How It Works for Employers | Jobs Recruiter Australia

The Numbers

Track record, not promises.

Four years of placing skilled workers across hospitality, healthcare and trades for Australian businesses of every size.

280+

Candidates placed

73+

Australian businesses served

14 days

Average time to shortlist

85%

Visa application success rate

The Process

Four phases, two paths.

Pick the path that fits your need. The four phases are the same, what changes is the timeline, the paperwork and the upfront work we do together.

Discover, scope the role

Day 0, 20 minute call

What we cover with you

The role, the team, the pace, the must-haves and the deal-breakers
Salary band, benefits, shift pattern and start date
Location, transport, parking and accommodation realities
Cultural fit signals that matter more than the CV

What you walk away with

A short written brief we both sign off on. No vague job description, no hidden assumptions. Everything we agree here drives the shortlist.

Source from our pre-vetted pool

Day 1 to 10

Where candidates come from

Our existing talent pool of 280+ candidates already work-rights cleared
Targeted outreach through our category landing pages and live job board
Referrals from candidates we have placed elsewhere
Specialist channels for healthcare (AHPRA), hospitality and trades

Pre-screening before you see anyone

Every candidate gets a phone screen against your brief. References checked. Work rights verified. Only people we vouch for make the shortlist.

You interview a small shortlist

Day 7 to 18

How interviews work

3 to 5 qualified candidates sent with notes and reference summaries
You meet only the ones who pass our brief, never a flood of CVs
We coordinate scheduling, follow-ups and trial shifts where useful
Honest debriefs after each interview, no spin

Trial shifts on us

For hospitality roles, we organise a paid trial shift before you commit. You see the candidate on the floor, not just at the table.

Offer, onboard and check in

Day 14 to 28

From signature to first day

We help structure the offer and negotiate sensibly with the candidate
Onboarding pack and start-day checklist sent to both sides
Check-in at week 1 and month 1, with you and the new hire
60 day replacement guarantee starts from day 1 of work

After day 30

We stay in touch. Most hires need a small tweak in the first quarter, we help spot it before it becomes a turnover problem.

Discover, eligibility and brief

Week 1, two short calls

What we cover together

The role brief, just like a local hire, but tied to an ANZSCO occupation code
Your eligibility to sponsor (Standard Business Sponsor status or apply for it)
Salary against the Temporary Skilled Migration Income Threshold
Labour Market Testing requirements where applicable
A realistic end-to-end timeline so you know what to expect

You are the sponsor, not us

We coordinate. The legal sponsor is your business. If you are not yet an SBS, we connect you with an accredited migration agent who handles the application.

Source qualified overseas candidates

Week 2 to 6

How we find them

Pre-qualified candidates across the Philippines, India, Vietnam, Nepal and beyond
Qualifications mapped to Australian standards (RPL, TRA assessment, AHPRA)
English language test status verified (IELTS, OET, PTE)
Police checks, medicals and references already in hand or in motion
Family situation, dependants and visa class implications considered upfront

No surprises later

If a candidate is unlikely to meet visa requirements, we tell you before you see them. We do not waste your interview time on people who cannot get to Australia.

Interview by video, then offer

Week 4 to 8

How interviews work for overseas candidates

3 to 5 candidates shortlisted with full evidence pack
Video interviews scheduled across time zones, recorded if you wish
Technical assessments where the role demands them
Conditional offer and start-date alignment with visa lodgement

The candidate is also choosing you

Good sponsored candidates often have multiple offers. We brief them on your business, your team and your culture so the offer sticks.

Visa, relocation and onboarding

Month 2 to 6

What happens after the offer

Nomination lodged with the Department of Home Affairs
Visa application lodged by the candidate, with our migration partner
Health, character and skill assessments tracked end to end
Flights, accommodation and first-week logistics coordinated
Same 60 day replacement guarantee, starting from their first shift

You stay in the loop

Weekly status updates throughout the visa process. You always know where things stand and what is needed next.

Transparency

Here is what to expect, and what we will not do.

Recruitment can be opaque. We try to be clear about both sides of every commitment.

What we will always do

Give you a written brief and stick to it
Send only shortlisted candidates we have actually screened
Tell you the timeline honestly, no padding, no hype
Flag risks early, even when it costs us the placement
Coordinate the visa process with accredited migration partners
Honour the 60 day replacement guarantee in writing

What we will never do

Charge you a placement fee until a candidate starts
Send unqualified CVs to look busy
Push you toward sponsorship if a local hire is genuinely better
Hide migration agent fees or pad the visa quote
Promise outcomes the Department of Home Affairs decides
Pressure candidates into roles they are not right for

Sponsorship Eligibility

Sponsoring an overseas hire is powerful, but not automatic.

Visa sponsorship lets you bring in highly qualified candidates who commit to your business for up to four years, dramatically reducing turnover in skilled roles. But it comes with rules. Your business needs to qualify before we can match you to a sponsored candidate.

What sponsoring a visa typically requires

You do not need to have everything in place on day one. We work through each item with you and connect you to migration specialists for the formal steps. Here is what we look at during the Discover phase:

An active, registered Australian business with a valid ABN
Genuine financial capacity to employ the worker for the visa term
A role that maps to an eligible ANZSCO occupation on a skilled list
Salary at or above the Temporary Skilled Migration Income Threshold
Standard Business Sponsor status, or willingness to apply for it
Labour Market Testing evidence where the visa stream requires it
Commitment to the Skilling Australians Fund levy for sponsored roles
No recent adverse migration history with the Department

Not sure if you qualify? The fastest way to find out is a 20 minute call. We will be honest with you within the first conversation. Check My Eligibility

Realistic Timelines

How long does each path take?

Side by side, so you can plan around real numbers, not optimistic ones.

Local hire

From brief to first day

Discover, brief signedDay 0

First shortlistDay 7 to 10

Interviews completeDay 14 to 18

Offer acceptedDay 18 to 22

First day at workDay 21 to 28

Replacement guarantee endsDay 88 from start

Employer questions, answered.

What does it actually cost us?

Our placement fee is a one-time flat fee, paid only when the candidate starts. No retainers, no upfront fees, no sourcing or interview charges. The flat fee is set based on the role and agreed in writing before any work begins, so you always know the exact number up front. For sponsored hires, the visa application fee and Skilling Australians Fund levy are paid by your business directly to the Department of Home Affairs.

How does the 60 day replacement guarantee work?

If a placement leaves voluntarily or is dismissed for performance or conduct reasons within their first 60 days of employment, we will source a replacement candidate at no additional placement fee. The guarantee is written into your engagement letter, with clear definitions of what triggers it. We screen carefully so it rarely needs to be invoked, but it is there in writing.

We have never sponsored a visa before. Is it really worth the complexity?

For hard-to-fill skilled roles, it usually is. Sponsored candidates are tied to your business for up to four years on a 482 visa and often longer through the permanent residency pathway. That kind of tenure dramatically reduces turnover and the cost of constant rehiring. We have walked dozens of first-time sponsoring businesses through it. The complexity is real but manageable when you have someone in your corner.

What if our business does not qualify to sponsor?

We tell you in the first call. If you do not qualify today, we explain what is missing (often it is just becoming a Standard Business Sponsor) and what would need to change. If it is not viable, we focus on local candidates and never push you toward a path that will not succeed.

Who handles the actual visa paperwork?

A registered migration agent. We coordinate the process, but the formal lodgement and legal advice come from accredited migration specialists we work with regularly. Their fees are quoted separately and transparently, no hidden margin.

What happens if the visa is refused?

It is rare with properly prepared applications, but it happens. If a visa is refused on grounds outside your control (a candidate's personal history, for example), there is no placement fee charged because the candidate never starts. We will then restart the process with a replacement candidate, with new visa fees handled per the standard arrangement.

Can you fill multiple roles at once?

Yes. We have filled 11 roles for a single aged care client across three months and several multi-role batches for restaurant groups. For volume hiring, we can scale the pipeline and reduce the flat fee per role.

How fast can we see candidates?

Local: first shortlist within 7 to 10 days of brief sign-off. Sponsored: first overseas shortlist within 2 to 4 weeks, because we pre-screen for visa eligibility before sending you anyone. We give you a realistic timeline at the briefing stage.

Hiring made transparent, end to end.