At TaskMaster, we believe that a more diverse, empowered workforce leads to stronger teams, better ideas, and a more connected industry. That’s why we’re thrilled to share that three of our team members, Paige Mitchell, Kim McCafferty, and Elly Clow, have officially joined Women in Logistics UK (WiL) as members, proudly aligning themselves with the group’s mission to attract, retain, and support women across the logistics sector.

Women in Logistics is a not-for-profit Community Interest Company (CIC) dedicated to connecting, engaging, and inspiring women across the industry. It provides opportunities for mentoring, training, and networking, giving members the tools and platform to shape the future of logistics and drive meaningful change.

As the industry continues to evolve, it’s more important than ever to ensure women’s voices are not only included, but amplified. We’re incredibly proud to spotlight these three TaskMaster women who are doing just that.

Meet the Members

Elly Clow – Head of Client Solutions

Elly began her recruitment career at just 18 years old, working her way through the ranks from on-site consultant to Head of Client Services. With 16 years in recruitment, including a return to industrial staffing after time in professional services, Elly is focused on supporting growth across the TaskMaster branch network and exploring new markets for expansion.

“I’m proud to be one of Women in Logistics’ 100 Founder Members. As a single mum working full-time in a demanding industry, I have huge respect for the women in this space. It’s going to be a great chance to connect with like-minded people, share experiences, and stay at the forefront of innovation in logistics.”

Kim McCafferty – Business Development Manager, Scotland

April marks 11 years at TaskMaster for Kim, and what a journey it’s been. From trainee consultant to the driving force behind some of Scotland’s most successful industrial recruitment branches, Kim’s passion for people and performance has earned her wide recognition, including playing a central role in TaskMaster Scotland being named Scottish Business Award winner in 2024.

“Being part of Women in Logistics allows me to collaborate with others who are just as passionate about the sector as I am. I’m excited to continue growing professionally and championing women in our field.”

Paige Mitchell – Driving Manager, TaskMaster Logistics

With over 11 years of experience in the logistics industry, Paige is known for her dedication to efficiency, compliance, and people-first recruitment. Her deep understanding of driver operations and CPC qualifications reflects her commitment to running smooth, legally sound processes while providing a supportive environment for her drivers.

“I’ve always focused on helping drivers thrive in roles that suit them. This industry is constantly evolving, and being part of Women in Logistics will help me grow further, while continuing to build meaningful relationships with clients and drivers alike.”

Why It Matters

With an industry still facing gender imbalance, initiatives like Women in Logistics are essential. They provide women in the sector with resources, community, and influence, while helping organisations like TaskMaster champion inclusivity and drive progress.

By supporting Paige, Kim, and Elly on their journey as WiL members, TaskMaster is proud to take another step in our commitment to equality, leadership, and shaping a better future for logistics.

Learn More

Visit Women in Logistics UK to find out more about their mission and how to get involved.

Interested in how TaskMaster supports women in logistics and across our workforce? Get in touch with us here.

At a Glance

- Exclusive provider of non-clinical temporary staff to Leeds Teaching Hospitals NHS Trust
- Successfully introduced 2,000+ contingent workers into the trust
- £1M+ annual labour cost savings achieved
- 99.6% fill rates maintained

The Challenge

Leeds Teaching Hospitals NHS Trust (LTHT) is one of the largest and busiest acute hospital trusts in the UK and the largest teaching hospital in Europe. Ensuring a stable and high-quality temporary workforce was critical to the Trust’s operations.

TaskMaster secured an exclusive contract to supply LTHT with non-clinical temporary staff. The contract has been successfully renewed multiple times despite intense competition. TaskMaster’s cost-efficient, flexible and professional workforce solutions have reinforced its long-term partnership with the Trust.

As the relationship developed, TaskMaster was asked to support various workforce projects, including a major process review to introduce new technologies while maintaining service quality across admin, clerical and ancillary roles, particularly within bands 1-4.

This ambitious programme presented a distinct element of risk, particularly regarding the potential challenges of implementation. To mitigate these risks, TaskMaster established a contingent worker solution during the rollout of the programme, ensuring that staffing remained stable while changes were introduced.

Our Approach

To address the Trust’s recruitment challenges comprehensively, TaskMaster adopted the following approach:

- Sourced a range of competent, employment-ready admin and ancillary staff.
- Provided temporary workers available for long-term assignments to meet the Trust’s needs.
- Engaged workers under a TaskMaster employment contract, reducing liability for the Trust while offering greater flexibility.
- Conducted all pre-employment checks, including Disclosure and Barring Service (DBS) and occupational health assessments, before placement.
- Led pre-employment inductions to ensure candidates were well-prepared for their roles.
- Managed holidays, sickness, punctuality, and performance of temporary workers.
- Introduced a regulated booking process to improve workforce planning and expenditure control

The Results

- 2,000+ contingent workers successfully placed.
- 99.6% fill rates maintained across the Trust.
- £1M+ in annual labour cost savings delivered.
- No requirement for second-tier suppliers, ensuring a streamlined workforce solution.
- High staff retention rates across contingent placements.
- £100K+ in occupational health cost savings by partnering with LTHT’s Occupational Health department for all medical screenings, removing the need for external providers.

What The Client Said

“The Taskmaster team has developed a sound understanding of our business and mode of operation. In doing so they have satisfied the needs of our large trust. Because of their progressive working practice, Taskmaster are now recognised as an extension to our recruitment process. At this time, I can envisage no reason as to why this should not be maintained well into the future.

I am extremely satisfied with the service, response times, fill rates and follow-ups provided by the Taskmaster management team and their consultants. The calibre of temporary staff supplied has remained consistently high throughout the duration of the contracts and the retention rate is exemplary. In conclusion, I would without hesitation recommend Taskmaster to any business seeking an effective temporary staffing solution.”

Chris Slater
Head of Supplies
Leeds Teaching Hospitals NHS Trust

It’s widely recognised that in temp recruitment, your ability to provide quality and quantity when it comes to MHE drivers can make or break your reputation and relationship with a client.

The Challenge

After many years of trying, we were finally given an opportunity to support ALPLA in Golborne…with a counterbalance FLT driver! Never an easy first chance to impress…

ALPLA UK reached out to Taskmaster Resources to work alongside their current supplier at a peak period to help supply FLT Drivers. It was a challenging time to source quality FLT drivers.

What We Did

We deployed our dedicated Warehouse & logistics consultant, Trish to oversee the account and the client. Trish invested time to find out about the operation and research what some of the obstacles where to sourcing the right staff quickly. Unafraid to challenge, and receptive to feedback, the client also took on board suggestions on running different shifts aside from their usual shift pattern to open up the candidate market more.

The Outcome

We agreed a bespoke recruitment, selection and on-boarding process specifically for MHE drivers We are now able to fill all bookings quickly from our contingency pool of staff working an 8 hour support shift (6-2, 2-10, 10-6 nights & 8-5 shifts)

From the initial “red button” call to us and the first exploration meeting, we sourced x5 in one week, then gradually increased to x11 July then x 17 August and it's been similar numbers throughout. When ALPLA have perm openings, they cherry pick from the contingent labour shift and offer permanent contracts.

Results (June to present)

 - 28 FLT drivers placed.

- 8 leavers, 8 T2P, 17 working with another 3 inducted in March that will be in shift soon.

What The Client Said

"I contacted Trish at Taskmaster, she was quick to respond and start sourcing FLT Drivers. She was happy to work alongside our existing supplier, cross-checking with names on applicants to avoid duplication and always worked very hard to supply what we needed at short notice. We keep in daily contact and have scheduled meetings with an opportunity to formally review the service plan, providing opportunities for feedback and work pipeline."

At a Glance

- Supporting new pass HGV 1 & 2 drivers to gain experience and secure long-term placements.
- Structured upskilling programmes, moving drivers from 3.5 tonne to HGV 2, and HGV 2 to CE.
- 20-30 new pass drivers supported each year, helping them progress within the industry.
- Increased driver retention through training, development, and dedicated client placement.

The Challenge

Skilled and experienced HGV drivers are in high demand but in short supply. Clients requiring a driver to cover sickness or last-minute shifts need confidence that whoever is sent has the skills, experience, and ability to complete the job safely and efficiently.

As a result, businesses often stipulate a minimum level of experience, which can limit opportunities for new pass drivers. This creates a widening gap between supply and demand, with companies offering higher pay to attract experienced drivers - a short-term solution that does not address the root issue of driver shortages.

TaskMaster recognised the need for a better, long-term solution that would not only fill vacancies but also develop new talent for the industry.

Our Approach

At TaskMaster, we actively support and develop new pass drivers, ensuring they gain experience and transition into long-term roles.

By recruiting, training, and mentoring these drivers, we ensure that businesses benefit from enthusiastic, highly engaged professionals who are eager to prove themselves. New pass drivers may lack driving hours, but they bring dedication, adaptability, and a willingness to take on diverse assignments.

Creating Opportunities for New Pass Drivers

Paige Mitchell, Driving Manager for West Yorkshire, explains:

"We always push on the fact that new pass drivers will go over and beyond, and pay a lot more attention to detail as they are still learning. The new pass drivers we get are much more flexible than the experienced drivers—they take on the type of work that experienced drivers tend to avoid, such as handball and multi-drop. They’re fresh to the industry, so they generally commit to one company, whereas more experienced drivers move around for the best pay."

To bridge the experience gap, TaskMaster has implemented a structured upskilling and recruitment strategy, including:

- Upskilling Opportunities – Investing in drivers to move from 3.5 tonne to HGV 2, and from HGV 2 to CE.
- New Pass Recruitment Initiatives – Encouraging new pass drivers to apply via targeted job adverts.
- Referral Programmes – Asking existing drivers to refer friends looking to break into the industry.
- Mentoring & Support – Providing continuous guidance to help drivers gain confidence on the road.

On average, 20-30 new pass drivers each year progress from 7.5 tonne work to HGV 2 and HGV 1 roles.

The Results

- 20-30 new pass drivers supported annually, successfully transitioning into HGV 2 & HGV 1 roles.
- Structured upskilling programmes, ensuring continued driver development.
- Higher retention rates, as new pass drivers remain in long-term placements.
- Successful career transformations, with drivers progressing into permanent employment.

Meet Tom Robinson

Tom Robinson had always wanted to become an HGV driver, but financial concerns prevented him from leaving his stable job at Domino’s to pursue training.

Recognising his potential, TaskMaster offered a unique opportunity - if Tom joined for van work, we would fund his Class 2 training after six months. To ensure he could make the transition, we guaranteed him regular work and prioritised his placement with clients.

Tom passed his HGV 2 licence on the first attempt and immediately started driving in full-time placements. A year later, he expressed an interest in further upskilling, so TaskMaster supported him in obtaining his HIAB licence. This ultimately led to Tom securing a permanent HIAB role at Rinus Roofing.

"I always wanted to get into HGV driving and make it a career, but I was stuck - I needed to keep a wage coming in to the house, so I couldn’t train. TaskMaster really supported me by keeping me in work, funding my training and licence, and after a while, I got some experience in the truck and even got my HIAB. TaskMaster really looked after me, and I couldn’t have made the change without them. I’m proud of what I achieved and grateful that TaskMaster saw the potential in me. Thank you, TaskMaster."

There are numerous misconceptions surrounding temporary employment, despite all the evidence that it’s good for both employers and temporary staff alike. Here we look at the most common misconceptions and set the record straight.

The strategic temporary advantage

There are now around 1.5 million temporary workers in the UK – representing over 6.5% of the workforce – demonstrating that businesses are increasingly relying on temporary staff to meet the needs of a fluctuating and dynamic market.

Let’s look at some of the more common misconceptions and examine the true value and benefits that a flexible, temporary workforce can offer businesses.

Misconception 1 – Temporary workers lack commitment and reliability

The reality – temporary workers offer businesses a high level of reliability and dedication, with many of them willing to work, for example, over the festive period, at weekends and on Bank Holidays. Taskmaster’s collaboration with Polypipe is a case in point. By providing a reliable temporary workforce, Taskmaster ensured that Polypipe’s production lines remained efficient during busy times and public holidays, and met demand, highlighting the dependability of temporary staff.

Misconception 2 – Temporary employment is only for low-skilled positions

The reality – most temp workers are highly skilled professionals who choose the flexibility and variety of temporary work to explore different sectors, enhance their networks and add to their experience. Temporary roles span a wide range of industries and skill levels, including highly specialised fields. 70% of UK employers hire temporary staff for specialised skills, especially in sectors like logistics, IT, and manufacturing, where there is a high demand for expertise on a short-term basis. Professionals in sectors such as IT, healthcare and finance often engage in temporary assignments to offer their expertise on specific projects. The Recruitment and Employment Confederation recently released statistics that show Nursing and Medical assignments accounted for 15% of all temporary placements in 2023/4.

Misconception 3 – Temporary workers are more expensive due to agency fees

The reality – while there are inevitably costs associated with hiring temporary staff through agencies, these are often offset by savings in areas such as benefits, overtime for permanent staff, and the considerable expenses related to recruitment and onboarding. Taskmaster’s partnership with AGH Solutions during the COVID-19 pandemic demonstrates such an example of cost-effectiveness, when temporary staff were supplied to help manage increased demand, without the long-term financial commitments of permanent hires.

Misconception 4 – Temporary workers lack loyalty and are not invested in company success

The reality – the majority of temporary workers are highly-motivated to perform well, understanding that their reputation can lead to future opportunities or extended contracts that can turn temporary work into a permanent career. Taskmaster’s experience with South East Water illustrates this point perfectly – the temporary staff we supplied the company with integrated seamlessly into the existing team and contributed fully to the company’s operations, showcasing a strong commitment to its goals.

Misconception 5 – Temporary workforces are less stable than permanent ones

The reality – Contrary to expectations, a flexible, temporary workforce can provide greater stability for businesses, allowing them to adapt to market fluctuations, seasonal demands or unexpected staff shortages without the long-term obligations associated with permanent hires. Many business leaders look to hire temporary workers in favour of permanent employees in uncertain economic conditions, emphasising the stability and flexibility that temporary staff provide.

Addressing these misconceptions reveals that temporary workforces offer numerous advantages, including flexibility, access to specialised skills, cost savings, and enhanced operational stability. By partnering with experienced staffing agencies like TaskMaster, businesses can effectively leverage temporary talent to meet their evolving needs.

For more information about how we can transform your flexible labour experience in 2025 contact Taskmaster.

The Challenge

Faced with inconsistencies and inadequacies in their existing agency supplier's services, Agrial Fresh struggled with staffing challenges that hindered productivity and efficiency. Issues ranged from staffing inconsistencies to communication barriers, with candidates often lacking the necessary skills to thrive in their roles. Additionally, Agrial Fresh anticipated the need to onboard an additional 30 operatives for new production lines, furthering their staffing concerns.

Our Approach

We introduced a comprehensive training and induction program designed to equip staff with the essential skills needed to excel in their roles. By preparing candidates for the working environment and fostering camaraderie among team members during induction, we aimed to mitigate early attrition and ensure a smooth transition into the workforce. Furthermore, we implemented a robust communication system with each department, providing clarity and direction for staff members from the moment they stepped onto the premises. This streamlined approach enabled employees to report directly to their designated workstations, eliminating confusion and optimising productivity from the outset.

The Results

TM On-Site's partnership with Agrial Fresh yielded transformative results, revolutionising the client's staffing operations and enhancing overall efficiency. By implementing a comprehensive training and induction program, TM On-Site significantly reduced staff turnover within the first shift. Equipped with essential skills and a clear understanding of expectations, employees were empowered to make informed decisions and commit to their roles. TM On-Site’s communication system with each department provided clarity and direction for staff members, resulting in improved efficiency and coordination across the facility. Clear, concise communication fostered a positive work environment and facilitated seamless operations. Through strategic recruitment and tailored support, TM On-Site elevated the calibre of staff and prioritised their wellbeing, contributing to higher fulfilment rates and sustained productivity that meets customer demands.

The Challenge

Areera Recycling faced a significant challenge in meeting their volume requirement of temporary to permanent placement recycling operatives. Despite engaging with four different suppliers, Areera struggled with the quantity and quality of candidates provided, leading to severe understaffing, excessive overtime costs, and pressure on the permanent workforce to meet customer demand. Additionally, poor candidate reliability, high attrition rates, lack of agency representation on-site, and communication issues posed significant hurdles.

Our Approach

To address Areera Recycling's recruitment challenges comprehensively, TaskMaster adopted a strategic
approach:

• Conducted a full site tour to understand all roles and requirements.
• Held meetings with hiring managers and shift managers to establish a detailed recruitment profile.
• Provided marketplace research information to inform decisions on the employee value proposition.
• Evaluated the existing candidate database and qualified potential candidates.
• Created compelling advertising campaigns across multiple social media platforms.
• Agreed on an intake schedule for smaller, more frequent candidate pools.
• Attended all inductions to facilitate communication and engagement.
• Acted as brand ambassadors to demonstrate the quality of opportunities to candidates. 

The Results

Within one week of candidate attraction activity, staged inductions successfully brought in 16 prospective candidates. and a total of 26 operatives were recruited within four weeks. The recruitment drive went on to be completed with 30 operatives within eight weeks of the initial site visit, whilst TaskMaster's hybrid on-site solution reduced Areera's management time and improved communication and engagement. Finally, all of Areera's permanent headcount requirements were filled through TaskMaster's solution, offering long-term career opportunities, and we now collaborate with their sister company across two other UK sites as part of a national agreement aimed at delivering greater quality standards and cost efficiencies.

What The Client Said:

“Temporary staff suppliers are not in shortage it seems nowadays but what is not common is one that actively listens to the details in clients’ requirements. Charlotte and TaskMaster did that when we brought them in to support existing suppliers on-site. TM did not only deliver, but they also became the sole supplier in record time by achieving targets. The staff are of high calibre, and several have been offered a permanent position in our business. Their tenacity to fulfil our requirement of such numbers in a short time is unparalleled” - Josh Clement - Operations Manager

“Working with Taskmaster has taken all the hard work of recruitment away from my busy team. We are supported fully through the initial process of matching our requirements through to site walk-rounds and daily staff management. The staff Taskmaster are supplying are appropriate to our needs, hardworking and dedicated. We were previously working with 3 other agencies simultaneously; however, Taskmaster took away the need to do this and provided their expertise in a one-stop shop. We tried the rest, with no comparison. Taskmaster are now our main supplier” - Nigel Hunt - Shift Manager

The Challenge

thyssenkrupp, a valued client since 2011, had experienced multiple relocations of their operations, from Heywood to Leigh, and eventually to Preston. These transitions posed a significant challenge as they risked potential disruptions to their business operations, particularly concerning their driver workforce. The first relocation in 2015 from Heywood to Leigh served as a critical moment when several drivers chose to leave rather than wait for the move.

Our Approach

Understanding the critical nature ofthyssenkrupp’s operations and their reliance on a skilled driver workforce, we implemented a comprehensive approach to mitigate any potential disruptions and loss of skills during the relocations. Our strategy included:

Candidate Pooling for Driver Stability

Before the first relocation from Heywood to Leigh, we initiated a proactive candidate pooling strategy and contingency plan to ensure the continuity of operations in the core components of the business. This involved identifying and engaging with drivers who were willing to commute to Heywood during the transitional period. By cultivating this pool of qualified and experienced drivers, we ensured that thyssenkrupp had access to a readily available, skilled workforce. This not only helped to maintain business continuity but also provided the company with a sense of security and flexibility during the challenging relocation phase.

Streamlined Onboarding Process

Recognising the importance of a smooth and efficient onboarding process, we developed a tailored program for the recruited drivers. This program was designed to accelerate their integration into thyssenkrupp's operations, effectively communicating key aspects such as safety protocols, route familiarity, and company expectations. By equipping drivers with the knowledge and tools they need to excel in their roles, we facilitated a seamless program of change management support throughout this critical period of business transformation. Furthermore, if drivers expressed that they did not want to continue their roles, we supported them with outplacement options across our wider client base.

Ongoing Support and Feedback

Our commitment to thyssenkrupp extended well beyond the initial placements. We maintained continuous communication with the drivers, addressing any queries or concerns promptly. Additionally, our team was on hand to provide ongoing support and guidance during the critical first few weeks of their employment. This approach not only ensured that the drivers felt valued and supported but also contributed to their job satisfaction and longterm retention. Through these strategic initiatives, we not only successfully averted disruptions during the relocations but also helped thyssenkrupp build a stable and motivated driver workforce. Our proactive approach, tailored onboarding, and ongoing support have cemented Taskmaster's role as a trusted partner in thyssenkrupp's journey, enabling them to navigate challenging transitions with confidence and efficiency.

What the candidates said

“During this intense period of change, TaskMaster supported me in making the right choices for my career and helped me to understand the differences I would see in my day-to-day role. They operated with excellent communication and now I can say this move has been the best decision for me” - Driving Candidate

The Results

The foresight to engage drivers before the first relocation proved pivotal. The drivers who assisted during this period not only helped thyssenkrupp maintain their operations without issue but also became familiar with the role's expectations. Consequently, they seamlessly transitioned into temporary-to-permanent positions when the business relocated to Leigh. Upon the company's final relocation to Preston, most of the drivers chose to relocate with them. However, drawing from our past success in recruiting for new locations, we swiftly identified and placed additional temporary-to-permanent drivers within the local area to ensure a smooth transition.

The Challenge

When TaskMaster first engaged with Green Fulfilment, the company faced the challenge of managing its workforce effectively to meet the demands of its growing fulfilment operations. With only 7 full-time permanent staff members, Green Fulfilment relied heavily on temporary labour, particularly for assembling bespoke kits for clients. The company previously engaged an IT company for their recruitment needs, resulting in a reactive and costly approach to staffing.

Our Approach

TaskMaster's dedicated team recognised the need for a strategic and proactive approach to support Green Fulfilment's workforce needs. We operated with a key focus on efficiency, cost-saving and encouraging staff retention. As such, TaskMaster's approach included:

Tailored Talent Acquisition Strategy and Employer Branding

TaskMaster worked closely with Green Fulfilment to enhance its employer brand and position the company as an attractive employer of choice. Through compelling messaging and branding initiatives, TaskMaster showcased Green Fulfilment's unique culture, values, and career opportunities to prospective candidates. 

TaskMaster then implemented rigorous selection processes to identify and attract exceptional talent forGreen Fulfilment. By focusing on finding candidates with the right skills and cultural fit, TaskMaster ensured a high-quality workforce that could contribute effectively to Green Fulfilment's success.

Comprehensive Onboarding Programme

TaskMaster developed a comprehensive onboarding programme designed to provide new hires with the knowledge, skills, and resources they need to succeed at Green Fulfilment. By offering structured training and support from day one, TaskMaster ensured that new employees felt valued and equipped to excel in their roles.

What the client said:

"TaskMaster supports us no matter what our requirements are and the timescales we need them in. They are very proactive and always have a bank of people that can be here at the drop of a hat. For our business, this is imperative and at no time have we ever been let down. TaskMaster has delivered and then some!" Operations Director - Green Fulfilment

Career Development Support

TaskMaster provided ongoing career development support to encourage long-term careers at Green Fulfilment. By offering opportunities for growth, advancement, and skill development, TaskMaster helped employees see a clear path for progression within the company, fostering loyalty and commitment. For example, one particular employee who was placed by TaskMaster during the COVID-19 pandemic is now working as part of the IT team at Green Fulfilment, highlighting our commitment to building longstanding employee relationships within the company.

The results

TaskMaster's partnership with Green Fulfilment has delivered tangible results, driving efficiency, growth and cost savings for the company.

By providing a dedicated pool of skilled staff, TaskMaster helped Green Fulfilment minimise recruitment costs and reduce downtime, leading to significant cost savings. The tailored staffing solutions provided by TaskMaster also enabled Green Fulfilment to meet its fluctuating customer and workforce demands efficiently, ensuring smooth operations and timely fulfilment of client orders. TaskMaster's proactive approach to staff engagement and support has resulted in high employee satisfaction and retention rates. Temporary staff members are eager to return, contributing to a positive and motivated workforce. As Green Fulfilment now continues to grow, TaskMaster remains dedicated to providing innovative staffing solutions and driving mutual success.

The Challenge

Lookers Ford faced the inherent challenge of managing significant fluctuations in their need for van delivery drivers. The demand for drivers was closely tied to business levels, seasonal variations, and the necessity for holiday cover. This meant that they could require anywhere from 3 to 20 shifts per week, making it a complex task to maintain a consistent, scalable workforce that could scale up or down rapidly.

Our Approach

Taskmaster's approach to addressing Lookers Ford's unique staffing challenge was built on finding a flexible, reliable, and consistent pool of drivers. We recognised that a one-size-fits-all approach wouldn't work, and thus, we embarked on identifying a unique workforce solution. Our strategy included: We actively sought and registered a team of retired or semi-retired individuals who were known for their unwavering flexibility and willingness to accommodate shifting work schedules. These drivers came equipped with a level of availability and experience that perfectly aligned with Lookers Ford's needs. For them, working a few shifts a week was a bonus, but they understood that non-working weeks weren't an issue at all.

The Results

The results of our agile driver workforce solution were transformative. This strategy didn't just address their immediate need for flexibility and responsible staff; it forged a lasting relationship that has lasted for over a decade. The outcomes of this approach include a long-term partnership with ultimate flexibility. Lookers Ford now enjoys the ultimate and immediate solution to their fluctuating driver requirements. They have peace of mind, knowing that Taskmaster can flex and adapt to customer demands. Taskmaster has seamlessly integrated into Lookers Ford’s operations as a trusted and indispensable partner that delivers comprehensive cost savings. We are not just providing drivers; we are contributing to their long-term success by providing a workforce solution that is efficient and reliable.