Make UK recruitment honest, sector-aware, and accessible

Every score has a number. Every number has a reason. Every reason cites a UK regulation. We score the way the regulator audits — CQC fundamental standards, FCA SMCR, SRA standards, KCSIE 2025 — so passing our scoring means passing an audit.

• Free for candidates, forever — employers pay
• Audit-trail receipts on every shortlist
• UK legislation, UK regulators, UK pay norms

Wear the badge. Mean it. Win the contracts.

The UK government's Disability Confident scheme replaced the old "two-tick / double-tick" Positive About Disabled People logo. Three levels — Committed, Employer, Leader. Over 20,000 UK employers are signed up; only a fraction reach Leader status.

• Public listing on gov.uk — searchable by disabled jobseekers
• Procurement edge: public-sector and large-corporate buyers increasingly weight Disability Confident in tenders
• Wider talent pool: 16% of UK working-age adults are disabled; 28.6 percentage-point employment gap means a deep, under-tapped pipeline (ONS 2024)
• Higher retention: Disability Confident employers report longer average tenure

ProperFit Hire is built to support every Disability Confident commitment — adjustments passport, accessible application flow, anonymised shortlisting, evidence trail. Whatever level you're at, we'll help you ship the next one.

The interview format is the bias. We fix that.

Only 22% of autistic adults are in any kind of paid work (Buckland Review, 2024). ADHD, dyslexia, dyspraxia — same story, different mechanism. The CV often passes; the interview format screens them out.

• Bespoke interview prep packs that name what the interviewer wants to hear — and offer a STAR structure for it
• Adjustments passport: extra time, written task, visual aids, BSL, support person — declared once, shared with every employer
• Easy-read mode site-wide; pause / reduced-motion respected
• No timed tests, no eye-contact scoring, no LLM-only screening

Three years off the labour market isn't a failure mode

Parents who took time out. Family carers. People recovering from illness. Service-leavers translating military skills into civilian language. Generic ATSes deprioritise them automatically. Ours doesn't.

• Career-break-aware scoring — gaps are never weighted against you
• Skills translator for ex-service personnel (military trades → civilian role mapping)
• Free interview prep that reframes the gap as a strength, with a 90-day plan to close any genuine knowledge debt
• Companies House lookup so candidates research their target employer in 30 seconds

Care leavers, ex-offenders, ROTL candidates — judged on now, not on history

Fewer than 6% of UK care leavers reach higher education. Reoffending halves when ex-offenders find stable work in the first 12 months. Both groups are systematically locked out of mainstream recruitment.

• ROA 1974 routing: we explain spent vs unspent and show which roles fall under the Exceptions Order 1975 — so you only ever volunteer what the law actually requires
• RTW share-code locker: generate once at gov.uk, share with every employer in one click — we store only the last-4 + DOB hash, never the full code
• DBS-level routing: for each role we surface the actual check the employer will request (Basic · Standard · Enhanced · Enhanced + Barred List) — based on SVGA 2006 Schedule 4 and the Exceptions Order. We don't perform DBS checks (only the employer's Registered Body can) — we just tell you what's coming.
• Honest scoring: we tell you which sectors will ask about your record and which won't, before you waste an application

Inclusion isn't charity — it's how you fill 152,000 vacancies

The UK care sector alone has 152,000 unfilled roles. Healthcare, education, construction, security — all face the same shortfall. Tapping the candidates that mainstream platforms exclude is the cheapest pipeline you have.

• £99 per cohort — up to 50 CVs scored against one role in 24 hours
• £249/month retainer — unlimited cohorts, candidate messaging, alerts
• Audit-trail receipts the ICO and the regulator would accept
• Disability Confident-aware adjustments captured at application — no awkward post-offer surprise
• No subscription lock-in — pay only when you place a cohort