Build long-term capability
Permanent recruitment
Direct-hire search for roles that will shape your team for years — matched on skills, culture and career motivation.
Best for
- Core team and leadership roles
- Hard-to-find specialists you want to keep
- Building a new capability in-house
What's included
- Passive-candidate headhunting and market mapping
- Technical, culture and work-rights screening
- Salary guidance from live market conversations
- Offer management, onboarding and post-start check-ins
Specialist skills for project work
Contract & day-rate staffing
Contractors for migrations, audits, launches and delivery spikes — engaged quickly and onboarded compliantly.
Best for
- Time-bound projects and programs
- Leave cover and urgent backfills
- Skills you need for one phase of work
What's included
- Pre-screened, available contractor bench
- Australian work-rights and reference checks
- Day-rate guidance and extension management
- MSP / VMS-compatible submissions
Try before you commit
Contract-to-permanent
Start on contract to prove fit on real work, then convert the right people to permanent employees.
Best for
- New roles where scope is still forming
- Lowering hiring risk on senior hires
- Teams that need someone started now
What's included
- Contract start with an agreed conversion path
- Performance check-ins during the contract
- Conversion and offer management
Scale a team at once
Volume & bulk hiring
Phased hiring campaigns that fill many similar roles quickly without dropping the screening bar.
Best for
- Service desk and support centres
- Program ramp-ups and new sites
- Seasonal or go-live peaks
What's included
- Campaign plan with weekly hiring targets
- Consistent, structured screening at scale
- Interview scheduling and offer coordination
Case study
A phased bulk recruitment strategy that filled 60 permanent positions in 8–10 weeks.
Leading Global Tech Services Provider
From brief to shortlist in 48–72 hours
The best specialists are rarely looking. Our process is built to find and engage them quickly — without cutting corners on screening.
- Day 0
Step 1: Precise brief
A focused intake call with a specialist recruiter to pin down must-have skills, stack, clearance, rate or salary, and team context.
- Day 0–1
Step 2: Market & talent mapping
We map comparable teams, certifications and communities across Australia and our global network to find who can do the job — not just who is applying.
- Day 1–2
Step 3: Passive & niche outreach
Personalised, role-specific approaches to engineers and specialists who aren't on job boards, backed by our 80k+ pre-screened talent pool.
- Day 1–3
Step 4: Technical & compliance screen
Structured technical screening, work-rights and reference checks, and clearance or certification verification where needed.
- 48–72h
Step 5: Qualified shortlist
A short, comparable shortlist with recruiter notes on each candidate — so you interview fewer people and decide faster.
- Ongoing
Step 6: Offer, onboarding & aftercare
Offer management, start-date coordination and check-ins after placement to make sure the hire sticks.
Timelines are typical for a confirmed brief. Roles needing rare certifications or security clearances can take longer — we'll tell you up front.
Staffing FAQs
Should I hire a contractor or a permanent employee?
Contractors suit time-bound projects, specialist skills you need for one phase of work, and urgent gaps. Permanent hires suit capability you want to own long-term. Contract-to-permanent lets you start quickly and convert once fit is proven.
How quickly can you provide candidates?
For most roles we deliver a qualified shortlist within 48–72 hours of a confirmed brief. Roles that need a security clearance or rare certification can take longer, and we tell you up front.
Do you check Australian work rights?
Yes. Every candidate we put forward is checked for Australian work rights, and we verify references, qualifications and clearances where the role requires them.
Can you fill many roles at once?
Yes. Our volume hiring campaigns run on weekly targets with consistent screening — for example, we filled 60 permanent service desk roles in 8–10 weeks for a global technology services provider.