W—00 The core proposition
Not a recruitment agency. A workforce lifecycle.
A recruiter's responsibility ends when a candidate is placed. ArmyExporter is conceived to do the opposite: to stay accountable for a person's qualification, currency and record for as long as they remain in the workforce.
That is the whole proposition. Nine connected stages, one continuous record, and a re-certification cycle that repeats every six months so that no government ever has to guess whether a member of its workforce is still trained, still fit and still current.
- 01Identify
- 02Screen
- 03Assess
- 04Train
- 05Certify
- 06Match
- 07Deploy
- 08Monitor
- 09Re-certify
01 The nine stages
Every stage has a purpose, an authority and a record.
At no stage does ArmyExporter decide who serves. Each stage names the authority that decides, and the record the platform is proposed to keep.
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01
Identify
Translate a government's stated requirement into role profiles and eligibility criteria, then reach potential candidates through authorised channels only.
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02
Screen
Test each candidate against the mandatory criteria: identity, age, nationality, education, medical and fitness standards, and background checks.
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03
Assess
Move from eligibility to suitability. Physical, cognitive, psychological, language and trade-aptitude assessment establishes what a person is actually suited to do.
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04
Train
Foundation, professional and specialist training delivered by appropriately authorised military institutions and accredited providers — never by ArmyExporter.
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05
Certify
Formal certification against a published standard, so that a qualification means the same thing to every party that relies on it.
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06
Match
Match certified, current individuals to the specific roles a government has defined — on qualification and aptitude, never on volume targets.
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07
Deploy
Lawful appointment or enlistment, and taking up the role — under the receiving government's own law, command and conditions of service.
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08
Monitor
Continuous visibility of service status, welfare, grievances, professional development and training currency — for both governments, throughout service.
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09
Re-certify
Every six months, refresher training and re-assessment confirm that the individual remains trained, fit and current. Where they do not, the record says so — and the lifecycle returns to Train.
The loop, not the lineStage 09 is not the end of the lifecycle. It returns to stage 04, and the cycle repeats for as long as the individual remains in the workforce. This is what distinguishes a workforce lifecycle from a placement service.
02 The six-month cycle
Currency has an expiry date.
A qualification earned three years ago is a historical fact, not a statement of present capability. The proposed model therefore treats every certification as time-limited and re-tested on a six-month cycle.
Proposed six-month cycle
- Month 0
Certification or re-certification recorded; next due date set automatically.
- Month 4
Advance notice issued to the individual, the employing authority and both governments.
- Month 5
Refresher training scheduled with the authorised institution delivering it.
- Month 6
Refresher completed and re-assessment passed — or currency status changes.
What a refresher cycle would cover
- Physical fitness and medical fitness re-testing
- Core professional and trade skills revalidation
- Conduct, discipline and law-of-armed-conflict refresher
- Human-rights, safeguarding and grievance-route refresher
- Language and communication currency
- Role-specific specialist modules, where applicable
Workforce currency states
- CurrentRe-certified within the last six months.
- DueInside the notice window; refresher scheduled.
- LapsedCycle missed. Not proposed for any role until re-certified.
- WithdrawnLeft the workforce. Record retained under data-protection rules.
Status is a fact, not a favourA lapsed record would remain lapsed until the refresher is completed and the re-assessment passed. Currency status would be visible to both governments and could not be edited to suit a placement.
03 Why it matters
What the lifecycle changes.
A government that engages a recruitment agency receives people. A government engaging with this proposed model would receive something different: a workforce whose qualification and currency it can verify at any moment, for as long as that workforce exists.
The capabilities behind each stage- 3.1
One record, not many
Screening, assessment, training, certification and service status belong to a single verified record rather than to separate systems that disagree with one another.
- 3.2
Auditable at every stage
Each decision names the authority that made it and the evidence it rested on — which is what makes independent oversight possible at all.
- 3.3
No unqualified placement
Matching draws only on individuals who are certified and current. An expired certification removes a person from consideration automatically.
- 3.4
Workforce planning, not headcount
Because currency is tracked continuously, a government can see capability over time — what it has, what is about to lapse, and what it must replace.
- 3.5
Protection for the individual
A continuous record is also the individual's own evidence of what they trained for and achieved — including for recognised civilian credentials after service.
04 Limits of the model
What the lifecycle does not include.
- ArmyExporter would deliver no training itself, at any stage of the lifecycle.
- It would provide no weapons training, weapons handling or combat instruction. See how arms training is governed.
- It would take no screening, selection, appointment or deployment decision.
- It would hold no command authority over any individual at any point.
- No stage of the lifecycle could begin before the governments concerned had formally authorised the programme.
Concept statusThe lifecycle described on this page is a proposed operating model. It is not in service, no programme is running, and no individual has been recruited, trained, certified or placed through it.
Next · Organisation & governance
See the structure proposed to run it.
A lifecycle of this kind requires an organisation behind it — a headquarters, a recruitment and training arm, training sub-structures and a governance framework with real authority.