Going by the book as well as finding the right employees for the role are key to maintaining adequate staffing levels in the coach and bus industry, say leading recruitment agencies
Across many fields of business, outsourced recruitment is a massive industry. Companies looking to grow recognise that making an investment in acquiring the right personnel can more than pay off in the long run.
C9 Recruitment and OEL Nationwide Personnel are two companies that aim to meet coach and bus operators’ staffing demands. Both are proving that recruitment in these sectors is about more than speed; also key are compliance, reliability, and long-term value.
Coping with upticks
During the summer months, UK coach and bus operators face a sharp increase in demand — from school contracts to coastal tours and private hires.
Meeting this seasonal surge depends on one critical resource: Qualified drivers. C9 Recruitment is a leading provider dedicated to meeting that challenge.
But C9 Recruitment aims to offer more than just emergency cover. Positioned as a strategic partner to operators across the country, C9 enables businesses to scale operations confidently during peak periods.
With a database of over 35,000 drivers nationwide, the company specialises in fast, flexible staffing solutions — whether for weekend-only shifts or full-time roles.
“Partnering with a trusted provider like C9 means you won’t need to turn down work or overburden your existing team,” says Sam Wharfe, Chief Executive of C9 Recruitment.
“With qualified, fully compliant drivers ready to deploy, operators can take on new contracts, expand private hire services, and meet seasonal peaks without hesitation.”
C9 says compliance is central to its operating model. Every driver is paid via PAYE or a fully compliant umbrella scheme, ensuring complete alignment with HMRC, IR35, the Working Time Directive, and National Minimum Wage regulations.
That means no hidden liabilities and no unexpected tax issues — just confidence and peace of mind.
“We also help operators avoid the risks associated with flat day rates by ensuring proper pay, accurate shift-tracking, and full wage transparency,” adds Sam.
The issue of compliance in recruitment has come under increased scrutiny across the industry.
Hiring freelance limited-company drivers, for example, can breach IR35 legislation and expose operators to HMRC enforcement.
Flat daily rates may also fall foul of National Minimum Wage rules when taking into account vehicle checks, delays, and waiting time — potentially jeopardising O-Licence compliance.
To further support operators, C9 has launched a new initiative: A guarantee to beat any like-for-like quotation, with terms applying — all while maintaining full legal and compliance transparency.
The company also offers a detailed breakdown of an operator’s current staffing costs using industry-standard calculations, making it easy to compare existing supplier rates and identify hidden risks or inefficiencies.
“We’ll beat any like-for-like quote and back it up with complete transparency,” says Sam.
“No shortcuts. No compromises. Just honest, compliant, cost-effective staffing solutions.”
As part of this offer, any quote submitted to C9 is subject to a full compliance check — giving operators the insights they need to ensure peace of mind.
“Our mission is to protect operators, not just undercut the market,” Sam concludes. “Compliance isn’t a ‘nice-to-have’ — it’s fundamental to running a safe, legal, and successful operation.”
The importance of retention
In today’s coach and bus sector, driver shortages, rising costs, and shrinking margins are forcing operators to rethink how they recruit.
Instead of offering speed over substance, OEL Nationwide Personnel aims to focus on quality, retention, and long-term results.
“Too often, drivers are treated like disposable assets — placed quickly, then forgotten,” says Samantha Cooper, Client Engagement Manager at OEL.
“We believe respect leads to results. That starts with proper vetting, real onboarding, and support that doesn’t stop at day one.”
Every OEL driver is reference-checked, assessed, and matched to the right role, not just any role.
Their background, preferences, and communication style are all considered to ensure better cultural fit, fewer early exits, and a stronger contribution to the operator’s team.
OEL covers the cost of route learning — up to five days — even though the training is delivered by the operator. That’s hundreds of pounds per driver covered by the agency, before a shift has even been worked.
“It’s not just a financial incentive; it’s a statement of intent. We don’t do churn. We invest in drivers from day one so they can start strong and stay longer,” Samantha adds.
OEL’s fully remote operation gives clients instant access to candidate profiles, licences, and compliance documents via a secure online portal.
“No bloated CVs, no back-and-forth, just compliant, ready-to-go professionals who can fill gaps in as little as 24 to 48 hours,” says Samantha.
Post-placement, drivers receive regular check-ins, health and wellbeing guidance, and access to ongoing support, claims the business.
“It’s not about throwing a warm body at the rota,” says Samantha. “It’s about helping drivers thrive, because engaged drivers turn up, perform better, and stay longer.”
OEL is deliberately lean, working with a select number of operators which value service, responsiveness, and transparency.
From feedback loops and driver assessments to peer referrals and health screenings, its entire model is built to reduce churn and raise standards, without raising costs.
Samantha concludes: “The old model of recruitment doesn’t work anymore. You can’t just find a licence and hope for the best. We back our drivers properly from the start, with respect, and ongoing care. It’s not a revolution; it’s just common sense — and it works.”
