Yes, one recruitment agency can cover both hospitality and healthcare temp staffing, and it can be surprisingly convenient if you operate across multiple services or have different sites. I’ve seen this come up with organisations that run care homes with in-house catering, or venues that provide food service within healthcare settings. Having one agency relationship can simplify invoicing, contact points, and scheduling, and it can help when you need different types of cover at the same time. That said, I’d still want to make sure the agency treats them as distinct staffing categories, because the compliance expectations and day-to-day demands can be very different. I once spoke with a catering supervisor who struggled because they assumed a “general temp” could float anywhere, but regulated environments need much clearer role boundaries and checks.
My tip is to ask the agency to outline, in writing, how they separate screening and placement processes for each sector. Then create two shift templates on your side: one for hospitality duties and one for healthcare-adjacent or healthcare roles, so nothing gets muddled when you’re booking urgently. For more details, you could check out HCC-Temps. Anyway, even when one agency can supply both, I’d still set one internal point person for quality control, so feedback is consistent, and you can spot patterns like repeat lateness, skills gaps, or training needs across different departments
