International Business Brilliance Awards 2025 | Recruitment & Retention | Silver Award Winner: Samsic UK

About the Brilliance Awards Winner

In this edition of Behind the Brilliance, we spotlight Samsic UK, winner of the Silver Award for Brilliance in Recruitment & Retention at the HR Brilliance Awards™.

With more than 4,300 employees across six regional offices, Samsic UK has reimagined its approach to people and culture — shifting from process-led recruitment to a values-driven, wellbeing-focused employee experience.

Guided by Andrew Safo-Poku Jnr, HR Director, the company’s transformation has turned traditional recruitment into a story of growth, loyalty, and purpose — building a workplace where people don’t just work, they thrive.

Andrew Safo-Poku Jnr, HR Director, Samsic UK

Our focus was never just on filling roles – it was about building a company where people genuinely want to stay and grow.

Interview with Andrew Safo-Poku Jnr, HR Director, Samsic UK

1. Congratulations on winning the Silver Award for Brilliance in Recruitment & Retention at the HR Brilliance Awards! Can you share a brief overview of Samsic UK and how the company has evolved in its approach to recruitment and retention?

Samsic UK delivers cleaning and security services across six regional offices, employing over 4,300 staff. While operationally strong, we recognised that people had to move to the centre of our culture. We shifted from process-based recruitment to a values-led, wellbeing-focused employee experience.

2. What prompted Samsic to shift its focus towards a more people-centric culture, and how has this transformation impacted recruitment and retention strategies?

Post-pandemic challenges exposed gaps in engagement and retention. Our leadership recognised that to attract and retain the best talent, we needed a deeper emotional connection with our people. This led to embedded values, improved internal communication, and a strong focus on wellbeing and professional development.

3. How has the implementation of the standardised job requisition process and other recruitment innovations helped Samsic attract quality candidates?

We introduced a standardised job requisition and a more branded, candidate-friendly hiring journey. That, combined with strong community partnerships and targeted social media outreach, helped us attract higher-quality, culturally-aligned candidates.

4. Samsic has invested significantly in employee training and development. How have initiatives like the bespoke Learning Management System and NVQ qualifications contributed to employee retention?

Our LMS, featuring over 600 modules and 39,000 course completions, has empowered employees to grow at their own pace. We’ve paired this with funded NVQ qualifications and apprenticeships, creating clear career pathways. This investment signals our commitment to employee growth—driving loyalty, increasing internal promotions, and reducing early turnover.

5. The company’s focus on employee wellbeing, including mental health support and financial services, is evident. How have these efforts contributed to a more engaged and loyal workforce?

Our approach to wellbeing is holistic. From our team of trained Mental Health First Aiders to initiatives like Wagestream and My Samsic Rewards, we’ve addressed both emotional and financial wellbeing. These efforts have reduced workplace stress and built a culture of care—enhancing engagement, reducing absenteeism, and increasing tenure.

6. What does winning the Silver Award for Brilliance in Recruitment & Retention mean for Samsic and the team who has worked hard to bring about these changes?

It’s a moment of pride and validation. The award recognises the incredible effort and dedication of our teams across the business who believed in this cultural shift. It also reassures us that we’re moving in the right direction—and motivates us to continue raising the bar.

7. Samsic’s people-centric approach includes regular staff surveys and feedback initiatives. Can you share an example of how this feedback has led to positive change within the company?

One key example was the feedback around internal communication. In response, we developed the Samsic ONE app, which provides updates, wellbeing support, and access to training—all in one place. We also introduced a work council, giving employees a direct voice in shaping the company culture and suggesting new initiatives.

8. How has Samsic successfully managed TUPE transitions and integrated new staff members into the company culture?

TUPE transitions can be challenging, especially for frontline staff. We’ve implemented a structured and empathetic approach, including tailored welcome packs, payroll and uniform drop-ins, 1:1 consultations, and culture-led inductions. We focus on building early trust and showing new employees they’re valued from day one.

9. Can you share some key results from your recruitment and retention efforts, such as improved turnover rates or enhanced employee satisfaction scores?

• Average length of service increased by 10%.
• Turnover within the first year decreased by 11.5%.
• Employee engagement score rose by 8.8%.
• Over £30K+ awarded in recognition vouchers and £32K+ in benefits delivered.
• 33% of employees now use Wagestream to access earnings and financial support.

10. Looking to the future, how does Samsic plan to further innovate in recruitment and retention, and what new strategies will be implemented to build on your success?

Looking ahead, we plan to launch a psychometric-based recruitment framework to better match candidates with our values and culture. We’re also developing a structured onboarding platform and new hiring manager training to improve consistency and experience. With our LMS expanding into ESG-focused modules, we aim to equip our teams not only with operational skills but with a sense of purpose and sustainability awareness.

Celebrating Brilliance

Samsic UK’s journey is a testament to what happens when an organisation truly invests in its people. By embedding values, wellbeing, and development into its culture, the company has not only reduced turnover but built a workplace where people belong.

That’s what brilliance looks like — and it starts with putting people first.