Company details

HEADCOUNT

100-499

ORG TYPE

Non-profit

SECTOR

Impact and NGOs

WEBSITE

http://www.tactfostering.org.uk/

About the company

TACT is a UK charity focused on fostering and related support for children and young people, alongside services for care-experienced adults. The company positions itself as not-for-profit, with surplus reinvested into services and staff support. Roles span social work and operational teams supporting foster carers, children, and local delivery. TACT also runs community and support initiatives, including programmes aimed at care-experienced young people.

Locations and presence

TACT operates across England, Scotland, and Wales, with local teams by region. The company describes itself as a homebased workforce, with travel for in-person visits, team days, and supervision.

Palpable Score

67.7

/ 100

TACT publishes unusually detailed benefits and learning support, and job adverts often include salary, timelines, and practical role context. Entry-level access exists but is not a dominant feature of the live roles and public hiring footprint, which limits the overall score.

Pillar 1: Early-career access

Score

9.0

/ 20

The company publicly features an apprenticeship route (apprentice Children’s Resource Worker) as a real example of early-career entry.
TACT’s typical live vacancies skew toward experienced social work and specialist posts, which narrows access for 0–3 year candidates.
The company does advertise some roles with more accessible requirements and clear pay progression (for example recruitment/operations roles), but early-career hiring is not shown as frequent or high-volume.

Pillar 2: Hiring fairness and transparency

Score

15.0

/ 20

The company’s job adverts commonly include pay, working pattern, location expectations, and hiring dates (closing date and interview date), which reduces guesswork for applicants.
TACT publishes recruitment fairness commitments, including disability adjustments to application procedures and an explicit non-discrimination stance in hiring.
The company has interview process signals from candidate feedback that point to structured, competency-based interviewing with reasonable preparation expectations.

Pillar 3: Learning and support

Score

16.0

/ 20

The company sets out learning support in writing, including structured coaching conversations, internal and external training options, and support for professional qualifications.
TACT describes a supervision culture for remote staff, with encouragement to meet face to face for regular supervision and team connection.
The company backs wellbeing support with concrete provisions (EAP access, Calm subscription, and other support) that can matter to early-career confidence and staying power.

Pillar 4: Pay fairness and stability

Score

15.7

/ 20

The company frequently publishes salary and allowances in role adverts, including staged increases after 18 months for some positions, which helps early-career candidates assess viability.
TACT offers stability signals through permanent contracts in many advertised roles and a benefits set that includes pension contributions and substantial annual leave.
The company does not consistently make salary transparency universal across every role and channel candidates might see, which caps the score.

Pillar 5: Early-career outcomes

Score

12.0

/ 20

The company shares at least one long-horizon internal progression story (an employee moving across roles over several years, with ambitions toward social work), which is a concrete “grow here” signal.
TACT has public early-career outcome hints through an apprenticeship experience write-up that talks about skills gained and professional development.
The company has supportive employee sentiment in public reviews, but there is limited published evidence on promotion rates, early-career retention over 12–24 months, or repeat junior hiring patterns, which limits confidence in outcomes.