Yolanie Gamage

💻 2025 Predictions: Digital, Tech & Product Hiring in Aus Here are a few things I think we'll see play out in the Aussie digital, tech, and product recruitment world: 1️⃣ Product roles evolving: Startups and scale-ups will want product managers who can juggle strategy and delivery (yes, I know they kinda already do!) with a heavy focus on AI integration and customer-led innovation. 2️⃣ Tech talent shortages persist: Engineers skilled in cloud, cybersecurity, and DevOps will remain in high demand. Interview processes must move quickly or risk losing out. 3️⃣ Performance Marketing will lead growth: In a tighter economy, companies will turn to growth marketers, CRM specialists, and data analysts to drive results. 4️⃣ Retention becomes a priority: Whilst you're uncertain if you can hire that new perm role, you must also ensure you don't lose what you already have. Businesses will realise this and offer more training, clear progression, and flexible work options to keep their best people happy. 5️⃣ Creative tech roles booming: In the second half of the year, demand for UX/UI designers and AR/VR specialists will soar as businesses compete for standout digital experiences. What do you reckon?

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How can you tell if a headhunter is actually GOOD? There are plenty of bare minimum recruiters out there with one foot in/one foot out of the industry who result in a sour impression of our industry as a whole. Although there isn't a sure way to know if a recruiter's good unless you've worked with them directly, these questions help you suss out if they know their stuff to hopefully avoid the experience of working with a bad recruiter: 🔍 What's your process? Every headhunter should be able to clearly lay out their process and how they support the candidates they're representing. You should know if they support on resume edits, interview prep/coaching, the method/frequency of communication to expect, if they help with offer negotiation, post-placement support, etc. 🔍 Can you tell me about candidates you've placed with a similar background to mine? This gives you an idea of their subject matter expertise - every niche recruiter can share high level stories about past placements they've made in your field (minus identifiable info). If they don't know much about your industry, you should question how much value they'll add to your search. 🔍 What's your relationship with your client(s)?* How long have you been working with them? Have you placed people with them before? A headhunter with close client relationships is a HUGE value add to your search. A commoditized recruiter who spray and prays resumes is not a value add and may actually detract value. Headhunters who invest in REAL client relationships have MUCH more influence and sway in the process (their clients trust them) which increases their candidates' odds of getting a great offer. * This also tells you if they're working through a VMS/MSP portal or directly with the hiring manager. Direct hiring manager access is highly preferable since that's where you're able to most effectively advocate for your candidates. Aligning with a top headhunter in your industry gives you a HUGE LEG UP because they are a wealth of information and insight that you'll have access to... and you should give that headhunter exclusivity :) We are NOT resume factories slinging random resumes hoping a deal falls from the sky. Those of us that take pride in what we do wear many hats: 📌 Resume writer 📌 Career advisor giving hands-on interview prep and coaching 📌 Therapist throughout the process 📌 Consultative partner working alongside candidates AND clients to close win-win deals 📌 Post-placement career advisor ensuring the right fit after the candidate starts vs bouncing once the money is in the door This is the reason why recruiter loyalty is so important. If you find a recruiter who gives a shit & knows their market, BE FRIENDS WITH THEM. Give them the RESPECT of being your first call when you hit the market instead of 2nd, 3rd, 4th, or 5th‼️ Invest the time to build that relationship. It'll pay for itself many times over.

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🚀 Fractional Tech Transformational CEO Alert!🚀 Meet a values-driven, people-focused leader with a proven track record of taking tech businesses to new heights. Recently, as CEO of one of Australia’s fastest-growing tech companies, he drove some serious growth: 💥 Revenue doubled 💥 EBITDA more than tripled 💥 Team expanded from 100 to 250 employees   💥 **Six successful acquisitions** integrated But it’s not just about the numbers – this leader built strong cultures too. After reducing attrition from >40% to <20% and boosting employee NPS to +35, he knows how to attract and retain top talent. Before that, as CEO of a leading software firm, he turned around stagnant growth, increased customer and employee satisfaction, and led a trade sale at a nearly 4x revenue multiple. All this plus an MBB, McKinsey, Baine, or BCG background, he’s the complete package for an Interim CEO, Part Time Board Position, or Casual Operating Partner role in Private Equity. 💼 Reach out for more info. #InterimLeaders

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⭐️ The current #1 personal billing spot for 2024 sits at $270K+ booked since January ($1.6m+ annualised) ⭐️ 7x start-up recruiters currently average $500K+ in the last 12months, with 2X clearing $1m+ ⭐️ There are 5X recruiters in the RecruitHub network who've started 2024 on pace for $800K+ personal billings, with 13X on pace for $500K+ ⭐️ There are 8X start-ups tracking to $1m+ so far this year ⭐️ The largest fee across the network in the last 12m sits at $279K, with $225K in second place ⭐️ The top-spending end client account in the last 12m sits at $279K, with $225K in second place ⭐️ The top-spending end client account in the last 12m is currently at $980K There you have it. Some of the top-performing numbers from our community (so far). Happy Billing 🎉 #Recruitment #RecruitHub #StartUpOwner #Founders #Billings #TopBillers

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“Recruiters are wankers who ghost candidates…” Well, that might be true for some recruiters, but I’d be very disappointed to hear that the same could be said of me, or any of the team at MCG Talent. If I/we are working with you (and by working, I mean I’ve physically engaged with you about a specific opportunity, and are representing you in the market place), then ghosting is NEVER an excuse. I often tell candidates to message me directly once I’ve contacted them. They have my mobile number and WhatsApp, and can message me at any time to ask for an update. Given my busy schedule, it’s all but impossible to keep people updated every step of the process, but I have no issue in somebody dropping me a message to ask for that important update, in which they will get a timely response by me. Remember that recruiters are recipients of ghosting as well. Just this week, we received an offer at over the expected salary figure for a particular candidate who had indicated that they would accept should our client offer them a role. After delivering the offer… guess what? Ghosted! Thankfully, these fools are rare, but they do exist. In 2024 there is very little excuse for ghosting anybody. Honesty really is the best policy, and if you’ve decided against opportunity, perhaps been counteroffered (basically used this offer to better what you have), or just decided to go in another direction, why not discuss and share that with the recruiter has helped you get so far. What comes around, goes around. So let’s try hard to keep an open dialogue of communication from all sides shall we? 👊🏼🙏🏼 Thoughts? #recruiters #ghosted #candidates #offers

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"Should we hire for Attitude or Skill?" This is a conversation I was having the other day with the CEO of a growing Fintech company in Melbourne. My response was > Why not both? I can't say I have the perfect answer because it depends... ➡ If there is a role that has an extremely limited talent pool or it's a short contract with a specific need....skill it is ⬅ If it's a junior-mid level perm role where skills can be learnt...let's face it most skills can, then lean to attitude. The big thing is how to create a hiring process that can support this in order to build great teams. Have provided some overviews below from our hiring guide. PS - If you're looking at changing the way you hire & looking for change. DM me "hiring" and I'll send a full copy of our recent guide & case studies. #hiring #recruitment #talentacquisition #talent

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🚀 The Story Behind The Startup Hiring Playbook 🚀 Q: What inspired you to write this book? A: I want startups to realise that hiring is the most critical factor in their success. Too many fail because they don’t take it seriously enough. This book is me sharing what I’ve learned so more great Australian startups can push past those early years and thrive. Q: Who’s this book really for? A: Founders, especially first-time ones, and hiring managers at startups and scaleups. The hiring challenges founders face from pre-seed to Series A are similar to what hiring managers deal with from Series A to C. Q: What’s the biggest mistake startups make when it comes to hiring? A: Not valuing their time. Founders and managers often forget that time is their only real currency when you're a business with limited capital, and bad hiring wastes it in huge amounts - yet most continue down that path. Q: How is this book different from the usual advice out there? A: The advice is good. Q: What might surprise readers? A: The book is geared toward helping you hire better WITHOUT recruiters. Q: What was the hardest part of writing it? A: The tone. I wanted it to sound like me as it's what has built Scouut's client base ultimately. But I didn’t want 105 pages of blunt truth with nothing else. I think it ended up striking a good balance in the end. Q: If someone’s skimming, what chapters should they start with? A: The hiring philosophy and benchmarks chapters. They’ll challenge your thinking and the benchmarks will be a wake up call for many. I’m happy to send either chapter for free, I think both are THAT important. Q: What’s an overlooked mindset in hiring? A: It’s a competition. People forget that. You’re not recruiting in a vacuum; you’re up against others who want you to lose. Startups are not a fairytale, this is the elite of business and you will just fail if you aren't prepared. Q: How’s the feedback been so far? A: Mostly very positive, people find it genuinely helpful, which is the goal. No big negatives so far, it's been more formatting advice as opposed to anything else. Q: Why not just go for free advice? A: My book is $22.99. Free advice will cost you your company. (Remember, 12th November!)

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The biggest challenge facing APAC tech startups today. This came up during a chat with a frustrated founder. They were juggling growth targets, funding pressures, and struggling to find the right talent. Then it made sense. The real challenge isn't finding people. It's building the right team. This realisation transformed our approach, 1. We don't just fill roles - we build cohesive teams 2. Our process isn't just fast - it's precise (less than 21 days) 3. We don't just assess skills - we ensure cultural alignment 4. We don't just place candidates - we reduce future attrition 5. We don't just understand tech - we become an extension of your brand This shift has reshaped how we approach recruitment for the tech space across APAC. P.S. Are you frustrated with facing these challenges? DM me "Talent" to learn how we can tailor an approach for your business in 21 days.

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Each time James Bissell & I chat, he always bangs on about the importance of showing prospects what life looks 𝗕𝗲𝗳𝗼𝗿𝗲 vs 𝗔𝗳𝘁𝗲𝗿 using Untapped's hiring solution. It's one of the most valuable lessons I've learned this year. If we take recruitment agencies as an example - • 𝘐𝘯𝘤𝘳𝘦𝘥𝘪𝘣𝘭𝘦 𝘢𝘵 𝘧𝘪𝘯𝘥𝘪𝘯𝘨 𝘵𝘩𝘦 𝘵𝘰𝘱 𝘵𝘢𝘭𝘦𝘯𝘵 𝘧𝘰𝘳 𝘤𝘭𝘪𝘦𝘯𝘵𝘴 • 𝘋𝘪𝘧𝘧𝘪𝘤𝘶𝘭𝘵 𝘵𝘰 𝘧𝘪𝘯𝘥 𝘵𝘩𝘦 𝘣𝘦𝘴𝘵 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘮𝘦𝘯𝘵 𝘵𝘢𝘭𝘦𝘯𝘵 Why? 1. 𝘚𝘰𝘶𝘳𝘤𝘪𝘯𝘨 𝘪𝘯 𝘵𝘩𝘦 𝘴𝘢𝘮𝘦 𝘵𝘢𝘭𝘦𝘯𝘵 𝘱𝘰𝘰𝘭 𝘭𝘰𝘤𝘢𝘭 𝘵𝘰 𝘵𝘩𝘦𝘪𝘳 𝘤𝘰𝘮𝘱𝘦𝘵𝘪𝘵𝘪𝘰𝘯 2. 𝘋𝘪𝘧𝘧𝘪𝘤𝘶𝘭𝘵 𝘵𝘰 𝘢𝘵𝘵𝘳𝘢𝘤𝘵 𝘱𝘦𝘰𝘱𝘭𝘦 𝘸𝘩𝘰'𝘳𝘦 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 𝘱𝘦𝘳𝘧𝘰𝘳𝘮𝘪𝘯𝘨 𝘪𝘯 𝘵𝘩𝘦𝘪𝘳 𝘤𝘶𝘳𝘳𝘦𝘯𝘵 𝘳𝘰𝘭𝘦 3. 𝘋𝘰𝘯'𝘵 𝘦𝘮𝘱𝘭𝘰𝘺 𝘦𝘯𝘰𝘶𝘨𝘩 𝘴𝘦𝘭𝘦𝘤𝘵𝘪𝘰𝘯 𝘵𝘰𝘰𝘭𝘴 4. 𝘈𝘷𝘦𝘳𝘢𝘨𝘦 𝘴𝘢𝘭𝘢𝘳𝘪𝘦𝘴 & 𝘣𝘦𝘯𝘦𝘧𝘪𝘵𝘴 When businesses hire, a lot of the time they need someone who can make an immediate impact, but settle for a grad or 'average' hire with longer ramp-up time. 𝗘𝗻𝘁𝗲𝗿 𝗨𝗻𝘁𝗮𝗽𝗽𝗲𝗱 🌎 1. 𝘚𝘰𝘶𝘳𝘤𝘦 𝘧𝘳𝘰𝘮 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦 𝘳𝘪𝘤𝘩 𝘵𝘢𝘭𝘦𝘯𝘵 𝘱𝘰𝘰𝘭𝘴 𝘧𝘰𝘳 𝘴𝘢𝘭𝘦𝘴 & 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘮𝘦𝘯𝘵 𝘵𝘢𝘭𝘦𝘯𝘵 🇿🇦 🇵🇭 2. 𝘈 5 𝘴𝘵𝘦𝘱 𝘩𝘪𝘳𝘪𝘯𝘨 𝘱𝘳𝘰𝘤𝘦𝘴𝘴 𝘵𝘩𝘢𝘵 𝘴𝘵𝘳𝘦𝘴𝘴-𝘵𝘦𝘴𝘵𝘴 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦𝘴 𝘣𝘦𝘧𝘰𝘳𝘦 𝘺𝘰𝘶 𝘮𝘦𝘦𝘵 𝘵𝘩𝘦𝘮 3. 𝘌𝘮𝘱𝘭𝘰𝘺 𝘵𝘰𝘰𝘭𝘴 𝘭𝘪𝘬𝘦 TestGorilla 𝘵𝘰 𝘨𝘦𝘵 𝘢 𝘣𝘦𝘵𝘵𝘦𝘳 𝘶𝘯𝘥𝘦𝘳𝘴𝘵𝘢𝘯𝘥𝘪𝘯𝘨 𝘰𝘧 𝘵𝘩𝘦 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦𝘴 4. 60 𝘥𝘢𝘺𝘴 𝘰𝘯𝘣𝘰𝘢𝘳𝘥𝘪𝘯𝘨 𝘴𝘶𝘱𝘱𝘰𝘳𝘵 5. 6 𝘮𝘰𝘯𝘵𝘩 𝘳𝘦𝘣𝘢𝘵𝘦 𝘱𝘦𝘳𝘪𝘰𝘥 Not only are you sourcing in 'Untapped' talent pools, you're less likely to lose your people to competition, higher salary offers and reduce the risk of churn. Oh, as a byproduct, you'll save 40%-60% on salaries 📈 Neither option is better, but both should be used in harmony when it comes to sourcing the 𝗯𝗲𝘀𝘁 𝘁𝗮𝗹𝗲𝗻𝘁. The best people will always come out at the bottom of the funnel. Why do you think Offshore Talent 𝘄𝗼𝗻'𝘁 work for your business? whatever you say, you may be right. However, I've 7 slots available this week to chat about how you could use Untapped - Link in bio #tryuntapped #offshoretalent #globaltalent

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https://zurl.co/ldUC You heard it here first folks, the average Australian will change their job every 2 years & 9 months. Ok so I'm defiantly not the first person to raise this, otherwise I wouldn't be sharing the article, but WOW, the average tenure of an employee is under 3 years, that's crazy. If you thought it was hard now to find the right person, trust me you'll go through it all again in under 3 years, so what do you do ease the pain & be ready for your workforce transition? You build & implement a robust Workforce Plan with a solid succession plan included within, that's how. Employee turnover is part of workforce culture today and rather than hide from it, embrace it & make plans to be ready for it & successfully navigate it now. Planning for the future is something your business does now, right? You have a 5 to 10 year business plan in place, so compliment that with a workforce plan and be creating your workforce future and not reacting to it. Do you have a WFP in place, do you even know where to start developing one? Let me know what yours looks like & what's working for you right now?

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Morning Sydney 👋 what a wild 🐎 July that was... Here are my July highlights, and naturally, very focused on technology 🚀: 🇦🇺 Lots of funding 💰 rounds (check my previous posts, this has been month after month after month of startup funding) 🙏 A notable uptick in job volume (tech). I can see this in my daily updates from SEEK/Indeed/LinkedIn, a lot of different company names are advertising, both startups, established businesses and enterprise. 🔥 More Talent Acquisition roles are opening, this is great news, it means businesses are growing and investing in their recruitment teams 👊 👊 Hyre has secured another exclusive partner relationship we are now working closely with to build a world class engineering team 🚀  📉 US FED rate cuts are looming, maybe even as close as September (Australia hopefully/likely to follow 5-6 months later and it feels like the CPI data yesterday was where it needs to be) Everything above is pointing to us starting our climb back out of the doldrums we've been in for the last 24 months... we're not out of the dark yet, but the momentum is building! 📈 If you'd like to talk technology, building teams, finding a new role, get in touch - [email protected] #SydneyJobs #MelbourneJobs #AustralianTechnology #NewFinancialYear

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As a leader, do you ever feel like you're flying blind when it comes to your team's workloads and capacity? You're not alone - 85% of executives struggle with this in our new hybrid reality. That's why we wrote this comprehensive guide on cracking the capacity conundrum once and for all. From leveraging data and productivity tools to embracing agile workflows, you'll learn actionable strategies to maximise your workforce's output without the risks of burnout. Check it out here: https://bit.ly/4d0ZJWX

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I've built the teams at Australia's best startups, and if I were a startup founder, this is EXACTLY how I'd hire exceptional people. (Should say, this isn't the ABSOLUTE best way, and it's not what we do, but given I'd be a time poor startup founder, this is the approach I'd take). 1 - Build a careers page that sells me, me company, and the opportunity extremely well. Ideally this is on the website, but it could also be a Notion doc. 2 - Put together a real plan of attack for hiring this role. Craft a story that showcases the legitimate, meaningful impact of the role, and get ultra clear about the skills/type of person I need and why. 3 - Find roughly 30-50 people on LinkedIn that I believe I would hire, and send them a well crafted, personable message that's all about THEM. I would reference the impact THEY would have, and why THEIR skills are needed. 4 - If step 3 is done well, roughly 30-40% of people will be interested. I would meet every single person who came back to me for a 15-20 minute video call. This is a SELL. This step is MY pitch to them - not the other way around. 5 - Within 24-48 hours, I would progress anyone who wants to proceed to a technical/skills interview, where a very high bar is held. I would progress 3 to final stage, with a backup list of another 2-3. Everyone not progressing would get helpful feedback ASAP. 6 - Again within 24-48 hours, I/my team conduct a final culture fit interview. This interview happens as if they are already in the role. "You'll be working with", "when you've achieved X, you'll do Y" etc. It is a final sell. 7 - Pre close everyone I am happy to offer, and make the offer officially to the best candidate (assuming I am confident they are going to accept). 8 - Paperwork out immediately, onboarding process starts now. Feedback to the others, leave the door open for future hires. Done Everything above takes place in about 10-14 days (including the reach out). If every startup founder did this then Scouut would go out of business, but I am confident they won't. Which is why the startups who engage us to hire on their behalf absolutely dominate this space and obliterate their competition. If you'd like to spank your competitors next year, call me. Perhaps they are dialling already...

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Update on the NZ job Market!!! NZ has been hit with a recession however, it has now moved out from recession and it seems to be much better. In terms of recruitment for offshore candidates trying to get in was not easy as employers where reluctant to provide tokens. Our interviews have gone up by more than 200% in June and continue to increase in July so far which is so positive for our current clients and our team. Through this tough time for recruitment we still managed a decent job offer rate exceeding some expectations as well. Its looking much more positive now as recruiters in NZ are back in our inbox sending specs and requesting CV's. We are also quite close to agreeing terms with another recruitment company in NZ which will boost the interviews and job offer rates over the next couple of months and there is much more employers that we setting up meetings with over the next 4 weeks. So happy to be working with a team that helps one another, hold each others heads up during tough times and we always find solutions to make things work and always exceeding expectations. Well done to our team for their excellent work and its always a pleasure working with you!!! Ricardo Munsami Reuben Van der Klashorst Jan Johannes Van der Merwe Migration & Investment Limited #NewZealand #recruitment #beatingrecession #Southafrica #migration

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I’ve failed to poach this person at least 5 times. They declined Ruby on Rails Software Engineering roles, Technical Team lead & Principal Engineer roles with some of Australia’s leading startups in the Ruby community. They were happy where they were and only moved once in 7 years (sadly not through me). Each time they have always referred to me at least one or two people in their network who I’ve either gone on to place or build a solid relationship with. Not only are they incredibly good at what they do, but they are well networked and people love them. Yesterday they called me up for the first time seeking a new opportunity. Do you want to know why I’ve actively tried to headhunt this person throughout my career? ·        They have spent over 20 years working specifically with ROR tech stack ·        They have been incredible and instrumental in the development & delivery of two startups/scaleups product development in the ROR community, both were acquired by large and global players in their industry. ·        Their coding standards are impeccable as are their ability to influence other members of their team and uplift their game ·        Their experience and knowledge of data-driven API development is huge ·        Average tenure at their previous companies has been 4 years + and they are only looking now due to AU team being made redundant ·        They live on the outskirts of Sydney they can come into your office if you like but love a remote and hybrid model, and let's face it, someone this good you want to give them the space to get on with your product development without being distracted. ·        They are an Australian Citizen, immediately available and seeking $180,000 + super and above. This Principal Engineer/EM is ready for their next challenge. If you have a product that’s built with ROR or a similar tech stack and if you would like to find out more click on the link in the comments to view further details on this candidate's profile. Here you’ll find not only this profile but other exceptional talent we are working with at present, you can request further details and interview directly on the site or just hit me up. P.S. You can also click on the “visit my website” link at any time to view the people we are working with. The list is updated weekly and would love your feedback! #principalengineer #staffengineer #technicalteamlead #engineeringmanager #rubyonrails #hiring #techrecruitment

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🚀 Monday Morning Market Update 🚀 I'm back on Yaegl Country after a few days in Meanjin (Brisbane) for a multi-city Aquent team catch-up, where we discussed topics like the new Fair Work Legislation. Today the trend I'm diving into is: ✅ Product Design ➡️  but more specifically, the Types of Products you're designing! 💡 If you have any trends, insights, or topics you'd like me to explore? Drop your suggestions in the comments or send me a DM! 🌟 Need a hand with your job search? 🌟 If you’re in the HCD space and navigating the Australian market, I’m would love to help! I can assist with profile reviews (LinkedIn, portfolio, or CV), or personalised advice to elevate your job search strategy. 💫 Have a great day & week ahead 👋

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So... I made a mistake 😅 I posted a Program Delivery Lead role, not realising I’d receive over 460+ applications in just 48 hours. Here’s how it breaks down: • 30% of the candidates were nowhere near relevant, ranging from kitchen hands to CEOs looking to pivot into any role • 30% were based overseas or interstate, only interested in remote work • 40% of the applicants seemed suitable for the role • Of that 40%, about 10% are really strong, hitting the mark in both tech skills and industry experience • However, out of that 10%, only 5% have a well-structured CV, with clear achievements, skills, work history, and minimal job gaps These stats show just how competitive the market is and what it takes to stand out. I remember a time during COVID when it was a candidate-driven market... but things have shifted. It’s now very much a client-driven market, where companies can be selective and take their time, given the amount of talent out there. For those applying for jobs, please take a good look at your CV and ask yourself: • Is it competitive? • Does it stand out against 300+ other candidates? • Is the format clear and easy on the eyes?

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Hey LinkedIn fellows, Have you read about the recent Fed Budget 2024 release? Are you excited about the stage 3 tax cut and $300 off energy bill for household and small business? Well, money talks, but let's talk about something even more impactful for your business! How My Work at Asuria Australia Can Save You Money By hiring people with disabilities (who make up 1 in 6 Australians) through Asuria Australia, you can access thousands of qualified candidates and enjoy numerous benefits: 🔹 Access to Qualified Candidates: We provide necessary training and certifications before job commencement. 🔹 Pre-Screened Candidates: All referrals come with completed police checks. 🔹 Inclusive Work Environment: Enhance your company's diversity and inclusivity. 🔹 Government Wage Subsidy: Up to $10,000 per suitable candidate. 🔹 Employment Assistance Fund (EAF): Up to $30,000 per person for workplace modifications. 🔹 Supported Wage System: Special workplace arrangements to pay wages according to productivity. And guess what? All these services provided by Asuria Australia are FREE! Despite the benefits, many employers haven't heard of these opportunities and are missing out. Since working in this industry, I've signed off over $700,000 in wage subsidies and aim to hit one million this year. 📞 Let's connect and make a difference together. DM me for more information. #InclusiveEmployment #DisabilityAdvocacy #WorkplaceInclusion #DiversityAndInclusion #WageSubsidy #EmploymentOpportunities #FedBudget2024 #AsuriaAustralia #MakeADifference #ConnectWithMe

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Starting your hiring journey with overseas talent isn’t permanent ...unless you want it to be 👀 But a soloprenuer Untapped's working with made it very clear she wants to build an in-office business. Problem is she's extremely time poor (right now). "No time to train grads" "can't risk miss-hiring with a local hire at £40k~" "Can't even attract the best people local people on the business size & offering" but leveraging O/S talent is a stepping stone - ✔️ Bank more cash ✔️ get time back ✔️ reduce risk There's more than 1 way to skin a cat as they say. There's also more than 1 way to utilise overseas talent.

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