We are a Technology recruitment agency that is well known for the high level of service we offer our Tech contractors. We understand the unique challenges you face working in the IT industry in Australia. In order to support you, we have developed a range of resources, including advice, discounted supplier rates/incentives, links and other important information which should aid your Tech career success.
To discuss any of our contract Tech jobs or get support with identifying the next step in your career, get in touch.
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Recent Blogs
Tech employees: Learn how to navigate AI-driven changes, future-proof your skills and stay ahead in a rapidly evolving job market.
Not hiring? Retention matters more than ever. Keep your top talent engaged, loyal, and growing — without blowing the budget.
Automated CV screening. Chatbot interviews. Interview scheduling bots. It’s no secret that tech is reshaping how we hire. In many ways, for the better. Speed, efficiency and cost control are all compelling reasons to automate. But while automation can solve for process, it can’t replace connection. Where Automation Adds Value Smart tech in the right places can remove friction and bias: CV screening tools that score against role criteria Automated interview scheduling that respects everyone’s time Chatbots that answer FAQs for candidates instantly Assessment platforms that test skills fairly. Used well, these tools enhance the hiring journey. Used poorly, they can feel like a wall, not a gateway. Where Experience Still Wins Candidates remember how you made them feel. No tech stack can: Explain what makes your culture different Read between the lines of a nervous candidate’s response Give personalised feedback or reassurance Advocate for someone who might be a wildcard but fits beautifully. How to Balance Both Automate admin, not empathy. Use tools to speed up logistics like interview booking or FAQs, but keep human contact for key interactions. Tell candidates what’s happening. Ghosting is often the result of automation without communication. Be transparent. Track candidate sentiment. Use surveys or NPS to measure how your process feels to candidates, not just how it performs. Train your people. A great recruiter using tech well is better than tech replacing recruiters. Make sure your teams know how to use the tools and build rapport. Personalise where it matters. A quick check-in call or tailored email can mean the difference between a disengaged candidate and a future advocate. 
