Fuelling high growth with
business-critical candidates

  • Client
    Seven Network
  • Industry
  • Location
    Sydney, Australia
  • Projects
    Embedded Recruitment
  • 100% of roles filled ahead of schedule

    Across permanent, contract, and fixed term hiring needs
  • Increased efficiency

    Outperformed the time to fill SLA by more than 20%
  • Covered all tech and digital hiring

    Across UX, Scrum and Development

Their story

Seven is Australia’s leading broadcast network and is part of Seven West Media. Seven West Media is one of Australia’s most prominent media companies, reaching more than 19 million people a month with a market-leading presence in content production across broadcast television, publishing and digital.

With Seven expanding its national teams at a rapid pace, the need for top tech talent both at a small and large level was crucial for their growth. With a lack of capacity within the existing Talent Acquisition function, Seven called on Talent Solutions and their knowledge of the hiring market and relationships with candidates within the marketplace to fill these hard-to-place roles.

The challenge

Despite a candidate-short market, the Seven Network was in the midst of business-critical projects that were requiring timely fulfilment of many niche and highly technical roles.

With the growth of the business, there was a lack of capacity within the existing Talent Acquisition function and an absence of the required recruitment expertise internally to fill these roles.

The hiring plan

Sourcing skilled candidates in this market was the biggest priority with a focus on proactively headhunting candidates. The team at Talent Solutions were rapidly deployed in an onsite/offsite delivery model and had the right sourcing tools, an extensive database and network allowing this to come to life.

Being strong brand ambassadors was a requirement from the Seven Network when speaking with Talent Solutions, and that any team member that was speaking with candidates represented the brand accordingly.

Transparent reporting was introduced on the progress of roles which was extremely beneficial to the team.

The result

All roles were filled ahead of schedule across permanent, contractor and fixed term hiring needs. Talent Solutions outperformed the time to fill SLA by more than 20% with a cost saving of over $60,000.

Throughout the time period, Seven’s ATS went down with Talent Solutions stepping in swiftly to mitigate the impact of this.

  • "Talent has met our expectations, exceeding SLAs despite some demanding skillsets and have additionally been responsive and adaptable as our partnership has matured.”
    Human Resources Partner
    Seven Network, Australia

Series A Funding means growth, and fast.

  • Client
  • Industry
    SaaS/ HealthTech
  • Location
    North America
  • Projects
    Start-up Scaling
  • Start-up specialists that support your growth, when it matters most

    We were able to adapt to RepeatMD’s need for efficiency to meet business demand.
  • 12 permanent hires, delivering high-performance teams.

  • A continuing partnership that continues to expand the business.

Their Story

RepeatMD, a Houston-based SaaS company with a growing office in NYC secured series A funding and quickly needed to super-charge their head count as business demands increased. When time was of the essence, and there was significant need for skilled professionals who understood the start-up environment, they called on Talent.

With a variety of roles and a short timeline, RepeatMD quickly became a repeat client.

Their Needs

With a niche product met with growing product demand, RepeatMD needed people who could commit to the start-up environment while possessing the necessary tech skills. Their main challenge was attracting top talent, often secured by top tech companies. The competition in the tech industry is fierce both for candidates wanting to excel and companies competing for the best candidates.

After months of using other agencies and not seeing results, Talent’s candidate pool and communication style was a refreshing change that drove internal growth for RepeatMD. Previous agencies would only take skillsets into consideration and ignore both candidate career trajectories and company culture needs. From product design, through to engineering, and operations, there were various teams that needed expansion – alongside hiring managers with high expectations. We were able to understand the nuances of 8 different teams, communicating efficiently to understand each hiring manager’s needs.

It takes a start-up to understand one.

With previous start-up roots and our extensive knowledge of the market, Talent successfully placed 12 permanent roles. These roles ranged from Director of Product, Financial Controller, to Engineering Manager and Tech Lead. Not only did these hires super-charge existing projects, but they were also a great culture fit, with the essential entrepreneurial spirit.

Services we provided:

From hiring strategy, through to constant communication between each interview, and onboarding expertise, Talent was sure to provide exceptional support to RepeatMD over the two-year partnership. “Talent’s communication style is professional, yet familiar, making it feel like they’re a part of our business, instead of an external agency.” RepeatMD Hiring Manger Lotti explained.

Positions we placed:

  • Engineering – Engineering Manager, Tech Lead, Mobile Engineer
  • Design – Director of Product Design, Product Designer, Lead Visual Designer
  • Product – Director of Product, Product Manager
  • Data – Senior Data Engineer
  • CS – Customer Success Manager
  • Operations – Talent Acquisition Manager, Financial Controller


  • I have worked closely with Talent for some time, most recently when I needed to scale my organization with high-caliber talent as the company scaled from Seed to Series A funding. Will Boulton's team has a proven track record in finding exceptional candidates, and offered valuable market insights when building my design, product & engineering teams. Importantly, he understands the nuances of all these disciplines which allow for a shorter time-to-hire – I can rely on him to act as a true partner and to solve my hiring needs efficiently and with the pace and commitment I expect of a recruitment partner.
    Lotti Morrison
    Chief Product Officer

Driving change with Hitachi

  • Client
  • Industry
  • Location
  • Projects
    Contract and permanent recruitment
  • World-first

    Leading recruitment supplier for a world-first automated train management system.
  • Building teams for the future

    Talent added 100+ contractors and 100+ permanent employees to Hitachi’s leading project teams. 
  • Longevity

    Multiple projects supported since 2018

Our partnership

Talent partnered with Hitachi (formerly Ansaldo). Hitachi Rail is the pioneer of autonomous train technology and are working towards a fully automatic train running on open railway networks by 2025. Continuing their commitment to freight solutions designed for the future.

We supported Hitachi on a world-first global train automation project, which included sourcing international candidates and their relocation.


Their story

Hitachi Rail are investing in new digital and data capabilities; embedding these across their organisation, and striving for pioneer status.

Talent has played a pivotal role in Hitachi Rail’s projects by providing industry-leading recruitment services and resources. Our collaboration began with the recruitment of over 100 contractors and 100 permanent employees for Hitachi.

Their needs

We have supported Hitachi and its partners resource technical talent for various projects across the resources and rail industry. Talent supplies reliable and capable team members who can contribute to the design, supply, installation, and commissioning of complex systems. Our Australian teams’ expertise in recruiting highly skilled professionals is essential to meet the demands of Hitachi and their collaborators in the railway transport and rail transport systems sector.

Our solution

Talent has consistently delivered outstanding solutions to meet Hitachi’s needs. We have successfully recruited for Hitachi’s projects, including the ground-breaking automated train management system, which involved a $317.5 million contract.

Talent’s involvement has grown to include high-profile projects at Hitcachi client sites, such as FMG, Chevron, and BHP. Through our comprehensive recruitment process and industry expertise, Talent ensures that Hitachi has access to the skilled workforce required to drive innovation and excellence in the rail transport industry.

We supply experts in:

  • Digital
  • Technology
  • Project controls
  • Engineering
  • Professional services

Finding top of the class talent

  • Client
    Swinburne University
  • Industry
    Tertiary Education
  • Location
    Melbourne, Australia
  • Projects
    Contract Recruitment
  • Placed 130 roles over five years 

    As a partner on the University’s supplier panel since 2017, we have been their go-to supplier for top tech talent. 
  • 90-95% of roles filled through sourcing and networks

    The Talent team work together internally, sharing their networks to ensure the best professionals are sourced.
  • An industry-leading interview and vetting selection process

    This includes history checks, personality profile evaluations and value fit assessments.

Their story

Swinburne University of Technology is ranked in the top 1% of universities globally and is a world-class university creating social and economic impacts through science, technology and innovation. Founded in 1908, Swinburne continues to evolve gaining university status in 1992.

After a challenging time during COVID, the University experienced a growth phase as demand from international students returned to Melbourne.

Due to this current growth phase, Talent were contacted to fill 15 operational IT roles and some significant high-level positions for the University in under four months.

As a trusted partner on the University’s supplier panel since 2017, Talent has placed 150 roles with Swinburne over these six years and knew exactly how to get the job done when they were contacted again.

Their needs

In 2021-2022, there was an acute skills shortage in Australia for IT specialists, including those in executive leadership roles. This was exacerbated by an 18+ month period with no skilled migration to Australia, combined with an increased global demand for tech specialists as companies and governments uplifting online service delivery as a result of the pandemic. This left Swinburne seeking to recruit a new IT leadership team in an historically highly competitive labour market.

Compared to other industries, the remuneration offered by the University sector is not as competitive, and to compound this in the competitive post-Covid market, Swinburne faced market salary increases of up to 50% for appropriate IT leaders.

Moreover, Swinburne also has a strong drive for diverse candidates, especially in leadership roles. DE&I is a big focus of the University and this is something Talent is committed to helping them achieve by to tapping into our diverse candidate pool and presenting Swinburne with the crème of the crop.

Our solution

Over a third of the Talent Melbourne team has worked at the company for over seven years, which is very rare in recruitment. They work together and share their networks and relationships with candidates (both active and passive), to ensure the best professionals are sourced. When it came to filling these roles for Swinburne, the entire team were on the job, making that big difference. We also have the right sourcing tools and an extensive database, allowing this to come to life.

To enable Swinburne’s diversity goals, Talent ensured an unbiased recruitment process that included diverse shortlist submissions, inclusive job ads and blind pre-selection.

Talent also has industry-leading interview and vetting selection processes including history checks, personality profile evaluations and value fit assessments. The team assists with the design of the entire recruitment process and a have a focus on providing diverse shortlists.

Ultimately, only 5% of the roles filled came through standard advertising, which is another proof point of the brilliant relationships that Talent team members have with candidates and contractors. Moreover, Talent also successfully recruited the University’s IT Leadership Team including the CIO, EPMO Director, Director of Infrastructure, Director of Technical Digital Delivery, Director of Enterprise Architecture,  and the Director of Digital Workplace Experience (DWX).


Fuelling excellence at BHP

  • Client
  • Industry
    Energy & Resources
  • Location
  • Projects
    Contract recruitment

Our partnership

BHP, a renowned global resources company, has consistently proven its position as a leader in the industry, driving social and economic impacts through its commitment to innovation and excellence. With a rich history dating back to its establishment in the late 19th century, BHP has continuously evolved, achieving remarkable success and solidifying its reputation as an industry giant.

Talent has been a key technology recruitment provider to BHP since 2006. Our expertise in sourcing and supplying skilled professionals, along with our focus on enhancing recruitment outcomes resulted in improved hiring practices, reduced project delays, and cost savings for BHP.

Their story

In late 2006, BHP engaged Talent to improve their hiring activities. We’ve been a vital partner in many of BHP’s high-profile projects, providing approximately 165 contract staff, covering a wide range of mining professionals.

 They wanted to find a partner who could:

  • Help improve recruitment outcomes
  • Focus on gender equity and workforce diversity
  • Provide market insights and be a trusted advisor
  • Improve contractor wellbeing

Their needs

With a high-focus on gender equity and workforce diversity, BHP needed a recruitment partner with access to broad range of highly skilled, active and passive professionals to overcome the challenges they faced, including project delays and excessive spending. 

BHP have acknowledged Talent as a valued partner and trusted advisor specifically across contractor care, welfare and professional development.

Our Solution

Our ongoing partnership has allowed BHP to access high-quality talent across Australia, supporting their business objectives.

We’ve helped BHP with ICT & Digital and Project Control roles:

  • Software developers
  • Integration leads
  • Business analysts
  • Project managers
  • Data architects
  • Scrum masters
  • Purchasing officers
  • Category procurement specialists
  • Project planners
  • Project support officers

Proving that strong relationships deliver key results

  • Client
  • Industry
  • Location
    Adelaide, Australia
  • Projects
    Contract recruitment
  • Over 80 hires with a seven-year strong relationship

    Our partnership with SRA began in 2015 and we have placed permanent and contract roles across a wide spectrum of IT roles. 
  • An inter-state candidate pool

    Candidates who are successful with SRA needed to relocate. With Talent’s extensive candidate pool, we were able to headhunt across the country to find our applicants.
  • Culture fit is important

    A seven-year strong relationship means we know what SRA are looking for including diversity, culture fit and skills alignment in candidates.

Their story

Founded over 30 years ago, SRA believes software and technology isn’t about ‘disruption’, it is a quest for freedom. They are the new way to deliver successful software projects.

They are a software services and digital product company, offering project services, full life cycle design, development, hosting, and support. Working with enterprise corporate and government clients as their project or software capability partner nationally.

In 2015, they contacted Talent as they needed to fill roles in the public and private sectors across Australia.

Seven years later, Talent is still SRA’s trusted recruitment specialist and has hired over 80 roles. We understand exactly what they look for in candidates, including diversity, culture fit and skills alignment.

Their needs

SRA supplies software project services and personnel to the Northern Territory Government.  The pool in the Northern Territory isn’t large when it comes to ICT specialists, so location has always been one of the biggest challenges.

Extensive, time-consuming searches for candidates in other States willing to relocate, often with rare skillsets, has been the challenge as remote working has not been an option.

With fixed submission deadlines and tight lead-in times from application to offer, it can be tough to achieve success in filling roles like this.

Our solution

Knowledge of and connections in the market, along with Talent’s extensive candidate database and sourcing strategies, have enabled us to continually provide the best talent for the roles SRA are filling.

With a long history in the Adelaide market, we were able to source candidates through leveraging relationships with past connections and actively headhunt candidates with the specific skills required.

Candidates are presented based on career interests, location, career history, personality profiles and skills, ensuring those put forward by Talent align to the requirements of SRA, which includes the requirements for any government departments they are supplying candidates for.

Talent scanned the country for people with the right skills willing to relocate, placing people from Perth, Tasmania, Brisbane, and other States into these roles. With the knowledge Talent has about the benefits of the position, the results have been hugely successful.


Finding perm and contract consultancy talent

  • Client
  • Industry
    Digital Products
  • Location
  • Projects
    Finding consulting talent
  • 33 contract hires

    We used all the tools in our arsenal to guarantee that the best contract talent was being found using local and national talent community building, networking and referrals, market mapping, strategic headhunting and targeted advertising campaigns.
  • 8 permanent hires

    We made sure to find the best and most suitable perm hires that had all the skills needed in a product management and digital design space.
  • Building partnerships

    We talk to them around 3-4 times per week to advise, support and consult them on management decisions with contract staff.

Finding Consultancy Expertise… FAST

Presence is a digital product consultancy who work with mission-led organisations committed to helping the world become a better place. 
Their expertise is in design, development, product management and emerging technologies. As they grow and win new projects, multidisciplinary experts are needed to deliver high-quality, reliable and sustainable solutions for their clients. 

But such talent is hard to find and even harder to attract as consulting firms battle it out to secure the best candidates in the market. With no in-house recruiting team and a time-short CTO finding themselves more and more responsible for the hiring process, Presence needed a reliable talent partner who could hire permanent and contract experts quickly.

This is no easy task, but we were sure with our quality ways of working and network of quality candidates that we were up to the task. Here’s how we helped them…

How we helped Presence save time and win more projects…

Consultative partner.

Presence has quickly become one of our best friends – we talk to them around 3-4 times per week to advise, support and consult them on management decisions with contract staff. 

We have helped them structure T’s & C’s and billing processes with new clients, been a listening ear during challenging times, provided reassurance on all things talent-related and supported with process design.

Interview support.

Fundamental to the success of Presence is their quality-driven, collaborative team who work together to deliver the best possible solution for their clients. We needed to ensure that every candidate shortlisted would be aligned with Presence’s ethos. 

We encouraged candidates to talk candidly about the challenges they faced, the types of projects they enjoyed working on, the things they didn’t like so much about their job, what their learning and development needs were, how they collaborated with others and anything else that would help us determine whether they would be the right fit. 

Bid confidence.

Presence is one of our clients who rely heavily on new talent to deliver high-profile projects for their customers. They are a growing company with a strong reputation to maintain and need to be certain they will have the right people, at the right time – without fail. 

Because of our history of attracting great talent to Presence, they came to trust our ability to quickly mobilise teams which gave them the confidence to bid for new projects. One of these required us to build a team of 14 engineers. This campaign became our highest priority. We took a whole team approach and had a shortlist sent over within 48 hours of briefing.

Finding the talent.

To help Presence identify and attract a diverse selection of candidates, we needed to ensure our approach to talent attraction was broad and inclusive. Presence asked us to hire for strategic permanent and contract roles, with skills across multiple tech stacks and specialisms needed.

With a major initiative to build a truly diverse workforce, Presence needed us to use our knowledge and network to create candidate attraction initiatives that were fully inclusive and would result in a broad, unbiased shortlist.

We used all the tools in our kit to ensure no stone is left unturned. This included:

  • Local and national talent community building, networking and referrals
  • Market mapping and strategic headhunting
  • Targeted advertising campaigns
  • Community partnerships that support DE&I initiatives
  • Social media engagement
  • Database search
  • Blogs/individual content engagement
  • Events & meetups attendance

Improving the candidate experience increases hires…

Maintaining candidate engagement in a fast-paced market is challenging enough – good candidates know their value and often won’t do coding challenges. Presence was losing out simply because candidates felt disengaged with the two-hour coding assessment they had to complete – other companies were snapping the talent up quickly. 

We helped them re-design the process to include a screen share live code review within the 2nd stage interview which helped them stay engaged with the candidates and gave candidates the opportunity to discuss their strengths and training needs with their future employer.

  • Talent is such a fantastic recruiter. They are always responsive and happy to jump on the phone on short notice. They ask very smart and insightful questions to make sure they understands our hiring needs. Talent does a great job of finding us quality people. Most importantly, the people working for Talent are great at communication. Every interaction with them is professional, friendly, and honest. I trust that they will represent our needs to potential candidates. I would gladly work with Talent again.