CQC Registration · Recruitment · New Providers

You cannot get CQC registration without a named manager. But the person most directors go looking for — an existing Registered Manager — is almost always the hardest to find and the least likely to say yes.If you are setting up a new domiciliary care or supported living service, you already know that CQC will not grant your registration without a Registered Manager named on the application. What you may not have been told is that there is a smarter, more realistic way to approach this than most new providers realise.

This post covers where to find the right candidate, why deputies are often the better bet, and how to structure the financial arrangement honestly — before a single penny of income comes through the door.

1. Where to advertise

The three platforms that work best for this kind of role are Indeed, CV-Library, and Totaljobs. Use all three — do not pick one and hope for the best. Many candidates in the care sector are registered across multiple boards at the same time.Indeed gives you volume. It is the highest-traffic jobs board in the UK and a sponsored listing for a registered manager role is usually worth the cost. CV-Library is different: it lets you go and find people proactively rather than waiting for applications to come in, which for this kind of role is often a better use of your time. Totaljobs fills in the gaps; plenty of experienced care workers use it even if they are not on the other two.

Beyond the big three, do not overlook Community Care Jobs at communitycare.co.uk. It is a specialist platform and the candidates there know the sector well. And honestly? Facebook groups and WhatsApp networks in the care community are more effective than people expect for regional hiring. A well-worded post in the right group can reach the right person faster than any job board.

2. Why you should stop chasing existing Registered Managers

Here is what usually happens. A director drafts a job advert looking for someone who is already a Registered Manager with CQC, ticks all the boxes on paper, and has experience in the exact service type. They spend weeks waiting for applications and wondering why the right person is not showing up.The reason is fairly simple. Existing Registered Managers already have jobs. Stable ones. With income. Asking them to leave that for a service that has not yet been registered — and where the pay is on a phased arrangement — is a hard sell. The ones who do respond are often people with gaps in their record or other reasons for moving quickly. That is not always a red flag, but it is worth being aware of.The right candidate is probably not a Registered Manager yet. They are the deputy who has been running the rota for three years, covering their manager's absences, and quietly wondering when it will be their turn.
Target deputies, senior carers, and care coordinators who are working towards their Level 5 Diploma in Leadership and Management for Adult Care. These are people who are ready. They have the experience. They understand the sector. And they are actively looking for exactly the kind of opportunity you are about to offer them.CQC does not require a Registered Manager to have been previously registered. What matters is relevant experience, a credible plan to complete the Level 5 if not already done, and the ability to demonstrate at interview that they are a fit and proper person for the role. A strong deputy with two or three years of hands-on experience can absolutely achieve that — and is far more likely to be available, motivated, and genuinely committed to your service.

Why does this work better in practice?

They are at exactly the right point in their career — ready to step up, not settling for less
They are far more likely to engage positively with a phased pay arrangement
They tend to be more loyal in the early stages of a new service
Hiring at this level is more cost-effective when income has not yet started
CQC does not require previous registration — experience and a development plan are enough

3. The pre-registration arrangement: how to do it properly

This is where most new providers either get it right or get into difficulty.
Before your registration is granted, the service has no income. You cannot realistically offer full-time employment from day one, but you do need your manager involved — their name is on the application, they may attend the fit person interview, and they need to sign off on your policies. There are two distinct phases, and both need to be properly documented.

Phase 1 — Pre-registration: A written consultancy or advisory agreement, paid at an agreed hourly or day rate for time actually spent. That means supporting the CQC application, reviewing policies, and attending the fit person interview if required. A typical rate sits between £20 and £35 per hour depending on experience and location. A fixed monthly retainer for a defined number of hours also works well if both parties prefer predictability.

Phase 2 — Post-registration: A formal contract of employment, at the salary agreed in writing before Phase 1 even began.That last point is the one people miss. Before your candidate does a single hour of work, you need to give them a written Agreement in Principle — sometimes called a conditional offer letter — setting out the job title, proposed salary, hours, and a clear statement that the offer is conditional on registration being granted. It does not need to be long. It needs to exist. Without it, you are asking someone to invest their time and professional credibility on trust alone. The best candidates will not do that, and they should not have to.

The consultancy agreement itself should make clear that this is not employment, state the agreed rate and how hours will be recorded and invoiced, define the scope of work, and confirm that the employment offer follows upon registration. Keep it simple, keep it written, and keep it honest.

One more thing that needs to be said plainly: do not put someone's name on a CQC application and then have no real involvement from them. CQC expects the Registered Manager to be genuinely responsible for the service. A figurehead arrangement is a serious integrity issue and can result in your registration being refused. If your candidate is named, they need to be genuinely engaged.

4. The advert — use this as your starting point

This template is written to appeal to deputies and senior carers who are ready to step up. The transparency about the phased arrangement is intentional — the right candidate will respect it, and it will save you wasting time on the wrong ones.

Registered Manager — Domiciliary Care / Supported Living (New Service) Location: [Insert location] | Salary: £[X] upon registration | Full-time
We are a newly established care provider currently progressing through the CQC registration process for a [domiciliary care / supported living] service. We are looking for an ambitious and values-driven individual to take on the role of Registered Manager and help shape our service from the very beginning.
This is an ideal opportunity for an experienced deputy manager or senior care worker who is ready to take the next step in their career.

About the role
During the pre-registration phase, you will work with us on a paid consultancy basis — at an agreed hourly or day rate — to support the CQC application, review and sign off key policies and procedures, and advise on the operational set-up of the service. Upon successful CQC registration, this arrangement will convert to a permanent employed position at a salary of £[X] per annum.

What we are looking for
Experience as a deputy manager, senior carer, or care coordinator in a regulated domiciliary care or supported living setting
Currently working towards, or willing to enrol in, a Level 5 Diploma in Leadership and Management for Adult Care
A working knowledge of CQC standards, the Care Act 2014, and the Mental Capacity Act 2005An enhanced DBS registered with the Update Service (or willingness to apply)Strong communication, organisational, and people skills
A genuine commitment to person-centred care

What we offer
A paid consultancy arrangement during the pre-registration phase, at an agreed rate
A written Agreement in Principle confirming your permanent salary upon registration
Support with your Level 5 Diploma where not already completed (to be discussed at interview)The opportunity to build and lead a service from the ground up, with real autonomy
A supportive director who is invested in your professional development
Please note: we are transparent about the phased nature of this opportunity. The pre-registration arrangement and the post-registration employment terms will both be confirmed in writing before you begin.
To apply, send your CV and a brief covering letter to [email]. For an informal chat before applying, contact [name and number]. We are an equal opportunities employer.

The bottom line

Done well, this approach gives you a Registered Manager who is invested in the service from day one — because it was built around them, and because you treated them fairly from the start. That is the kind of working relationship that holds up when the pressures of running a registered care service begin to land.

If you need a consultancy agreement or Agreement in Principle letter drafted for your specific situation, get in touch and we will take care of it.