Clinical Coding Contract Recruitment

We have focused on the Clinical Coding market for over 13 years, to help satisfy the continued increases in demand we experience from clients across the UK. Starting in 2010, we identified that NHS Trusts across the UK were struggling to recruit high calibre Clinical Coding staff which held significant financial consequences. Tom Blakey and the team dedicate their time to speaking and networking with a mixture of Coding Managers and Coding Professionals throughout the UK, working across both NHS and Private Sector clients.

The service has developed to meet a multitude of needs and as a result, we can be very flexible in how we engage. 


  • Over 500 registered Clinical Coders, Auditors and Managers
  • Relationships with 60+ NHS Trusts, private sector healthcare providers
  • Clinical Coding managed services - purchase a set number of days (e.g., 100) to provide ad-hoc fast response coding support when you need it
  • Weekend Project support – if you have limited space during the week we can provide coders at weekends
  • Contingent support from 1 day to 12 months
  • Off site clinical coding (undertaken remotely)
  • Accredited CCS NMNC (RM6160 and RM6277) framework provider

Clinical Coding contractors CAN EXPECT:

  • Constant updates of Clinical Coding opportunities available nationally both via our website and via email
  • Dedicated support both before and throughout your assignments from GSA Techsource – whatever your experience level
  • Prompt payments via our electronic self-billing timesheet system
  • The most competitive pay rates because of our excellent relationships with NHS and Private sector organisations and our honesty with both our clients and candidates
  • Complete confidentiality, whatever your present situation


  • GSA Techsource to provide fully qualified and compliant Clinical Coding staff with a proven track record at extremely competitive costs
  • Accurate and honest information regarding the availability and costs of recruiting Clinical Coding staff
  • Expert advice and solutions tailored to each Trust or organisation's requirements
  • A single point of contact providing as much assistance as required throughout the recruitment process
  • Regular updates of developments within coding and the availability of clinical coding contractors


NHS Digital - (formerly the Health and Social Care Information Centre) provides up to date Information, Data and IT Services throughout the healthcare sector – 

IHRIM – An excellent source of information regarding up to date information on legislation, best practice and current developments in the health informatics arena –

HSJ – A great source of information for current affairs within the Healthcare sector -

GSA Techsource Clinical Coding Facebook group -

Keep an eye on our Blog for Clinical Coding related articles and topics for discussion
#ClinicalCoding #ClinicalCoder #NHS #ClinicalData #NCCQ #ACC

Please note that not all our jobs are advertised. If you are interested in Clinical Coding work, either full or part time, but do not see a role that interests you, please get in touch. We will be happy to discuss current requirements or actively search for a suitable role if required.

Active jobs

Software Tester

£35000 - £45000 per annum, Benefits: Hybrid Working
Are you a Software Tester looking for a new opportunity?  Well look no further, as I may have your dream job. My client is a Fleet, leasing and hire Management software company who uses the latest Technology to provide customers with greater inte

Software Developer

£45000 - £55000 per annum, Benefits: Remote
GSA are working with a leading software company specialising within the motor industry. Our client has a team of 45 Developers that are split evenly into three separate teams- they work on 2 weekly sprints, releasing at the end of each sprint so the

Support Analyst

£20000 - £21500 per annum, Benefits: Remote
GSA are working with a leading software company specialising within the motor industry. This is a great role for somebody looking to get their foot in the door with the technology industry. Reporting to the support team leader the support analysts p

C++ Developer

£30000 - £35000 per annum
If you are looking to join a high tech industry with a well established and world leading gaming company that rewards you with progression, then look no further! Our client is looking for a Mid-level C++ Developer to join their West Midlands team in

Clinical Coding consultant - hybrid

£230-240 per day
Our NHS client based in the North West of England are looking for a number of experienced Clinical Coders on a contract basis to assist the current permanent coding team. Contracts will initially be for a 12 month period with a high likelihood of extension. This role would be a great transition for any permanently employed coders looking to make the jump into contracting and would require contractors to work on site for 2-3 days per week ideally with the other 2-3 days being based remotely.

Clinical Coding contract consultant - remote

£235-240 per day
Our Midlands based NHS client are looking for an experienced Clinical Coder on a contract basis to assist the current permanent coding team. Contracts will initially be offered on 6 month basis and the role will be fully remote only needing to go on-site to collect the necessary IT equipment. To be considered for the role you will ideally need to be an ACC/NCCQ qualified Clinical Coder with strong Clinical Coding experience and have an excellent track record in terms of your coding accuracy. Non-ACC qualified candidates may be considered if they have significant coding experience.

Senior Clinical Coder (weekend cover)

£230 per day
Our NHS client based in Surrey looking to recruit an experienced Clinical Coder on a weekend contract basis. Contracts will be offered initially for 3 months, with likely extensions. You will be expected to work with no supervision during weekend hours, and are welcome to work Saturday and/or Sunday. To be considered for the role you will need to be an ACC/NCCQ qualified Clinical Coder with strong Clinical Coding experience and have an excellent track record in terms of your coding accuracy.

Senior Clinical Coder

£245 per day
Our NHS client based in the East Midlands are looking to recruit 3 experienced ACC Clinical Coders to assist the current permanent coding team with a large backlog. Contracts will initially be offered on an initial 3 month basis with likely extensions. To be considered for the role you will need to be an ACC/NCCQ qualified Clinical Coder with strong Clinical Coding experience and have an excellent track record in terms of your coding accuracy.

Meet our Clinical Coding Team

Neil Jones

Neil Jones

Managing Director
Tom Blakey

Tom Blakey

Clinical Coding Recruitment Manager
Lisa Brown

Lisa Brown

Office Manager
Vickie Cox

Vickie Cox

Finance and Compliance Manager

Read our Blogs

06. 07. 2018

A History of the NHS: 70 Years On

A History of the NHS: 70 Years On Post-War Predicament On the 2nd of September 1945 World War II came to an end. Of course it was not without its repercussions, the British public had endured a pretty serious case of being bombed, and therefore people weren’t generally very well. Along comes Aneurin Bevan who starts aggressively pursuing a massive healthcare reform, a sort of National Health Service, but the Conservative opposition were quick to try and shoot it down. They feared that if hospitals were nationally owned then they would lose the close patient-doctor relationship. The Labour government beat back these amendments and on July 5th 1948, at the Park Hospital in Manchester, the NHS was officially launched after only three years of constant arguing. The genesis of the idea really only came alive in the ‘Beveridge Report’, written by Liberal economist William Beveridge, which proposed massive social reforms, one of which was the idea for a welfare state. In the study he found that rations during the time of rationing the cases of deficiency diseases and infant mortality dropped a great deal, the conclusion to draw from this is that poorer families were actually healthier during a period of national intervention. Upon discovering this, Beveridge had a massive light bulb pop up over his head, he would advise an increase of national intervention on a huge scale. Cue Bevan; cue the first paragraph of this blog. Over the Years Not long after its introduction to British life, the NHS began innovating, and hasn’t stopped since. In the early sixties the contraceptive pill was made widely available, which proved to be a massive step in the right direction for the rights of women. Around the same sort of time they also stopped just throwing mentally ill people into asylums and forgetting about them, a treatment technique that was waning in popularity and needed very serious reform. During the seventies they mastered the power of painkillers with the discovery of endorphins, and managed to master the bone marrow transplant. With every new decade the levels of tech used within hospitals increased, with new machinery and research helping to diagnose and treat people. The following decades led to more innovations, too many to write about without just making a long list, and still the NHS kept fighting on. What’s Next? The question is; will the NHS last another 70 years? The answer; nobody knows. There are massive budget constraints in place right now, and the NHS has always suffered from being an incredibly expensive endeavour, these add up and I’m sure there are some people in government positions who want completely privatise health. I think that would be a great shame for this great public service. We shouldn’t point at its weaknesses as reasons to destroy it, we should help to fix those weaknesses and make the NHS stronger. I’ll finish this blog by stating the three core principles the NHS was founded on: i.That it meets the needs of everyone. ii.That it’s free at the point to delivery. iii.That it’s based on clinical need, not ability to pay. Here’s hoping we’re working with the NHS for another 70 years!
05. 04. 2018

GDPR - is it all down to interpretation?

As many of you will be aware, there are major changes underway around the laws governing data protection in the form of GDPR, or the General Data Protection Regulations. The regulations are being updated in the light of the changing world in which we live and the huge amount of data that is held or shared, much of it online. As recruiters, we take data protection very seriously and have spent months understanding and preparing for the new changes. One of these changes is ensuring we have a lawful basis for processing data and, given that GDPR is not recruitment specific, a lot of this is down to how the legislation is interpreted. Now finally, the ICO (the governing body – the Information Commissioners Office) has released a 46-page piece of guidance around one of the lawful basis that can be used, and hidden away in this guidance are a few paragraphs specific to recruitment. Many candidates post their CVs on CV databases online, such as Monster, Jobsite, CV Library etc, that many recruiters subscribe to. Most recruiters will download suitable candidates onto their own database to enable notes to be taken against the candidate regarding conversations etc. What we and most recruiters who follow The Conduct of Employment Agencies and Employment Businesses Regulations 2003 do, ensuring we work in an ethical and transparent manner, is gain explicit permission from a candidate before their CV is submitted to any client. This means that our candidates always know where their CV has been sent, and always with their consent. What the ICO's advice is around CVs downloaded from CV databases is that it is in the agencies’ legitimate business interest to send the CV to clients, because the fact that it was posted on a CV database, it is ok to send it out to clients without explicit permission from the candidate. The specific wording in the guidance is “they [the candidate] would clearly expect that recruitment agencies would access the CV and share with it their clients” It remains my view that downloading the CV would be expected and is in the recruiter's legitimate interest, and this does not override the rights of the individual so is in keeping with one of the foundations of the legislation, however it remains my, and my company’s, view that a CV should not be sent to any client without the explicit consent that we have always sought, and will continue to seek. Although I don’t expect the ICO to understand the nuances of every industry sector, this simple example just highlights the complex platform that GDPR is creating, the huge room for interpretation (misinterpretation could be very expensive for a business), and the problems that many businesses (it affects ALL businesses in the UK) face in trying to comply.
24. 01. 2018

Accepting a counteroffer - a nice pay rise, or a mistake?

If you’ve ended up reading this article, then more than likely the last few weeks of your new year have been quite the rocky road. After the New Year arrived and it was time to take a rain check on things, you realised that for whatever reason you weren’t happy in your role, and you made the decision to start looking for a new opportunity to kick start 2018. Following a period of intense job searching, between your new fitness routine, which involved meeting your recruiter and developing this relationship, you were asked to interview for a promising new opportunity. After a series of meetings with the hiring manager, much to your delight, you were offered the job. Then, after all of that, your current employer threw you a curve ball and made you a counter offer (shock), one which you found hard to turn down. Whilst you were feeling flattered at the time, all the buzz quickly wore off, only to be replaced with a sinking feeling in the pit of your stomach, the feeling you have made a huge mistake. Don’t panic. Whether you made the wrong decision or not, you will bounce back from this and get your career and 2018 back on track. But, before you make any sudden moves back into your search, check for the below signs that this counter offer was definitely a mistake: 1. Nothing has changed Look at your reasons for leaving in the first place… Do you feel these issues have been rectified or is everything exactly the same as it was before? For example, maybe you felt like you didn’t have a great work-life balance, or the commitment you were putting into your job was going unnoticed. More often than not that counter offer you received included some great new perks; a higher salary, stock options etc. But at the end of the day that offer didn’t acknowledge the deeper reasons behind your motivation for looking for another role elsewhere, such as a lack of workplace fulfilment, getting back the passion for what you do, the opportunity for development, and a sense of purpose. These are the things that material benefits simply can’t make up for. 2. Things are actually worse than before If you are being truthful with yourself, is work actually worse than it was before? Left wondering why on earth your employer didn’t try harder to keep you until you handed in your notice? Surely they could see you were unhappy, and if they couldn’t, well then that says it all. Perhaps your counter offer came with new demands as a result of your new salary package, despite the fact that, in your eyes, the counter offer is simply a fair reflection of the job you have been doing for months or even years. Perhaps your colleagues have distanced themselves from you, losing trust because you were initially going to abandon ship. Whatever the case may be, you dread going to work more than before. 3. Your inner voice is screaming out to you It is, of course, possible that perhaps you have all of the rewards and responsibilities that you were hoping for. Perhaps your colleagues are thrilled that you are staying; they are making you feel more welcome than ever before. But something in your gut just doesn’t feel right. Although you can’t put your finger exactly on what is wrong, parts of your job are bringing you down, perhaps subtle office politics at play or the lack of innovative and inspirational leaders to pick up the office motivation. Whatever it is, your inner voice is telling you to leave. If this is the case, I would advise you listen to it. What to do next Rest assured, you’re not the first person to fall head over heels for a juicy counteroffer, and you certainly won’t be the last. But now you owe it to yourself to be completely honest with yourself about what you do want from your career. Write down beyond the material perks. Perhaps it’s a better workplace culture, a more motivating boss or better progression opportunities. Think about what your current employer is lacking, and how your next employer will need to be different. Assess whether the first offer which you turned down could really tick these boxes. If it did, then swallow your pride and arrange a meeting with your recruiter to explain the situation. You never know, the previous offer may still be on the table. If not, see if your recruiter can put you forward for any similar roles that they have available. Let your recruiter know you are on the hunt again, but that this time you have a better understanding of what you do and don’t want from your next role, and a greater confidence in your worth. They are there to help you and will have seen this situation before. Relay your new found criteria to them, and use this yourself as you Don’t be too hard on yourself about your decision to take that counter offer. After all, you gave your current employer a second chance to meet your career needs, and for whatever reason, these needs haven’t been met. At least now you have solidified in your mind what it is you truly want from your next move. Look at it from this perspective, accepting that counter offer was less of a mistake and more of a learning curve, one which will help guarantee that your next step is a successful one. 2018 can still be the year you start a new chapter in your career.