FAQs.

We’re likely a good fit if you need help hiring permanent, mid-to-senior people in Australian agriculture and want a targeted, commercially grounded process — not just a job ad and a stack of CVs. We specialise in direct search across broadacre, horticulture, livestock and cotton, with a confidential, considered approach to every placement.

We’re probably not the right fit if you’re after volume hiring, casual labour, or the cheapest option on the board. We’d rather be clear about that upfront.

It depends on the role, location, market conditions and how clear the brief is — so we don’t put a blanket timeframe on every search.

What we will say is this: we won’t take on a role unless we believe it’s fillable. Once engaged, we run a structured process covering briefing, search, screening, shortlist and placement — and we’ll keep you updated as the market responds.

That’s common. Sometimes the real issue isn’t finding a person — it’s properly defining the role first.

We can help you work through the brief, scope, reporting line, salary position and market realities so you’re not hiring off a vague wish list. Our work spans workforce planning, market mapping and recruitment strategy as well as placement.

Yes. Confidentiality is part of how we work — particularly where a search is sensitive, there is an incumbent in place, or you want the market tested discreetly before committing.

That’s also reflected in our terms of business, which require that confidential information received by either party remains confidential.

Our fee model depends on the assignment and agreed engagement structure — we don’t apply a one-size-fits-all approach.

We work on a search fee basis with staged invoicing, and our placements come with a guarantee period. The specifics are covered in our terms of business, which we’ll walk you through before any engagement begins.

It’s not an ongoing subscription unless we agree to work together across multiple hires. Some clients engage us for one search. Others come back for more. It depends on the need.

We won’t keep a search alive just to look busy.

If the market shows there’s a problem — whether that’s the brief, package, location or expectations — we’ll tell you. We also wouldn’t take on a role in the first place if we didn’t believe it was fillable. A good search process should give you a clear market read, even if that means resetting the brief rather than pretending the problem doesn’t exist.

Our terms include a replacement guarantee, subject to agreed conditions. Those conditions cover things like the circumstances of the departure, the scope of the original placement, and invoice terms — all of which we’ll walk you through before we start.

The aim, of course, is to get the brief and assessment right so the guarantee stays in the background where it belongs.

We have successfully placed candidates from overseas, but we wouldn’t position ourselves as having an extensive international network.

Our strength is understanding the Australian agricultural labour market and running a considered search process. Where overseas candidates are relevant and realistic for the brief, we can work that angle — but we won’t oversell it.

We understand the migration piece well enough to support the recruitment side of a hire involving overseas candidates — and where specialist visa or migration advice is required, we work alongside trusted partners who can assist with that process.

We won’t pretend recruitment and migration are the same thing, but we’re not going to leave you to figure it out alone either.

Yes. Salary benchmarking is part of the broader advisory work we do.

In agriculture, salary alone rarely tells the whole story. We look at the full package — including scope, housing, vehicle, location, reporting line and what the role is genuinely asking of someone — so you get a realistic view of what the market is likely to respond to.