Pyrex recruits and develops people at every level of the business. Our clients have direct access to senior decision makers, from the Managing Director downwards — and every leader plays a part in the day-to-day running of each contract.
4
UK airports
340+
Flights secured weekly
250+
People employed
2009
Trading since
You will not be put on a post you have not been trained for. That is not a company policy, it is a UK CAA requirement, and we hold to it.
We believe the right culture is paramount in creating a sense of belonging. Done properly it does not just retain talented people — it creates an environment where colleagues feel safe to express themselves, challenge unapologetically, and share ideas without fear of being shot down.
Our company promotes transparency, aiming to establish trust and clearly define what is expected of a Pyrex employee. Roles and responsibilities are defined, priorities and goals are known and understood, and colleagues are actively encouraged to understand each other’s priorities rather than only their own.
Most employers describe the first three. The ones that matter for whether you stay are four, five and six.
01
A strong employer brand, our culture shown rather than described, multiple recruitment channels and networks, and a competitive benefits package.
02
Identifying vacancies, sourcing candidates, screening applications, interviewing, and checking references.
03
A structured programme and schedule, company policies introduced, a mentor or buddy assigned, orientation, training on tools, and clear performance expectations set from day one.
04
A variety of training programmes, mentoring and coaching, apprenticeships, individual development plans, regular feedback and continuous learning.
05
Competitive compensation, recognition and reward, career growth, work-life balance, an inclusive culture, and regular employee engagement surveys.
06
Departures managed properly, exit interviews conducted, a smooth transition, knowledge retained and separations analysed so the same reason does not recur.
Pyrex recognises the critical importance of effective succession planning, particularly in relatively task-repetitive functions such as aviation security. It is a key element of the incentives that drive attraction, retention and personal development — not an HR exercise run once a year.
Our recruitment and vetting process is robust and fully adheres to the relevant British Standards for our industry. Every operative is CTC and DBS checked before they set foot airside.
01
CVs are reviewed against the job description supplied by the client, so the fit is judged against the post rather than against a preference.
02
Potential applicants are invited to a one-hour psychometric test.
03
Suitable candidates are invited to interview.
04
Successful applicants provide documents to satisfy a full checkable and verifiable five-year work and education history.
05
Strict screening to the BS 7858 standard — right to work, identity and address, credit reference, document authenticity, references and a CTC check.
06
Offer letters are issued to those selected for employment.
07
On acceptance, uniforms are ordered to the client’s specification.
08
Every employee is inducted on company policies, health and safety requirements, company ethos and customer service standards.
09
Paperwork is deposited with the Airport ID Centre to obtain a full airport pass.
This is a security-restricted industry and the screening is genuinely thorough. Knowing what is coming makes it much less daunting.
We do not currently publish a live vacancy list. We recruit continuously across every station, and deliberately over-recruit so that relief cover is always available — send a CV to the address below and we will assess it against the roles open at the time.
Most people who ask assume they need aviation experience. They do not — we train that. What we cannot train is the paperwork, so start by reading the vetting section above, then talk to us.
