Technology Recruitment Client Stories

Early in 2020 a venture-backed Brisbane start-up, putting sensors and machine learning to work on mine sites, needed its first engineering team: two C++ engineers, a systems engineer to build sensing hardware, and someone to lead its data. People who write C++ close to hardware are few in Brisbane, and fewer want to bet on a start-up.

We approached engineers directly rather than waiting on ads, and sent a first shortlist ten days after the roles opened. First interviews ran back to back on a single day. All four hires were agreed within 36 days of the first brief and started in April 2020. Two years later, after a funding round, the company came back to us for its engineering manager.

In mid-2023 an Australian AI start-up, less than a year old, was growing its team fast. A mutual contact introduced us to the founders, and twelve days later we had agreed terms. The brief moved week to week as roles filled, the technical bar was high, and strong engineers were taking other offers within days.

We ran searches across full-stack, back-end, data, machine learning and product design at the same time, sourced nationally for a remote team, and handled interviews, references and offers so the founders could keep building. Four permanent hires followed in seven weeks. The designer went from first CV to signed offer in six days.

In mid-2017 a Brisbane software start-up that had digitised a paper-based process for the energy industry was about to be backed by a much larger corporate partner. It needed its first design lead, then an engineering team. We held the chosen design lead through seven weeks of deal approvals until the offer could be made.

Over the next two years we built the team around that role: senior engineers for a .NET and functional-programming stack, a cloud engineer, and a graduate referred by an engineer we had placed. When one hire left early, we replaced him at no extra cost; the replacement accepted an offer the day after his interview. That made eight hires across seven roles in two years.

A Queensland Government agency needed to keep a business-critical technical business analyst seat in its cyber security team filled after successive contractors moved on, each time within a short request-for-quote window under the State's ICT contingent labour panel.

We answered every request, ran one replacement over the Christmas break, and shortlisted five candidates within five days of the latest brief. The seat has been filled three times, the latest within 20 days of the request, and the agency has engaged at least seven of our contractors since 2025.

A Queensland Government-owned corporation needed a senior change manager with digital adoption platform experience for a major systems project, on a 12-month contract. We approached a seasoned change lead from our own network who was not on the market, and sent the profile the day the brief arrived. The client asked to interview within hours.

The contract was agreed two weeks after we put the candidate forward, and the change manager started within four weeks and stayed for about 21 months.

Between 2018 and 2022 we were one of the regular technology recruitment suppliers to a Queensland Government statutory organisation, taking briefs through its agency portal and, later, a recruitment marketplace. We made 20 placements there, seven permanent and 13 contract, across software development, testing, UX, cyber security, infrastructure, business analysis and desktop support.

Most briefs came from the same delivery and people leaders, who kept coming back, and one designer we placed went on to manage the UX team and brief us in turn. When a 2021 delivery program needed senior contractors, we went first to Java developers we already knew; two had offers 19 days after the brief. Contractors hired on six-month terms often stayed far longer: three ran to between 18 and 22 months.