Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Professional Services

WEBSITE

http://www.ofrconsultants.com/

About the company

OFR Consultants is a UK-based fire engineering consultancy founded in 2016, working on fire safety design and specialist risk work across a wide range of buildings and infrastructure. The company describes work spanning large-scale and landmark projects, plus research and thought leadership alongside client delivery. OFR Consultants operates as an employee-owned business model, with an Employee Ownership Trust and an Enterprise Management Incentive share option scheme referenced publicly. Early-career routes include a graduate programme, internships, and apprenticeships.

Locations and presence

OFR Consultants lists offices across the UK, including London, Manchester, Edinburgh, Glasgow, Leeds, Bath, Oxfordshire, and Bristol, plus a France address. Hiring and delivery appear multi-office, with early-career programmes offered across several locations.

Palpable Score

68.0

/ 100

OFR Consultants offers three clear early-career entry paths and backs them with mentoring language, personal development planning, and early exposure to project delivery. The main drag is hiring transparency in the general “send your CV” approach and limited published, measurable outcomes like promotion rates or early-career retention.

Pillar 1: Early-career access

Score

15.7

/ 20

The company runs a Graduate Programme (with defined annual windows) and signals recurring intakes rather than one-off junior hiring.
OFR Consultants offers both summer internships and an apprenticeship route, which widens entry beyond university graduates.
The company frames early-career work as delivery from day one alongside experienced engineers, which is a realistic “learn while doing” entry model.

Pillar 2: Hiring fairness and transparency

Score

11.0

/ 20

The company states candidates can request adjustments during recruitment and explicitly welcomes applicants from underrepresented groups in engineering.
OFR Consultants’ core careers page leans on emailing a CV rather than publishing consistent role-by-role scopes, stages, or timelines, which raises uncertainty for first-time applicants.
The company’s graduate and internship pages provide some clarity on windows and eligibility, but the selection stages and assessment expectations are not laid out in a way that’s easy to prepare for.

Pillar 3: Learning and support

Score

16.3

/ 20

The company describes graduates being supported through mentoring, training, project work, and a personal development plan tied to progress.
OFR Consultants positions interns alongside experienced engineers “from all parts” of the business, supporting delivery from the start, which is a strong coaching signal for juniors.
The company includes multiple graduate testimonials describing line manager support, knowledge-sharing, and development in specialist interests.

Pillar 4: Pay fairness and stability

Score

12.0

/ 20

The company publishes specific early-career benefits such as a birthday leave day, support for volunteering time, and a social budget designed to remove cost barriers.
OFR Consultants references a quarterly bonus scheme and an employee ownership structure, including an Employee Ownership Trust where every employee is a beneficiary.
The company does not consistently publish salary ranges on the official early-career pages, which limits pay clarity for graduates comparing offers.

Pillar 5: Early-career outcomes

Score

13.0

/ 20

The company publishes multiple graduate stories and quotes that describe progression in responsibility, confidence, and technical breadth over time.
OFR Consultants receives strong third-party sentiment for culture, work-life balance, and career opportunities, but those sources do not replace hard retention and promotion reporting.
The company’s LinkedIn footprint points to growth past 100 staff and sustained hiring, but public evidence on early-career retention over 12–24 months and typical time-to-promotion is still missing.