How we actually work.
Boutique recruitment isn’t a slogan — it’s a series of deliberate choices. Here’s what those choices look like in practice.
Most agencies are built for volume. Ours isn’t. We take on fewer mandates, spend more time on each one, and we only work in sectors where we genuinely understand the work, the regulation and the people. That’s the trade we make — and it’s the reason our placements stick.
We start with a real conversation.
Before any shortlist, we sit down with you — in person, on video, or on the phone — and ask the questions other agencies skip. What does success look like in 90 days? Which shifts are the hardest to cover? What’s the team culture candidates will walk into? The brief we work from is built from those answers, not a one-line job title.
Every candidate is personally interviewed.
No CVs forwarded sight unseen. Erinn meets every candidate before a single shortlist goes out. We talk through their career history, their reasons for moving, and the kind of environment they thrive in. References are checked directly — never outsourced. By the time a name reaches you, we can tell you who they are, not just what’s on paper.
We shortlist small, not long.
A shortlist of twelve is a shortlist of no-one. We present three to five candidates we genuinely believe could do the role — with a written summary on each explaining the fit, the gaps, and what to probe in interview. Less time sifting. Better hires.
We stay close after the placement.
Week one, month one, month three — we check in with both the candidate and the provider. Not a form. A conversation. Most issues that turn into resignations are quietly fixable in the first fortnight, if someone’s listening. We’re that someone.
And we stand behind the match.
Every permanent placement comes with a 90-day replacement guarantee. If the match isn’t right, we replace at no additional cost — no negotiation, no fine print. It’s the clearest way we know to put our money where our process is.
The principles behind the process
We work in aged care, home care and allied health — and nothing else. The regulatory landscape, the clinical language and the funding models are all things we already speak.
We cap the number of active mandates on purpose. It’s the only way to give each search the time it deserves — and it’s why we almost never miss a deadline.
We treat every candidate the way we’d want a family member treated in a job search. That means honest feedback, no ghosting, and zero fees — ever — charged to the candidate.
The person who takes your brief is the person who interviews the candidates and checks in after day one. No handoffs to a junior you’ve never met.
Ready to start a conversation?
Tell us what you’re hiring for, or the role you’re looking for next. We’ll come back to you within one business day.