The Real Cost of Hiring the Wrong Restart Advisor

(Back-of-a-fag-packet maths that tells a big story)

At Red 5 People, we don’t just recruit for Restart contracts—we’ve lived them.

A few years ago, we were lucky enough to share an office space with one of the highest-performing Restart teams in the country. It gave us a rare, day-to-day opportunity to witness first-hand:

• How top Advisors build trust with harder-to-help participants.

• How the best teams consistently meet tough job start and sustainment targets.

• And crucially, what separates good hires from great ones.

That experience completely reshaped how we recruit for Restart today. Because when you’ve seen success close up, you understand what it really takes to deliver it.

Why Getting Restart Hiring Right Matters

In Restart, results pay the bills. Providers aren’t paid for simply hiring advisors—they’re paid for job starts and sustainment outcomes. But under pressure to hire quickly (and cheaply), it’s easy to underestimate the true cost of a poor hire.

Let’s take a look at some back-of-a-fag-packet numbers that show just how much difference the right hire can make—even when paying an agency fee.

What’s a Restart Advisor Worth?

Under the DWP Restart contract, providers typically earn:

• ~£1,100–£1,400 per job start (varies slightly by region).

• Additional sustainment payments if the participant stays in work—often adding £1,000–£1,500+ per participant across 13, 26, 39, and 52-week milestones.

For simplicity, let’s assume £1,200 per job start only, with a target of 8–10 starts per month. That’s roughly £9,600–£12,000 revenue/month—or £115k+ per year from each good performer before sustainments.

(Side note: Sustainments can significantly increase revenue. A high-performing Advisor who supports participants to stay in work could double the total earnings per participant.)

1. The Poor Hire (Non-Agency / Mis-Hire)

This person looks good on paper but:

• Struggles to engage participants.

• Manages only 5 job starts/month.

• Leaves after 6 months.

Job starts/month: 5
Annualised revenue: £72,000
Attrition costs: -£5,000 (lost time, hiring gap, retraining)
Net contribution: £67,000
Agency fee: £0
Verdict: High risk, high disruption, limited return.

2. The Average Agency Hire

You invest £3,000 in an agency fee. This person:

• Hits 7 job starts/month.

• Stays for the year.

• Brings consistency and reasonable outcomes.

Job starts/month: 7
Annual revenue: £100,800
Agency fee: -£3,000
Net contribution: £97,800
Verdict: Delivers strong ROI and continuity.

3. The High Performer (Agency Hire)

Same £3,000 fee. This hire:

• Hits 10 job starts/month.

• Stays the course and delivers.

• Drives outcomes and team culture.

Job starts/month: 10
Annual revenue: £144,000
Agency fee: -£3,000
Net contribution: £141,000
Verdict: Game-changer. Pays for themselves in a matter of weeks—and sustainment payments can push revenue even higher.

Quick Comparison

But What If the Agency Hire Doesn’t Work Out?

It’s a fair question. Recruitment always involves some risk. But here’s why the odds are firmly in your favour when you work with the right agency:

• Stronger Filtering: We screen for far more than CV keywords—we assess target drive, resilience, engagement skills, and motivation to thrive in the Restart environment.

• Higher Success Rates: Our candidates consistently outperform standard recruitment channels. They stay longer, deliver more job starts, and hit sustainments.

• Rebate Protection: If a candidate doesn’t work out within the rebate period, we’ll find a replacement or refund part of the fee—reducing your financial exposure.

Reducing Turnover Risk: Skills, Practicality, and Career Fit

Turnover is a real issue on Restart contracts—and not just because the work is tough. Often it’s down to practical and career mismatches:

• Long commutes.

• Lack of career alignment.

• Short-term “stopgap” hires.

That’s why we don’t just assess candidates for skills like being target-driven and person-centred.
We go deeper:

• Practicality: Is the commute realistic and sustainable?

• Career journey: Is this role aligned with where they want to be for the next 2+ years?

While nothing is guaranteed, the odds of retention are far higher when candidates see the role as a step forward in their career—not just a job.

Better Options, Better Results

When you recruit directly, you’re often choosing from a limited pool — the best of whoever happened to apply.

When you work with us, you’re choosing from a much wider pool, pre-qualified for Restart work—and selected by people who understand what success really looks like.

Our time spent sharing an office with a top Restart team gave us rare, real-world insight:

• We saw how the best Advisors worked day-to-day.

• We understand the qualities that make the difference between someone who turns up—and someone who transforms outcomes.

That experience helps us help you hire smarter—and build teams that stay.

Final Thought

The real risk isn’t paying an agency fee.
It’s the revenue you lose — and the targets you miss — when the wrong hire derails your delivery.

The right agency dramatically improves your odds—and helps you stay on course for your contract goals.

If you’re looking to build a team that sticks, delivers, and drives impact—we’re ready when you are.