Providing specialist plant, tools, machinery or equipment on short or long-term hire.
Hire controllers manage the short and long-term hire of plant, tools, machinery, and equipment to customers in construction and related industries. Training covers processing hire agreements, checking availability and condition of equipment, coordinating deliveries and collections, and handling customer enquiries. Apprentices also learn about product knowledge across a range of plant and tools, basic financial processes such as invoicing, and the safe handling and inspection of equipment before and after hire periods.
A hire controller typically works from a hire desk or branch, taking inbound enquiries by phone and in person, confirming equipment availability, and raising hire contracts. They liaise with drivers and depot staff to schedule collections and deliveries, carry out pre- and post-hire checks on returned equipment, process damage reports, and maintain accurate stock records. Customer service is a large part of the role, including resolving issues when equipment is delayed or unavailable.
Completing this apprenticeship opens routes into senior hire controller, hire desk supervisor, or branch coordinator roles. With experience, progression into hire manager or area operations positions is common. Some hire controllers move into sales or account management, focusing on larger contracts with commercial clients. Employers range from national plant hire companies and tool hire chains to regional independent depots. The construction, civil engineering, events, and facilities management sectors all rely on hire operations, so there is demand across the UK.
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Completing this apprenticeship typically leads to a Hire Controller or Hire Desk Controller position, managing day-to-day equipment bookings, customer enquiries and fleet availability. Some completers move into Hire Coordinator or Junior Depot Coordinator roles, particularly in larger depots with more complex logistics. The work is primarily desk and counter-based, with direct contact with trade customers, site managers and contractors arranging the hire of plant, tools, or specialist machinery.
With a few years of hire desk experience, controllers commonly progress to Senior Hire Controller, Hire Supervisor or Branch Coordinator. From there, the path typically splits: those who move into management can become Depot Manager or Branch Manager, overseeing a full hire operation including staff, fleet and P&L. Specialists tend to move toward Fleet Controller or Sales Representative roles, focusing on equipment utilisation, pricing or account management. Some progress into regional operations or procurement functions within larger hire businesses.
The plant and tool hire sector sits within construction supply chains, though hire companies also serve infrastructure, utilities, events and facilities management clients. Employers range from large national hire groups with networks of regional depots to smaller independent hire centres serving local trades. Most hiring is in the private sector, though some roles exist within local authority plant pools or public sector facilities teams. Both regional and national operators recruit at this level.
Learning takes place in a real hire environment, with the apprentice building competence in plant, tools, and equipment hire while working alongside experienced colleagues. Throughout the programme, the employer and training provider track progress against the knowledge, skills, and behaviours set out in the standard. Before final assessment can begin, the apprentice must pass a readiness check, commonly called a gateway, confirming they are prepared to demonstrate full occupational competence. Final assessment then verifies that the apprentice can perform the hire controller role to the required standard. Assessment models for many Level 2 standards are currently being updated, so check the standard's gov.uk page for the current specification.
Building a strong bank of workplace evidence from the start makes a significant difference. Apprentices should record examples of real tasks as they occur, whether that is processing hire agreements, advising customers on equipment selection, or managing stock returns, rather than trying to reconstruct evidence at the end of the programme. Regular review meetings with the employer and training provider help identify any gaps early and keep preparation on track. Staying organised throughout the programme, rather than leaving documentation to the final months, reduces pressure when the gateway review approaches.
Look for providers with achievement rates above 65% on their FATP profile, ideally higher given the relatively short 12-month programme. Employer satisfaction scores matter here: hire controllers work directly with customers and suppliers from day one, so providers who maintain close ties with plant hire depots, tool hire outlets and equipment rental businesses are better placed to deliver realistic training. Check that off-the-job learning covers stock management systems, hire agreements, damage assessment and customer-facing service, not just generic business administration content.
Be cautious of providers running large cohorts with declining achievement rates, which can indicate the programme is being treated as a volume exercise rather than a structured trade qualification. If a provider cannot explain how apprentices practise reading hire contracts, handling customer disputes or processing plant returns, the delivery is likely too classroom-bound. Vague answers about employer engagement or an inability to point to apprentices who have progressed into depot supervisor or sales roles should give pause.
There are no mandatory prior qualifications set for entry at this level. Employers typically look for a basic standard of English and maths, often GCSE grade 3 or equivalent, though some will accept candidates who work towards functional skills during the programme. A genuine interest in construction plant, tools, or equipment hire is useful. The final decision on entry requirements rests with the employer and training provider.
The typical duration is 12 months, though the actual length depends on the individual's prior experience and how quickly they reach the required standard. The apprentice is employed throughout, carrying out their normal hire controller duties while completing off-the-job training. For the current minimum duration and off-the-job training requirements, check the official standard on the Institute for Apprenticeships and Technical Education website at gov.uk.
Before the end-point assessment, the apprentice must pass through a gateway, where the employer and training provider confirm the apprentice has developed the necessary knowledge, skills, and behaviours. Assessment models for many standards are currently being updated under Skills England reforms. For the current end-point assessment approach for this standard, refer to the official specification on gov.uk, which will confirm the exact methods used to judge competence.
The funding band for this standard is £6,000, which is the maximum government contribution towards training costs. Larger employers paying the apprenticeship levy use their levy account to fund it. Smaller employers co-invest alongside government, typically contributing 5% of the training cost. Employers with fewer than 50 staff who take on an apprentice aged 16 to 18 pay nothing. Funding is paid directly to the training provider, not the employer.
Day-to-day work centres on managing the hire of plant, tools, or equipment to customers. This includes handling enquiries, processing hire contracts, coordinating collection and delivery logistics, checking that equipment is in good working order, and resolving any issues during the hire period. Apprentices also deal with customer accounts, maintain hire records, and liaise with depot and transport teams. The work is largely desk-based with regular phone and face-to-face customer contact.
Completing this apprenticeship opens routes into senior hire controller roles, depot supervision, or account management within the plant and tool hire sector. Some progress into operational or branch management positions over time. Others move into related areas such as sales, logistics coordination, or procurement. The level 2 credential can also support an application for a higher-level apprenticeship or further vocational qualification if an employer or training provider offers a suitable progression route.
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Curated by Alex Lockey, FATP founder and editor. Last reviewed: .
Sources include the apprenticeship's official specification on apprenticeships.gov.uk, Skills England guidance, IfATE archive records, DWP funding bands, and provider data sourced directly from the public Apprenticeship Provider and Assessment Register (APAR). Standard reference: 385.
Some sections on this page were drafted with AI assistance from published source data and reviewed by a human editor before publication. See our editorial methodology for how we maintain this content. Spotted something out of date? Tell us.