What’s your area of expertise?
I specialise in the recruitment of Digital, Creative and Development Talent in Sydney
What types of roles do you recruit for?
Generally I am always recruiting for digital and human-centred Designers as well as Front end, Back end and Full stack Developers. I recruit across all job types including freelance, long term contracts and permanent positions.
Why do you love what you do?
I love recruitment because you can hold yourself accountable for your career. I strongly believe you get out what you put into recruitment which has always helped me motivate myself, unlike any other job. I enjoy knowing my success is dependent on me.
What industry experience/expertise are you looking for in talent?
I am a strong believer that you should never overlook people due to their experience whether that be too much or too little. For me it comes down to you as a person, your motivation and ultimately how good you are at your chosen profession.
Having said that there are certain areas of expertise that are thought of well by our clients such as:
- Experience in a financial institution — shows ability to manage your work in a corporate environment
- Experience working for a Government department
- Experience working across different projects — shows versatility
What are your top tips for creative talent looking for new job opportunities?
- Don’t get stuck with one speciality. For example, a Graphic Designer who can only work on print designs really limits themselves to opportunities
- Build an online social network, join forums, follow companies you want to work for, and connect with people who have similar skills
- Have a really clean portfolio. For Designers in particular, this is so important as this is what will set you apart from other applicants.
Describe an ideal client relationship
An ideal client relationship for me is one with open, honest and regular communication. Without visibility, I can’t understand the needs of the business and therefore won’t be able to find the ideal candidate. Without honesty and openness, I can’t in good conscience advise my talent to join their organisation.
What are your top 3 tips for hiring managers?
- Don’t say things like “Must have 6 years experience” on job ads — this is too specific and you risk alienating top candidates with slightly less experience
- Understand that during an interview it is not just the candidate who is being judged, it is you as a potential employer as well. Live your company values, sell the opportunity and speak to candidates as if they were already a member of staff.
- Ensure a speedy hiring process. There are so many candidates I have seen in my career who have declined an offer because it took too long to come! Set clear next steps post-interview and manage expectations of the process and how long it could take.