QA Policy

Nexus Spark Group
Effective date: 1st October 2026
Review date: 1st October 2027
Policy owner: Directors, Nexus Spark Group
Website: www.nexusspark.co.uk

1. Purpose

Nexus Spark Group is committed to providing a consistent, professional and high-quality recruitment service to our clients and candidates.

The purpose of this Quality Assurance Policy is to set out the principles and processes we use to maintain service standards, ensure candidates are appropriately assessed, meet our contractual and regulatory obligations, and continually improve the quality of our recruitment services.

Our objective is not simply to fill vacancies. We aim to understand the outcomes our clients need from each appointment and identify candidates with the skills, experience and suitability to deliver against those requirements.

2. Scope

This policy applies to all recruitment and talent services provided by Nexus Spark Group, including:

  • Permanent recruitment.
  • Contract recruitment.
  • Executive and senior-level search.
  • Data and AI recruitment.
  • Candidate sourcing and qualification.
  • Client advisory and talent consultancy services.
  • Any additional recruitment or talent solutions provided by Nexus Spark Group.

The policy applies to all directors, employees, contractors and representatives acting on behalf of Nexus Spark Group.

3. Our Quality Principles

Nexus Spark Group’s approach to quality is based on the following principles:

Understanding before sourcing.
We seek to understand the role, business context, required outcomes, technical requirements and candidate profile before commencing a search.

Quality over volume.
We aim to introduce candidates who have been appropriately assessed against the requirements of the assignment rather than submitting candidates simply to increase application volume.

Accurate representation.
Information provided to clients and candidates should be accurate, relevant and not knowingly misleading.

Candidate consent.
Candidate information and CVs will not knowingly be presented to a client without an appropriate lawful basis and, where applicable, the candidate’s knowledge or consent.

Fairness and consistency.
Candidates should be assessed against relevant requirements relating to the role and not on the basis of protected characteristics or other irrelevant factors.

Continuous improvement.
Feedback, outcomes and issues are used to identify opportunities to improve our processes and service.

4. Client Requirement and Role Qualification

Before commencing recruitment activity, Nexus Spark Group will seek to establish sufficient information to understand the assignment.

Depending on the nature and seniority of the position, this may include:

  • Role title, responsibilities and reporting structure.
  • Business objectives and expected outcomes.
  • Required technical and professional capabilities.
  • Essential and desirable experience.
  • Team structure and organisational context.
  • Location and working arrangements.
  • Salary, day rate or remuneration parameters.
  • Employment or engagement type.
  • Recruitment process and expected timescales.
  • Key stakeholders and decision makers.
  • Relevant compliance or regulatory requirements.

For senior or strategic appointments, additional emphasis may be placed on understanding the business problem the appointment is intended to solve and the outcomes expected during the first 6–12 months.

5. Candidate Sourcing

Nexus Spark Group may source candidates through a range of appropriate channels, including professional networks, direct search, referrals, recruitment databases, advertising and professional platforms.

Search activity will be designed around the agreed requirements of the assignment.

We will seek to maintain a sufficiently broad search methodology while prioritising candidates whose experience and capabilities demonstrate a credible match to the client’s requirements.

6. Candidate Qualification and Assessment

Candidates presented by Nexus Spark Group should undergo an appropriate level of qualification relevant to the assignment.

Assessment may include:

  • Review of the candidate’s CV and career history.
  • Discussion of relevant experience and achievements.
  • Assessment against the role’s essential requirements.
  • Discussion of technical or functional capability.
  • Understanding the candidate’s motivations for considering the opportunity.
  • Salary or rate expectations.
  • Availability and notice period.
  • Location and working arrangement requirements.
  • Relevant right-to-work or engagement considerations.
  • Discussion of the outcomes delivered in comparable positions.

For senior Data and AI appointments, particular attention may be given to evidence of delivery, leadership capability, stakeholder management and the commercial or operational outcomes achieved.

Nexus Spark Group does not guarantee future candidate performance but seeks to undertake proportionate due diligence before recommending a candidate.

7. Candidate Information and Accuracy

Nexus Spark Group expects candidates to provide truthful and accurate information regarding their experience, qualifications and employment history.

Where inconsistencies or material concerns are identified, these should be investigated before the candidate progresses further.

We will not knowingly alter or misrepresent a candidate’s experience, qualifications or employment history.

Where references, qualifications, identity checks, right-to-work checks or other verification processes are required, these will be undertaken or coordinated as appropriate to the assignment and applicable contractual or legal requirements.

8. Client Submissions

Candidate submissions should provide sufficient information to allow the client to understand why the individual has been recommended.

Where appropriate, submissions may include:

  • Candidate CV.
  • Summary of relevant experience.
  • Key skills and capabilities.
  • Relevant achievements or delivery evidence.
  • Motivation for the opportunity.
  • Availability.
  • Salary or rate expectations.
  • Location or working preferences.
  • Any material information relevant to the recruitment process.

Nexus Spark Group aims to avoid knowingly submitting unsuitable candidates merely to generate activity.

9. Interview and Recruitment Process

We will seek to maintain clear communication with clients and candidates throughout the recruitment process.

This includes, where reasonably possible:

  • Confirming interview arrangements accurately.
  • Providing candidates with relevant information about the opportunity.
  • Obtaining and communicating interview feedback.
  • Managing expectations regarding timescales.
  • Communicating changes to the recruitment process.
  • Supporting offer and acceptance discussions.
  • Maintaining appropriate confidentiality.

10. Compliance

Nexus Spark Group will conduct recruitment activity in accordance with applicable UK legislation and regulatory requirements.

This includes, where relevant:

  • Employment Agencies Act 1973.
  • Conduct of Employment Agencies and Employment Businesses Regulations 2003.
  • UK General Data Protection Regulation.
  • Data Protection Act 2018.
  • Equality Act 2010.
  • Applicable right-to-work requirements.
  • Relevant employment, tax and contractor engagement legislation.

Where contract recruitment is undertaken, additional compliance requirements may apply depending on the engagement model, including matters relating to employment status and IR35.

11. Equality, Diversity and Fair Recruitment

Nexus Spark Group is committed to fair recruitment practices.

Candidates should be assessed according to their skills, experience, capability and suitability for the requirements of the role.

We will not knowingly discriminate unlawfully on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation.

Where appropriate, we will encourage clients to use objective and relevant selection criteria.

12. Data Protection and Confidentiality

Candidate and client information will be handled in accordance with applicable data protection legislation and Nexus Spark Group’s privacy and data protection procedures.

Personal information should only be collected, processed, retained and shared where there is an appropriate purpose and lawful basis for doing so.

Commercially sensitive or confidential information received during an assignment will be handled appropriately and should not be disclosed unnecessarily.

13. Contractor Quality Assurance

Where Nexus Spark Group provides contract recruitment services, additional quality assurance measures may include:

  • Confirmation of the proposed engagement structure.
  • Appropriate identity and right-to-work checks.
  • Relevant company or contractor information.
  • Required contractual documentation.
  • Appropriate insurance requirements where applicable.
  • Confirmation of assignment details.
  • Consideration of employment status and IR35 requirements where relevant.
  • Monitoring of assignment extensions, changes or completion.

The specific checks required will depend on the nature of the engagement and the responsibilities of each party.

14. Complaints and Service Issues

Nexus Spark Group takes complaints and service concerns seriously.

Any complaint should be acknowledged promptly and investigated objectively.

Where appropriate, the investigation should:

  1. Establish the circumstances and relevant facts.
  2. Review available documentation and communications.
  3. Identify whether agreed processes or standards were followed.
  4. Determine appropriate corrective action.
  5. Communicate the outcome to the relevant party.
  6. Identify whether changes are required to prevent recurrence.

Material complaints or recurring service issues should be reviewed by a Director.

15. Quality Monitoring

Nexus Spark Group may use recruitment performance and feedback to monitor service quality.

Relevant indicators may include:

  • Candidate-to-interview conversion.
  • Interview-to-offer conversion.
  • Offer acceptance rates.
  • Successful placements.
  • Placement retention.
  • Time to shortlist.
  • Time to hire.
  • Client feedback.
  • Candidate feedback.
  • Complaints or service issues.
  • Repeat business and client retention.

Metrics should be considered alongside the complexity and circumstances of individual assignments rather than used in isolation.

16. Supplier and Third-Party Standards

Where Nexus Spark Group uses third-party technology, suppliers or service providers as part of the recruitment process, we will seek to work with providers capable of supporting our quality, security and compliance requirements.

The use of third-party technology does not remove Nexus Spark Group’s responsibility for maintaining appropriate recruitment standards.

17. Use of Artificial Intelligence and Technology

Nexus Spark Group may use technology and AI-enabled tools to support elements of recruitment, research, administration and service delivery.

Technology should support rather than remove appropriate human judgement from material recruitment decisions.

Where AI or automated tools are used, Nexus Spark Group will seek to ensure that their use is proportionate, appropriate and consistent with applicable data protection and equality requirements.

Final candidate recommendations should involve appropriate human assessment rather than relying solely on automated decision-making.

18. Continuous Improvement

Quality assurance is an ongoing process.

Nexus Spark Group will periodically review:

  • Recruitment outcomes.
  • Client and candidate feedback.
  • Complaints and service issues.
  • Internal processes.
  • Changes to legislation and regulation.
  • Recruitment technology and systems.
  • Market developments and accepted good practice.

Where opportunities for improvement are identified, processes, documentation or working practices may be updated accordingly.

19. Responsibilities

The Directors of Nexus Spark Group have overall responsibility for this policy and for maintaining appropriate quality standards.

Everyone representing Nexus Spark Group is responsible for:

  • Following agreed recruitment processes.
  • Maintaining professional standards.
  • Providing accurate information.
  • Protecting confidential information.
  • Raising material concerns.
  • Supporting fair and ethical recruitment.
  • Identifying opportunities to improve service quality.

20. Policy Review

This policy will normally be reviewed annually or sooner where there is a significant change to Nexus Spark Group’s services, operating model, legislation or regulatory requirements.