknowledging your complaint and asking you to confirm or explain the details set out. We will also let you know the name of the person who will be dealing with your complaint. You can expect to receive our letter within 5 days of us receiving your complaint.</li><li>We will record your complaint in our central register within a day of having received it.</li><li>We will acknowledge your reply to our acknowledgment letter and confirm what will happen next. You can expect to receive our acknowledgement letter within 5 days of your reply.</li><li>We will then start to investigate your complaint. This will normally involve the following steps;</li></ol><ul><li style="list-style-type: none;"><ul><li>We may ask the member of staff who dealt with you to reply to your complaint within 5 days of our request;</li><li>We will then examine the member of staff&rsquo;s reply and the information you have provided for us. If necessary, we may ask you to speak to them. This will take up to 4 days from receiving their reply.</li></ul></li></ul><ol start="5"><li>We will then invite you to meet us to discuss and hopefully resolve your complaint. We will do this within 5 days of the end of our investigation.</li><li>Within 2 days of the meeting, we will write to you to confirm what took place and any solutions agreed with you.</li><li>If you do not want a meeting or it is not possible, we will send you a detailed reply to your complaint. This will include our suggestions for resolving the matter. We will do this within 5 days of completing our investigation.</li><li>At this stage, if you are still not satisfied you can write to us again. A Director of the company will review the decision within 10 days.</li><li>We will let you know of the outcome of this review within 5 days of the end of the review. We will write to you confirming our final position on your complaint and explaining our reasons.</li><li>If you are still not satisfied, you can contact the Employment Agencies Standards Inspectorate at the Department for Business and Trade or the REC, the industry trade association, of which we are a member by writing to the Consultancy and Compliance Team, REC, Dorset House, 1st Floor, 27 - 45 Stamford Street, London, SE1 9NT.</li></ol>If we have to change any of the time scales above, we will let you know and explain why.NOTE: In any event, we will comply with any statutory procedures that may relate to your complaint.&nbsp;

VIP Career Gateways

<h2><img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/1.png" height="100" width="100" alt="" /></h2><h2 style="text-align: center;">Blogs</h2>Coming soon.&nbsp;<img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/2.png" height="100" width="100" alt="" /><h2 style="text-align: center;">Featured Jobs</h2>Coming soon.&nbsp;<img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/3.png" height="100" width="100" alt="" /><h2 style="text-align: center;">FAQ's</h2><h4 style="text-align: center;"><a href="https://www.cubedtalent.co.uk/cm/faqs-for-service-leavers">Leaving the Forces: FAQs for Your Next Career Move.</a></h4>&nbsp;<img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/4.png" height="100" width="100" alt="" /><h2 style="text-align: center;">Forms</h2>Coming soon.&nbsp;

Leaving the Forces: FAQs for Your Next Career Move 

Straight answers to the questions people&nbsp;ask&nbsp;when they start thinking about life after service.&nbsp;<h3>When should I start planning my move to civilian work?&nbsp;</h3>As early as&nbsp;you're&nbsp;allowed to. Resettlement support (CTP) typically becomes available in the final couple of years of service, and the earlier you engage with it, the more choice you have over training,&nbsp;timing&nbsp;and role. Leaving it to the last few months limits your options &mdash; not because employers&nbsp;won't&nbsp;hire you, but because funded training and course dates need lead time.&nbsp;<h3>Do I need to know exactly what I want to do?&nbsp;</h3>No. Most people&nbsp;don't&nbsp;know&nbsp;when they&nbsp;will start. What matters more is understanding what&nbsp;you're&nbsp;already good at and letting that shape the options, rather than starting from a blank page. A good recruiter or resettlement advisor should be translating your trade and experience into civilian job titles for you, not asking you to work it out alone.&nbsp;<h3>Will my rank matter to civilian employers?&nbsp;</h3>Less than&nbsp;you'd&nbsp;think, and not always in the direction&nbsp;you'd&nbsp;expect.&nbsp;Employers care more about what you actually did &mdash; the trade, the responsibility, the scale of what you managed &mdash; than the rank itself.&nbsp;Officers and Other Ranks both do well in civilian work; the transition support and messaging just&nbsp;need&nbsp;to be pitched right for each.&nbsp;<h3>What if my trade&nbsp;doesn't&nbsp;have an obvious civilian equivalent?&nbsp;</h3>Most do, even if&nbsp;it's&nbsp;not obvious at first. Combat medics move into paramedic,&nbsp;ODP,&nbsp;or nursing routes.&nbsp;Logistics&nbsp;and admin trades move into supply chain,&nbsp;procurement&nbsp;or business support. Even less &ldquo;technical&rdquo; roles usually map onto team leadership, training,&nbsp;security&nbsp;or operations work. If&nbsp;you're&nbsp;not sure, ask &mdash; this is exactly the kind of gap a specialist recruiter should close&nbsp;to&nbsp;you.&nbsp;<h3>Are&nbsp;my training and experience actually&nbsp;recognised&nbsp;by civilian employers?&nbsp;</h3>Yes, generally &mdash; but it sometimes needs a short conversion course or a civilian ticket to be formally&nbsp;recognised&nbsp;(for example, military plant experience usually needs a CPCS or NPORS ticket to work on UK construction sites). The underlying skill and experience&nbsp;are&nbsp;real and valued; the paperwork sometimes needs to&nbsp;be caught&nbsp;up.&nbsp;<h3>What funding is available for retraining?&nbsp;</h3>Several sources, and most people&nbsp;don't&nbsp;use all of them:&nbsp;<ul><li>Enhanced Learning Credits (ELCAS) &mdash; up to &pound;2,000 a year, claimable across three separate years, covering up to 80% of a Level 3+ qualification.&nbsp;</li><li>Resettlement Training Grant &mdash; a further &pound;534, stackable with ELCAS.&nbsp;</li><li>CTP support &mdash; free workshops, career&nbsp;advice&nbsp;and job-finding help.&nbsp;</li><li>Service&nbsp;Charities&nbsp;&mdash;&nbsp;organisations&nbsp;like ABF The Soldiers' Charity, the RAF Benevolent Fund and the White Ensign Association can often help cover course costs,&nbsp;tools&nbsp;or living expenses during training.&nbsp;</li></ul><h3>How long does it typically take to find work after leaving?&nbsp;</h3>Most people who use CTP's paid resettlement services are&nbsp;at&nbsp;work within six months, and a majority are employed well before that. It varies by trade, region and how early you start engaging with resettlement support &mdash; which is exactly why starting early matters.&nbsp;<h3>Do I have to&nbsp;relocate&nbsp;for the best opportunities?&nbsp;</h3>Not&nbsp;necessarily but&nbsp;being open to it helps. Because service leavers come from bases across the whole country, employers recruiting UK-wide often see this as a genuine national talent pool rather than a regional one.&nbsp;If you can be flexible on location, it usually opens up more and better options.&nbsp;<h3>Should I go through a general recruiter or one that&nbsp;specialises&nbsp;in ex-forces&nbsp;candidates?&nbsp;</h3>A specialist recruiter should understand how to translate your specific trade and rank into the right civilian job titles, know which employers actively value ex-forces experience, and understand the funding and support routes available to you. A general recruiter may not&nbsp;know how&nbsp;to ask the right questions in the first place.&nbsp;<h3>What's the single biggest mistake people make?&nbsp;</h3>Underselling themselves. Describing a role as &ldquo;I was a fitter&rdquo; or &ldquo;I did logistics&rdquo; without explaining the scale,&nbsp;responsibility&nbsp;or technical depth behind it. Civilian employers&nbsp;can't&nbsp;value what they&nbsp;can't&nbsp;see &mdash; the translation from military experience to civilian impact is the part that makes the biggest difference to the outcome.&nbsp;<h3>Where do I start?&nbsp;</h3>Speak to your resettlement/CTP advisor as early as&nbsp;you're&nbsp;able&nbsp;to and&nbsp;speak to a recruiter who&nbsp;specialises&nbsp;in ex-forces placement alongside that &mdash; the two&nbsp;aren't&nbsp;a replacement for each&nbsp;other;&nbsp;they work best together.&nbsp;

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