- How do you assess candidate fit for extremely remote and isolated Indigenous community contexts?
We assess more than technical capability. Our screening focuses heavily on motivation for remote living, resilience, adaptability, communication style, and alignment with the realities of working in an isolated community setting. We also place weight on prior remote, community-based, or culturally sensitive work environments where relevant. Our aim is to reduce the risk of presenting candidates who are capable on paper but not suited to the context.
- What are your placement and 6 to 12 month retention rates in similar remote roles?
There is not a single reliable industry benchmark for roles of this kind, as outcomes vary significantly depending on remoteness, housing, salary competitiveness, relocation support, and how well expectations are set up front.
As a broad guide for similar remote roles, our client research shows the industry average 6-month retention is often around 65% to 80%, and 12 month retention is often around 50% to 70%. Our retention outcomes are typically above these ranges because we place strong emphasis on expectation alignment, candidate motivation, and suitability for remote living before a candidate is ever presented. Over the past two years, all of our remote placements remain in their roles.
- What is your end-to-end recruitment process, and where do you reduce risk for us?
Our process typically includes:
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- detailed briefing and risk assessment
- marketability review of the role and package
- targeted search and advertising
- screening and shortlist presentation
- interview coordination
- reference checking
- offer management and commencement support
The main areas where we reduce risk are upfront role scoping, honest assessment of marketability, and screening for motivation and environmental fit rather than relying only on resume experience.
- What is your full cost schedule, including fees, payment triggers, and any additional costs?
We offer two recruitment models for permanent or fixed term roles.
Standard recruitment service
This is our default model and is suitable for most vacancies.
The fee is 13.5% of the successful candidate’s annual salary + supa if less than $120,000
It is 15% if over $120,000
No fee is payable unless a placement is made.
Retained recruitment service
For harder-to-fill vacancies where advertising and database searching alone are unlikely to fill the role, we may recommend a retained search.
Under this model:
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- the fee remains as per our standard placement structure
- a non-refundable $5,000 plus GST retainer is payable upfront per vacancy
- the retainer is credited against the final placement fee
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At briefing stage, we assess the likelihood of filling the role under the standard no-placement, no-fee model. If we believe the probability is low (below 50%), we may recommend or only take the role on under the retained model so that more resources can be committed upfront.
- What retention guarantee or replacement policy do you offer if a placement fails?
For permanent placements, if the successful candidate ceases employment within 90 days of commencement, and the relevant conditions are met, you have two options:
Option 1: Replacement candidate
We will make reasonable commercial efforts to find a replacement candidate for the same role within 30 calendar days of being notified.
Option 2: Partial refund
You may choose a partial refund instead of a replacement candidate. The refund is calculated based on the proportion of the 90-day guarantee period the candidate worked before ceasing employment.
We can also offer an extended guarantee by agreement for an additional fee where longer protection is important for a difficult-to-fill role in a remote location.
If helpful, we would be happy to provide a role-specific recommendation once we understand the location, package, accommodation, roster, and likely candidate background required.