mayday

HR Hiring Doesn’t Have to Be Hard

Mon, 20 Apr 2026 04:10:20 GMT

Let’s be honest… hiring HR can feel like trying to find a needle in a haystack. You don’t just need someone to “do the job.” You need someone who can support leaders, protect culture, strengthen capability, and keep the business moving.

When HR hiring goes wrong, it’s felt everywhere: teams are stretched, leaders are frustrated, culture takes a hit, and momentum slows.

The HR Hiring Problem .

HR isn’t transactional. It’s not just about filling a position.

Great HR professionals shape the organisation. They influence people, improve processes, manage risk, and make work feel better for everyone. Hiring someone without looking at culture, capability, and long-term impact is a quick fix that rarely sticks.

But the reality is, hiring isn’t broken; it’s slowed down by risk, process and volume.

The average time to hire in Australia is now ~5 weeks ( according to Human Resources Director )
31% of employers take 6+ weeks to fill a role

And while skills shortages are real, they’re more nuanced than they first appear:

85% of hiring managers report skills gaps
86% are shifting toward skills-based hiring

These figures tell us that it's not a candidate shortage, it’s a match-quality problem.

Common challenges we see:

Filling urgent gaps quickly, without a long-term people plan
Overlooking culture alignment and paying for it in retention
Stretching already busy HR teams beyond capacity during recruitment
Losing business momentum while critical HR leadership roles sit vacant

How the Best Businesses Approach HR Hiring .

The best businesses don’t hire HR to fill a gap. They hire HR to solve a business problem.

They ask:

What problem are we actually solving with this hire?
Where is the business exposed without this capability?
Do we need transformation, stability or scale?
Are we set up to support this person once they land or setting them up to fail?

Average hiring fills roles. Strong hiring changes how the business operates.

Get it right, and HR becomes a lever for performance.

Get it wrong, and you’re back hiring again in six months.

Why Partnering with an HR Specialist Matters .

Hiring HR is about getting a decision right that will influence leaders, culture and performance across the business. Most hiring challenges in this cohort come from misalignment - on scope, capability and expectations.

That’s where specialist support matters.

At MAYDAY , we're not just partnering with businesses to match CVs to job descriptions. We help define what “good” actually looks like before you go to market.

Because hiring a Talent Partner is not the same as hiring a Payroll Specialist. And building an HR function in a start-up looks very different to scaling capability in a listed business.

We understand that HR gaps don’t arrive neatly planned. Parental leave. Resignations. Growth. Restructures. You need coverage quickly, and the pressure to move fast is real. But speed without clarity is where hiring goes wrong.

The best outcomes come from moving quickly with alignment...knowing what you need, what success looks like and how this role fits into the bigger picture.

HR That Builds Your Business .

If your HR hiring feels reactive, it’s usually a sign something upstream isn’t aligned.

The question isn’t: “Who can fill this role?”

It’s: “What does the business actually need from this hire and what happens if we get it wrong?”

If hiring feels hard right now, pressure test this:

Are you taking more than 2 weeks to shortlist?
Are hiring managers aligned before you go to market?
Are you screening for capability, or defaulting to experience?
Are you losing strong candidates between stages?

These are the points where most processes break down.

At MAYDAY, we work with businesses to get clarity upfront so hiring decisions stick. Whether it’s temporary cover, contract support or permanent hires, the focus is the same: placing people who strengthen teams, not just fill gaps. Because when HR is set up well, everything else runs better.

HR Roles We Specialise In .

We recruit HR talent across all key functions including generalist, talent acquisition, learning, culture, safety and people operations.

Balancing the Scales for Women in the Australian Workplace

Fri, 06 Mar 2026 04:17:40 GMT

When the scales still aren’t level and what we can do about it.

This year’s UN Women Australia International Women’s Day theme, “Balance The Scales” , asks us to confront the structural barriers that continue to block equality, safety and fairness for women. For those of us in positions of authority – particularly in the recruitment industry – this theme should give us pause and inspire action.

From the lens of our industry and my role as CEO, I’ve considered what it truly means to “balance the scales”, not just in word, but in measurable outcomes.

The state of play in Australia .

Despite progress, gender inequality persists in the Australian workplace. According to the Workplace Gender Equality Agency’s Gender Equality Scorecard 2024–25 :

Women in Australia earn around 78.9 cents for every dollar men earn , with a gender pay gap of about 21.1% - meaning a difference of roughly $28,000 per year on average .
Women are still under-represented in senior leadership roles and on boards. One in four boards has no women members at all.
Gender disparities extend beyond wages into unpaid labour, workforce participation and career progression - areas that often aren’t captured in remuneration numbers alone.

These figures reflect lives, careers and opportunities shaped (or limited) long before a candidate walks through an interview room.

Where the recruitment industry tips the scales .

Recruiters present shortlists, negotiate salaries and fill leadership roles. In doing so, we influence whose credentials get visibility, whose value gets recognised in salary negotiations and who gets access to leadership pathways. Our industry is NOT neutral:

Every shortlist can perpetuate imbalance or help right it.
Every pay negotiation translates into real differences in career earnings.
The outcomes we help create today shape who is advantaged (and who is marginalised) tomorrow.

We see where gender bias persists (both conscious and unconscious) and where structural barriers still operate.

We can use those insights to advise organisations on structural change:

Implementing gender balanced shortlists
Promoting salary transparency and banding
Supporting return-to-work and flexible work programs
Encouraging robust frameworks for promotion and career progression

These are practical levers that help tip the scales toward equity.

Balancing the scales at MAYDAY .

At MAYDAY, women are not an afterthought; they are central to our leadership and culture.

MAYDAY was founded by three women. Our leadership profile reflects this with five of our eight senior leaders women and an overall ratio of approximately one male to six females across the business. This wasn’t engineered as a quota. It resulted from hiring the right person for the job. But it highlights a broader truth: systemic change often starts with fair, intentional hiring and talent development.

And as a male CEO in a predominantly female organisation, I must acknowledge something simple but fundamental:

I don’t experience the workplace the way they do.

That isn’t a performative statement, its fact. My role isn’t to perform empathy; it’s to listen, learn and act to remove barriers they might experience that I cannot see.

Bias and friction can show up in the smallest interactions - choice of words, assumptions about capability or availability, or norms that feel “just business” but disproportionately impact women.

What we’ve done (so far) .

In the last 12 months at MAYDAY , we’ve implemented:

A requirement that anyone expressing interest in management roles must first interview for that position to ensure visibility and accountability.
Collaboration with an external advisor to build a transparent competency framework that all staff can view and understand.
A clearly defined Promotion Framework with transparent criteria so employees know exactly how progression works.
Creation of an internal HR role focused on analysing promotion, salary and exit data enabling evidence based decisions.
A return-to-work pilot program for people returning from maternity leave, complete with coaching support to ease the transition.

This isn’t exhaustive and it isn’t “finished.” This is the start of what we want to be a continuous evolution of systems and governance that support fairness and opportunity.

Outcomes matter more than messaging

International Women’s Day too often becomes a day of sentiment and celebration. While both have their place, in business, outcomes matter more than messaging.

I’m fortunate that my role allows me to influence outcomes, not just statements. To shape processes, challenge assumptions and ensure that the scales are not just a theme once a year, but an operating principle every day.

Jason Darbyshire

Chief Executive Officer

MAYDAY Recruitment Group

How to Use a Recruitment Agency Effectively in Your Job Search

Wed, 04 Feb 2026 22:24:16 GMT

Searching for your next role can feel exciting one minute and overwhelming the next. Between updating your CV, scanning job boards, preparing for interviews and negotiating offers, it’s easy to feel stretched.

That’s where a recruitment agency can add real value - if you know how to work with one effectively .

A strong recruiter doesn’t just send your CV to employers. They act as a career partner, advocate and market insider, helping you access roles you won’t always find advertised and guiding you through each stage of the hiring process.

Here’s how to get the most out of your relationship with a recruitment agency.

What does a recruitment agency actually do ?

At MAYDAY Recruitment , our role includes:

Understanding your skills, experience and career goals
Matching you with roles aligned to your strengths and values
Providing CV and interview coaching
Offering insight into salary benchmarks and market demand
Supporting temporary, contract and permanent job searches
Acting as your advocate during offer and negotiation stages

Recruiter Tip:

Not all recruitment agencies specialise in the same areas. Working with an agency that understands your industry and local market makes a significant difference.

Get clear on your career goals (before your first conversation) .

The more clarity you bring, the more targeted your job opportunities will be.

Before speaking with a recruiter, consider:

The type of role you want (title, responsibilities, seniority)
Preferred industries or sectors
Salary expectations (and flexibility)
Location, remote or hybrid preferences
Company culture and team environment
Contract, temporary or permanent work

Being upfront helps your consultant filter out roles that look good on paper but won’t suit you long-term.

Recruiters rely on accurate, current information to represent you effectively to employers.

Make sure:

Your CV reflects your most recent role and achievements
Skills, certifications and systems are clearly listed
Your LinkedIn profile aligns with your CV
Contact details are correct

Focus on outcomes , not just responsibilities. Employers want to see impact.

Keep your CV & online profile up to date .

Use job boards & job alerts strategically .

Recruitment agency websites are often the first place roles are advertised - sometimes before they appear elsewhere.

At MAYDAY Recruitment, candidates can:

Browse current opportunities on our job board
Register for job alerts tailored to their experience
Apply quickly and express interest confidentially

Job alerts help you stay proactive without constantly checking listings.

Leverage your recruiter’s market knowledge .

A good recruitment consultant has a front row seat to the job market.

They can provide insight into:

Current salary trends
In-demand skills and experience
Interview expectations and employer priorities
Hiring timelines and internal processes
How to position yourself against other candidates

Treat your recruiter as a trusted advisor, not just a job sender.

Stay open minded (without losing direction) .

Not every role you’re presented with will be a perfect match, and that’s okay.

Sometimes opportunities that:

Stretch your skill set
Offer exposure to new industries
Provide contract flexibility

can lead to long-term career growth or unexpected permanent roles.

Trust the process, ask questions and provide feedback so your recruiter can keep refining the search.

Working with MAYDAY Recruitment .

When you partner with the MAYDAY Recruitment team , you’re gaining a dedicated career partner.

We take the time to:

Understand what matters to you
Align opportunities with your goals
Support you from application through to placement
Offer honest advice and clear communication

Whether you’re entering the workforce, making a career change, returning after a break or exploring temporary roles, we’re here to help you navigate your job search with confidence.

We Are Hiring .

Free (or cheap!) Courses for Admin & Office Professionals

Wed, 21 Jan 2026 03:25:25 GMT

Upskill, build confidence and boost your career prospects without spending a cent.

Ad ministrative and office professionals are the backbone of every organisation. From keeping teams organised and operations running smoothly to being the go-to problem solvers, the role has evolved well beyond diary management and inbox control.

The good news? There’s never been more opportunity to upskill, and many of the most valuable courses are completely free, heavily subsidised or offer free learning trials.

Whether you’re looking to step into a more senior admin role, move into an office management position, or simply strengthen your CV, these free online courses can help you build tangible, in-demand skills at your own pace.

Building career confidence through new skills .

The admin landscape (like many) is changing fast. Employers are increasingly looking for professionals who can:

Confidently use digital tools and systems
Support projects and processes, not just people
Communicate clearly with stakeholders at all levels
Adapt quickly as businesses scale or restructure

Adding recognised skills to your CV shows initiative, commitment and readiness for growth — all things hiring managers value highly.

Key skill areas worth investing time in .

Below are some of the most valuable areas for admin and office professionals, along with free course options to help you build capability.

Microsoft Office & Digital Tools

Strong skills in Microsoft Office are often assumed, but advanced knowledge can truly set you apart.

Look for courses covering:

Excel (formulas, pivot tables, reporting)
Outlook productivity and inbox management
Word and PowerPoint for professional documentation
Introduction to tools like Microsoft Teams or Google Workspace

Where to look:

Microsoft Learn
LinkedIn Learning (free trials available)
Coursera and edX (free versions of many courses)

Business Administration & Office Management

Perfect for those looking to step into senior admin, executive support, or office management roles.

Skills you’ll build:

Business operations fundamentals
Managing office processes and systems
Supporting leadership teams
Understanding organisational structure

Where to look:

Communication & Professional Confidence

Clear communication is one of the most valuable skills in any office environment.

Focus areas include:

Professional email writing
Stakeholder communication
Conflict resolution and problem-solving
Time management and prioritisation

Where to look:

Coursera
edX
HubSpot Academy (great for communication and productivity basics)

Project & Process Support

Many admin roles now include elements of project coordination - even if it’s not in the job title.

Useful topics:

Project coordination fundamentals
Process improvement basics
Introduction to Agile or Lean thinking

Where to look:

Alison
Coursera
OpenLearn

HR, Compliance & Workplace Essentials

Having a working knowledge of HR and compliance can make you incredibly valuable to a business.

Skills to explore:

Workplace policies and procedures
HR administration basics
Recruitment and onboarding support
Record keeping and compliance

Where to look:

Udemy
FutureLearn
OpenLearn
Alison

How to make these courses work for your CV .

Completing courses is great. Showcasing them properly is what makes the difference.

Tips to maximise impact:

Add completed courses to your CV under a “Professional Development” section
Include them on LinkedIn with a short description of what you learned
Reference new skills in interviews with real examples
Prioritise skills that align with the roles you’re targeting

Even short courses show initiative and a growth mindset; qualities employers consistently look for.

You don’t need to invest thousands of dollars or take time off work to level up your skills. With so many high-quality free courses available, you can take control of your career development, build confidence and stand out in a competitive job market.

Small steps — completed consistently — can lead to big career moves.

If you’d like help aligning your skills with your next role or understanding what employers are really looking for in today’s admin and office professionals, reach out . We’re always happy to share insights.

We Are Hiring .

A First-Timer’s Guide to Temp Work

Wed, 21 Jan 2026 01:23:04 GMT

So, you’ve landed your first temp assignment - congrats! Maybe you’re between jobs, testing out a new industry, or dipping your toe into the workforce after a break. Whatever brought you here, welcome to the world of temping. One where flexibility meets opportunity, and every placement is a chance to learn something new.

But if you're feeling a little unsure about what to expect, you’re not alone. Temp work can feel like a mystery at first. Short-term? Long-term? Will I meet anyone? Is it weird to bring lunch?

This guide is for first timers, especially those moving into admin, reception, customer support or operational roles. Whether you’re working at a scrappy startup or a big insurer, here’s what you need to know to hit the ground running (without the awkward guesswork).

What to expect when starting your first temp job in admin & support roles .

Temp roles vary widely: some last just a few days, others several months.

You might not get a full handover or a formal introduction, but you will get the chance to show how adaptable and reliable you are — qualities every employer values.

Tips & Mindset

1. First impressions matter — Even in short-term roles

You might only be there for a few weeks, but how you show up still counts. Dress for the environment (if unsure, go smart casual), arrive ten minutes early, and bring ID, a pen, and an open mind. Yes, even if it’s your third admin job this month.

Pro tip: If MAYDAY sent you in, you’ll get a full brief before Day 1 including dress code, key contacts and what to bring. Read it.

2. You’re not “just a temp”

Drop that line from your inner dialogue. Temps keep offices moving, cover gaps when it matters most and often end up getting offered permanent roles. You’re there for a reason and your contribution matters.

Quote Block: "We brought her in for three weeks of data entry. She’s now our National Admin Lead."

3. Every workplace has a rhythm — Learn it fast

Observe first. Talk second. Whether it’s a bustling call centre or a quiet legal office, every company has its vibe. Watch how emails are signed off, how the team communicates, and when it’s okay to duck out for a coffee. Small things, big impact.

4. Ask questions, take notes, be curious

You won’t have a full handover (sometimes none), so be proactive. Ask your supervisor to prioritise what you need to know on Day 1. Write things down — even if it feels basic. It shows respect for their time and helps you get up to speed faster.

5. Be friendly with everyone — Not just your manager

The receptionist. The IT guy. The payroll person who processes your timesheet. Building quick rapport makes your short stay smoother and opens doors to future referrals.

6. Stay on top of your time and pay

Submit timesheets on time. Follow instructions. If there’s a platform to log hours, get familiar with it early. It’s boring admin, yes, but no one wants a delay on payday.

7. Be the person they ask back

Temp work is often a first look. Many MAYDAY temps get tapped on the shoulder for longer-term roles just by showing reliability, professionalism and being pleasant to have around. It’s not always about having all the skills, it’s often about attitude.

8. When to loop in your recruiter

Your MAYDAY Contact is still in your corner after you’ve started. If something feels off, if you need support, or you’re loving it and want more like it — let us know. We’re here to advocate for you, not just to place you.

9. You can be selective too

Just because it’s temp work doesn’t mean you have to say yes to everything. Ask questions about the role, the culture, the team. The right fit goes both ways.

10. Temping can be a launchpad — If you let it

Some people temp for flexibility. Others use it as a springboard into new industries or career paths. Either way, it’s a smart way to build experience, confidence, and networks - all while getting paid.

Before you go…

Starting anything new can feel intimidating. But temp work doesn’t just need to be a placeholder – it can also be your career builder in disguise. Be prepared, stay curious and show up like you belong. Because you do.

Latest Temp Jobs .

Bite-Sized Learning, Big Employee Experience Wins

Thu, 18 Dec 2025 09:46:30 GMT

Employee experience isn’t about ping-pong tables or free coffee anymore. These perks are nice, but they don’t pay the bills or keep people engaged. What really matters these days is growth, feeling supported and having opportunities to keep learning and improving at work. That’s where Learning & Development (L&D) comes in. Done right, it can lift engagement, retention and productivity across the board.

According to Gartner’s latest Global Talent Monitor data , only 19.6% of employees consider themselves “highly engaged” the lowest score in three years. That means 8 out of 10 people are just “meh” about work. If you want to stand out as an employer, L&D is a powerful lever.

Learning fuels engagement .

When people don’t see a path for growth or feel supported, frustration (and eventual exit) looms. But L&D doesn’t have to mean long, dry training days. Enter microlearning : short, digestible, relevant bursts sized to fit between meetings or during coffee breaks.

And let’s be honest; none of this works without the right people in the right roles. That’s where we come in. Our Human Resources Recruitment team specialise in placing HR and L&D professionals who can design and deliver effective programs that truly boost employee experience.

That kind of outcome is a key decision maker for whether employees stick around or treat your place like a stepping stone.

Continuous development strengthens culture .

When learning becomes part of everyday work life rather than a once-a-year “tick-box,” culture shifts. Teams that learn together share knowledge, collaborate better and adapt faster. Microlearning modules, peer-learning sessions or quick skill-boosters help employees feel supported, valued and invested in the company - not just punching a clock.

Onboarding + continuous L&D improves the employee journey .

First impressions matter. A strong, structured onboarding experience dramatically improves early engagement and long-term retention. Research shows that employees who enjoy a positive onboarding experience are ~69% more likely to stay with the company for 3+ years.

On the flip side, poor or rushed onboarding is costly. For Australian SMEs , a failed onboarding can cost thousands in wasted recruitment and lost productivity, sometimes more than the original recruitment cost.

By embedding microlearning and well-structured L&D from day one (not just as an afterthought), you set people up to succeed and stay.

Bite-sized learning packs a big punch .

Microlearning works because it respects time, brains and real workflows. Most modules run 4–6 minutes and fit into employees’ day without disrupting work.

Companies report that using microlearning shortens onboarding cycles and improves knowledge retention, giving people the skills they need quickly, without overwhelming them or leaving them bored.

That means less “death by PowerPoint,” more “I can use that right now.” Plus, happier, more confident employees from the start.

L&D isn’t just “HR stuff” - it’s a strategic lever for employee experience. When learning is practical, bite-sized and continuous, employees feel supported, motivated and loyal. That drives performance, retention and growth.

Years of Combined Team Experience

Positive Recruiter Insider Score

Hour Average Shortlist Time

HR & L&D Professionals Placed

Meet Our HR Recruiters .

Why Claims Handling is Becoming Customer Experience’s Frontline

Thu, 18 Dec 2025 09:36:30 GMT

Customer service is not what it used to be. Gone are the days when a friendly call centre rep was enough to satisfy customers. Today, customers expect speed, transparency and empathy…especially when things go wrong. In industries like insurance, banking or any service involving claims, the claims handling process has become the frontline of customer experience. How a claim is managed can define a customer’s perception of your brand, loyalty and likelihood to recommend you.

Claims are the true test of a brand .

Claims are often the most stressful interactions a customer has with a company. A quick, clear and empathetic process can turn a potentially negative experience into a loyalty-building moment.

Speed matters: Delays frustrate customers and erode trust.
Transparency is key: Clear updates reduce confusion and anxiety.
Empathy wins loyalty: Understanding a customer’s situation fosters a positive connection.

Claims handling shapes digital experience .

Customers now expect seamless, digital-first experiences. Claims processing is no exception:

Self-service portals let customers lodge and track claims anytime.
Automated updates keep customers informed without constant follow-up.
Data-driven insights allow proactive communication and smarter case management.

Delivering exceptional claims experiences starts with having the right people in the right roles. Our Insurance Recruitment services help businesses secure skilled professionals who can manage claims efficiently and elevate customer experience.

A poor digital claims experience can undo even the best marketing or customer retention efforts.

Operational efficiency equals CX success .

Efficient claims handling balances speed with accuracy and consistency:

Integrated systems prevent errors and repetition.
Standardised workflows ensure fairness across cases.
Empowered staff can resolve issues quickly without excessive escalation.

Smooth backend operations translate to a seamless customer experience that builds confidence and trust.

Claims as a competitive advantage .

Prioritising claims experience creates measurable benefits:

Higher retention rates: Customers stay when they feel supported.
Brand advocacy: Positive claims experiences turn clients into promoters.
Operational insights: Data highlights areas for product or service improvements.

Claims handling has evolved from an operational task to the frontline of customer experience. Companies that get it right (fast, transparent and empathetic) turn challenging moments into opportunities for loyalty, trust and advocacy.

Years of Combined Team Experience

Positive Recruiter Insider Score

Hour Average Shortlist Time

Insurance Professionals Placed

Meet Our Insurance Recruiters .

Onboarding for Rapid Start Cycles: Getting Volume Hires Productive Fast

Thu, 18 Dec 2025 07:42:37 GMT

Volume recruitment comes with a unique challenge: not just finding the right candidates, but getting them up and running quickly so they contribute from day one. When hiring at scale, traditional onboarding approaches can create bottlenecks, slow productivity and even increase early attrition. For hiring managers, designing a streamlined onboarding process is critical to success.

Start before day one .

The fastest onboarding cycles don’t begin on the first day; they begin as soon as a candidate accepts the offer. Key steps include:

Digital paperwork and compliance: Make forms, contracts and tax documentation accessible online for completion before day one.
Pre-boarding information: Share role expectations, team structures and an overview of company culture. Even short “welcome” videos from managers or team leads can make a big difference.
Access setup: Ensure system logins, email accounts and workspace access are ready before the new hire’s first day. Nothing slows a ramp-up like waiting for credentials.

Simplify the first week .

For rapid start cycles, the first week needs to balance speed with clarity:

Role-specific onboarding: Focus on the essentials the employee needs to perform immediately. Avoid overwhelming them with unnecessary details about processes or departments not relevant to their role.
Buddy system or peer support: Assigning a mentor or buddy accelerates learning and helps the new hire navigate day-to-day tasks.
Short, actionable training sessions: Break training into digestible modules, ideally interactive, that can be completed in short bursts.

Standardise where you can .

Volume hiring requires repeatable processes:

Templates and checklists: Use standardised onboarding schedules, role guides and FAQs to ensure consistency and save time.
Automation tools: Leverage onboarding platforms to track progress, send reminders and distribute training content. This reduces administrative burden and keeps everything moving smoothly.
Clear KPIs: Define what “productive” looks like at key milestones (week 1, week 2, month 1). Having measurable goals allows managers to intervene early if someone is struggling.

Maintain engagement beyond day one .

Fast onboarding doesn’t end when the initial tasks are completed. High-volume hires need ongoing support to remain engaged:

Regular check-ins: Short weekly or bi-weekly touchpoints help managers identify blockers and provide feedback.
Recognition and feedback loops: Celebrate early wins and gather feedback from new hires about the onboarding experience. Continuous improvement ensures faster ramp-up for future cycles.
Learning pathways: Provide structured pathways for skill development to keep employees motivated beyond the initial rapid start.

Collaborate across teams .

Rapid start cycles require alignment across HR, operations, IT and line managers:

Shared responsibility: Everyone involved in onboarding should know their role and timelines.
Early visibility: Managers should receive notifications when prerequisites (like equipment or systems access) are complete so they can welcome the new hire without delays.

When volume recruitment is on the line, onboarding is not a luxury and is a distinct strategic lever. A structured, fast and engaging onboarding process ensures hires start strong, stay engaged and deliver impact from day one. Streamline where you can, standardise what must be standard and maintain engagement beyond the first week to turn rapid recruitment into lasting success.

Client Success .

Securing 60+ Sales Consultants for a Luxury Retail Brand .

Partnering with a global luxury automotive brand during a major national expansion, MAYDAY provided high-quality Sales & Concierge talent to support new showroom launches nationwide. With 73+ hires placed and consistent 48-hour turnarounds, we helped the brand elevate customer experience, protect its luxury positioning and scale with confidence.

73

sales roles filled

4

state coverage

100%

on time delivery

2%

year partnership

73

sales roles filled

on time delivery

4 100%

2%

state coverage

year partnership

How to Build a Customer Service Workforce That Can Flex With Demand

Thu, 18 Dec 2025 07:17:44 GMT

Customer demand isn’t linear and your workforce shouldn’t be either.

Seasonality, campaigns, regulatory changes, product launches and external events can all alter workload overnight. The contact centres and service teams that thrive are the ones that treat flexibility as a strategy, not a reaction.

Here’s how to build a workforce that scales smoothly.

Build relationships with an agency that understands surge cycles .

A partner who has seen your demand patterns over time can:

Forecast needs
Pre-pool talent
Reduce scramble hiring
Maintain consistent quality

Flexibility is built on preparation, not panic.

Maintain a “warm bench” of trusted talent .

This includes:

Former high-performing temps
Recently trained candidates
Alumni who’d return for casual or seasonal shifts

A warm bench cuts weeks off your response time.

Use fixed-term and temp-to-perm roles strategically .

These models allow you to:

Test capability
Manage budget variability
Reduce long-term risk
Scale without permanent headcount pressure

It’s stability without rigidity.

Cross-train where possible .

Even limited cross-training can stabilise service levels dramatically.

When teams understand multiple queues or channels, demand spikes stop feeling like emergencies.

Strengthen onboarding for rapid start cycles .

Fast onboarding = fast flexibility. We go into designing a streamlined onboarding process for volume cycles in this article here .

Especially when:

You hire in groups
You have clear induction modules
You maintain consistent training materials

Specific onboarding for the nature of your hiring campaign can get your new hires contributing quickly without compromising service or compliance.

A flexible workforce isn’t accidental; it’s engineered.

With the right partnerships, processes and planning, you can scale confidently no matter what demand looks like.

If you want support building a workforce that flexes effortlessly, the MAYDAY team is ready when you are.

Years of Combined Team Experience

Positive Recruiter Insider Score

Hour Average Shortlist Time

Customer Service Roles Placed

Meet Our Customer Service Recruiters .

Improve the Quality of Your Contact Centre Hires Without Slowing Down Recruitment

Thu, 18 Dec 2025 07:07:29 GMT

Contact centres often face a difficult trade-off:

Hire fast or hire well.

But the best teams don’t choose. They build systems that allow them to do both.

Here’s how.

Assess what actually predicts performance (not what looks good on paper) .

Great contact centre talent isn’t defined by previous experience alone.

The strongest predictors are:

Active listening
Emotional intelligence
Resilience
Problem-solving
Service mindset

When hiring criteria reflect the reality of the role, quality improves instantly.

Use skills-based screening instead of CV filtering .

The fastest way to raise quality?

Stop relying on CVs as your main filter.

Quick micro-assessments can help identify high-potential candidates even if their backgrounds are unconventional.

This also widens your talent pool without adding time.

Standardise interviews (but keep them human) .

Structured interviews:

Increase fairness
Reduce bias
Improve prediction accuracy
Help managers move faster
Consistency = speed.

Human connection = quality.

Use both.

Create a feedback loop between recruitment & team leaders .

Hiring quality improves dramatically when:

Leaders share what’s working
Recruitment adapts screening based on early performance
Attrition insights inform future hiring

Contact centres that treat recruitment and operations as one team always outperform those that operate in silos.

Improve week one… It’s where quality shows up .

Many “quality issues” aren’t recruitment problems at all.

They’re onboarding problems.

When week one is structured, supportive and clear, you get:

Higher ramp-up success
Stronger confidence
Better early performance
Faster time-to-proficiency

Hiring quality is only half the equation - enabling that quality is the other.

Improving quality doesn’t require slowing down.

It requires clarity, structure and a recruitment partner who genuinely understands the contact centre environment.

If you want help building a higher-performing contact centre workforce, reach out - we’d love to support you.

Meet Our Customer Service Recruiters .

The 5 Levers That Make or Break Your Volume Hiring Campaign

Wed, 17 Dec 2025 15:10:21 GMT

Volume hiring looks simple on paper: more candidates, more speed, more seats filled.

But in reality? It’s where even the most established teams feel the pressure.

From fluctuating demand to inconsistent candidate quality, contact centres and customer teams often face the same challenges. The difference between a seamless campaign and a stressful one usually comes down to five controllable levers..

Here’s what we see the high-performing teams doing who get it right.

Crystal clear role calibration .

The fastest way to slow down a campaign is to skip calibration.

Before sourcing begins, you need:

Aligned expectations across hiring managers
Clear screening criteria
Non-negotiables vs. “nice to haves”
A shared understanding of success in the first 30–90 days

A recruitment partner can only go fast when everyone is on the same page.

Calibration = speed.

A ready-to-run talent pipeline .

In volume environments, recruitment starts before the requisition is approved.

The strongest campaigns already have:

Warm, pre-screened candidates
A predictable flow of new talent
Backup lists for dropouts
Role-based clustering to support repeated hiring

When you have a pipeline, scaling doesn’t feel like scaling; it feels like switching gears.

A frictionless recruitment process .

Every extra step loses candidates.

Look at:

How long it takes to move candidates through each stage
Whether interviews are structured consistently
Where delays usually occur
How many touchpoints are purely administrative

The goal is high quality and high velocity, not one or the other.

Strong candidate care (especially in high-pressure campaigns) .

Volume hiring can feel transactional. Candidates feel that instantly.

Top performers prioritise:

Proactive communication
Clear expectations
Timely feedback
Human connection throughout the process

Good candidate care reduces dropouts, boosts show-up rates and strengthens employer brand.

Onboarding designed specifically for scale .

A brilliant hire can fail in week one if onboarding can’t keep up.

Your onboarding must support:

High-volume induction sessions
Clear knowledge pathways
Early-stage coaching
Structured check-ins
Accessible support channels

In contact centre roles especially, early consistency = long-term retention.

Volume hiring is never “just a numbers game.”

It’s an exercise in coordination, communication and consistency.

Master these five levers and your next campaign becomes predictable, scalable and significantly less stressful for everyone involved.

If you need support designing or delivering a high-performing volume hiring campaign, the MAYDAY team is here to help.

Client Success .

Volume HR, Admin & Sales Campaign for National Growth

A national professional services provider needed to rapidly scale Administrative, HR, and Sales teams. MAYDAY delivered high-calibre candidates with the right skills and cultural fit, supporting business growth, maintaining service excellence, meeting expansion targets, and strengthening overall workforce capability.

48

temp & perm hires

95%

retention rate

4+

year partnership

48

hour turnaround

retention rate

year partnership

temp & perm hires

4+

48

hour turnaround

95%

Business Support Heroes Who Make Work Happen

Wed, 17 Dec 2025 14:57:39 GMT

Business support roles often fly under the radar, but let’s be honest - without these people, most offices would descend into chaos within a week.

From executive assistants and office managers to operations coordinators, these are the people who keep the wheels turning, the meetings organised and the impossible deadlines… possible.

And the exciting news? Business support isn’t “just admin” anymore. The rise of tech, AI and workflow automation is transforming these roles into strategic superpowers.

The secret power of business support roles .

Business support professionals do more than answer emails or schedule calendars. They:

Keep projects moving when the plan hits a snag
Ensure teams are aligned and information flows seamlessly
Solve problems before anyone even realises they exist.

In short, they’re the glue of the organisation and increasingly, they’re also the brains behind smarter processes.

Work smarter, not harder .

AI, automation tools and collaborative software are not here to steal jobs; they’re here to supercharge effectiveness. The admin tasks that once ate up half a day (think expense approvals, data entry and scheduling) can now be handled in minutes.

That frees business support heroes to focus on higher-impact work:

Optimising workflows across teams
Identifying process inefficiencies
Supporting strategic projects and initiatives.

The right tools plus the right mindset = more visibility, influence, and career impact.

Turn your skills into superpowers .

Want to stand out in business support? Focus on these skills:

Tech Savvy – Master workflow automation, collaborative platforms and reporting tools.
Project Management – Keep complex initiatives on track and everyone accountable.
Communication & Influence – You’re often the first point of contact; how you manage expectations matters.
Problem Solving – Anticipate issues, propose solutions and take ownership.

And don’t forget: strategic thinking is now a superpower in business support. The more you can anticipate needs, drive initiatives and improve processes, the more indispensable you become.

Career pathways you didn’t know existed .

Modern business support roles offer exciting career trajectories:

Operations Manager → Project Coordinator → Chief of Staff
Executive Assistant → Business Partner / Strategic Advisor
Office Manager → Process & Systems Specialist

The possibilities are endless, especially when you combine experience, tech know-how, and strategic insight.

Recruiter’s insight...

Specialist recruiters, like MAYDAY’s Business Support Recruitment team , help business support professionals:

Identify roles that match skills, ambition and career goals
Showcase strategic and tech-savvy capabilities
Connect with organisations that recognise the true value of business support.

Working with a recruiter can open doors to opportunities you didn’t even know existed including roles that blend business support, operations and strategic influence.

Business support isn’t “just admin.” It’s strategic, tech-enabled and absolutely essential to the smooth operation of any organisation. By embracing tech, expanding skillsets, and thinking strategically, business support professionals can transform themselves from unsung heroes into powerhouse influencers - the kind every company wants on their team.

We Are Hiring .

Tech Career Paths You Haven’t Considered

Wed, 17 Dec 2025 14:50:31 GMT

Tech careers aren’t just about coding in a dark room or designing slick websites (though that’s part of it). The landscape is evolving and hybrid roles are emerging that blend skills in exciting, unexpected ways. If you’ve been stuck thinking “developer, designer, tester,” it’s time to think bigger.

Hybrid roles are the future .

The demand for professionals who can bridge disciplines is skyrocketing. Companies aren’t just hiring for one skill; they want people who can connect the dots between design, data, product and strategy. Some examples:

UX Data Analyst – Combine user experience design with data analytics to understand not just how users interact with products, but why they behave the way they do.
Product-Focused Developer – Developers who think like product managers, understanding business goals, user needs and technical feasibility simultaneously.
Data-Driven Marketing Technologist – A hybrid of marketing, analytics and tech skills to drive campaigns that actually work.

These roles reward curiosity, adaptability and the ability to communicate insights across teams… the “translator” skill in tech.

Why hybrid roles are increasing .

More impact – You’re not just delivering outputs; you’re influencing decisions and shaping products.
Faster growth – Broad exposure accelerates learning and visibility within the business.
Job security – Roles that blend skills are harder to replace with automation, giving you long-term resilience.

Turn hybrid skills into your superpower .

Build a portfolio that shows range – Not just one skill, but projects that demonstrate you can think across disciplines.
Upskill strategically – Learn complementary skills: designers dabble in data, developers explore product management. Microlearning, workshops or online projects all count.
Network across functions – Attend meetups, online communities or internal cross-team initiatives. Showing you can collaborate beyond your immediate field is gold.
Tell the story of your hybrid skills – Recruiters and hiring managers respond to examples where you’ve combined skills to solve real problems.

A recruiter’s tip...

Specialist recruiters like MAYDAY can help you spot these emerging roles, position your hybrid skills and get your foot in the door faster. Many of these positions aren’t advertised and the right introduction can make all the difference.

Tech careers are evolving. If you’re willing to mix, match and expand your skillset, hybrid roles offer more impact, faster growth and career resilience. Stop thinking in boxes; your next role might sit at the intersection of multiple disciplines and that’s where the future is.

We Are Hiring .

Finding a new role shouldn’t feel like a full-time job.

Upload your CV, tell us what you’re looking for and our consultants will match you with opportunities that fit your skills, goals and pace of life.

We review every submission individually and will be in touch as soon as a suitable opportunity becomes available.

AI in Accounting: Smarter Numbers, Better Careers

Wed, 17 Dec 2025 14:38:46 GMT

Accounting has always been about numbers, but the way we work with them is evolving at warp speed. Enter AI ; not as a replacement, but as a game-changer for accountants, finance professionals and business leaders. This isn’t about spreadsheets that magically fill themselves (though that would be nice). It’s about shifting the focus from crunching numbers to interpreting them, spotting trends and adding strategic value.

From data entry to data whisperer .

The repetitive work like manual reconciliations, invoice matching, and basic bookkeeping - AI can handle that. The exciting part? Accountants can move from being “ number crunchers ” to insight generators. Imagine a world where instead of spending hours tracking discrepancies, you’re interpreting patterns that guide business strategy.

AI tools can automatically flag anomalies, highlight trends and even predict cash flow issues.
That frees up time for humans to think critically, advise stakeholders and make decisions that actually matter.

In other words, AI is not after your job…but it can amplify your superpowers.

The art of strategic accounting .

AI can crunch, but humans still decide. The unique angle here is the human-AI collaboration: accountants become the interpreters, storytellers and decision-makers. The numbers are just the language; you’re the translator.

Forecasting, budgeting and scenario planning are faster, more accurate and more impactful when augmented by AI.
Strategic finance roles aren’t a dream anymore and instead they’re a reality for accountants willing to embrace technology.

Upskilling isn’t optional, it’s fun .

AI in accounting isn’t about coding every day (though Python can help). It’s about understanding what AI can do and how to leverage it. Think:

Learning tools that automate repetitive tasks
Data visualisation software to turn insights into stories
Risk prediction models that spot patterns humans might miss.

This is the chance to level up your career, become a hybrid tech-finance professional and stand out in a field that’s getting smarter by the minute.

Ethics, judgment & the human factor .

Numbers don’t have ethics. AI doesn’t have judgment. Accountants who understand the business, the context and the human impact of decisions are irreplaceable.

AI can analyse thousands of transactions in seconds, but only humans can interpret what those numbers really mean for people, teams and business strategy.
The combination of AI efficiency and human judgment is where the future lies.

Unique career opportunities .

AI auditors: Using machine learning to identify anomalies faster than traditional audits.
Data-driven controllers: Shaping strategic decisions using predictive analytics.
Financial storytellers: Translating data insights into business action.

This is not a distant future; these roles are already emerging and accountants embracing AI are becoming highly sought-after talent.

AI in accounting is not a threat; it’s a career supercharger. The accountants of tomorrow won’t just be managing numbers; they’ll be interpreting them, predicting trends and driving strategy. By combining technical skills, business insight, and human judgment, accountants can thrive in a smarter, more impactful world.

We Are Hiring .

Leading MAYDAY Healthcare With Heart & Purpose

Wed, 17 Dec 2025 13:33:14 GMT

When you speak to Siobhan , one thing becomes clear almost instantly - healthcare isn’t just an industry to her, it’s personal.

As Managing Director of MAYDAY Healthcare , she leads our healthcare recruitment division with a mix of deep sector expertise, genuine empathy and a drive to make hiring easier for hospitals, clinics and community organisations nationwide. Below, Siobhan shares the moments that shaped her career, the realities of staffing in healthcare and why she believes the future of the industry depends on strong partnerships and people-first recruitment.

1.) Siobhan, what led you into healthcare recruitment and to lead MAYDAY Healthcare?

Growing up in a family of nurses, I saw firsthand the compassion, pressure and resilience that define healthcare. It wasn’t just a job to them… it was a calling. That shaped me more than I realised. When I stepped into recruitment, I naturally gravitated toward healthcare because it felt meaningful. Every placement has a ripple effect. You’re not just filling a shift, you’re contributing to patient care.

2.) What does “ recruitment with care ” mean in the healthcare world?

It means understanding the weight of what we do. When a hospital needs a nurse for an ICU shift tonight, that’s not a “nice to have”; that’s critical. So care, to me, is speed and accuracy. It’s being responsive, transparent and available. It’s respecting clinicians and the pressure they’re under. It’s treating every client and every healthcare professional as a human first.

3.) You work across temp, perm, executive and international recruitment. What’s the biggest lesson from leading such complex hiring?

That everything moves fast and everything matters. Compliance, communication, shift coverage, onboarding, safety… it all has to be seamless. You can’t cut corners. You need processes that protect patients, support staff and give clients confidence. But the biggest lesson? You have to stay calm. When a team leader calls in crisis mode, our job is to be the steady hand.

4.) What’s the most rewarding part of building MAYDAY Healthcare?

Seeing the difference we make in organisations and in people’s lives. When a candidate tells you their placement helped them regain confidence, or when a client says “you saved us this week”, that’s everything. I also love seeing our team grow. They care deeply, and that shows in the relationships we build.

5.) What keeps you motivated about the future of the industry?

Healthcare is evolving quickly: workforce shortages, talent mobility, new models of care. It’s challenging, but there’s so much opportunity to innovate. I’m motivated by helping clients rethink attraction strategies, supporting workforce sustainability, and championing clinicians who deserve better experiences in recruitment. I want MAYDAY Healthcare to be part of the solution.

6.) What advice would you give someone considering a healthcare recruitment career?

Be curious, be compassionate and be willing to move fast. Healthcare recruitment isn’t for the faint-hearted, but if you love solving problems and helping people, it’s incredibly fulfilling. And surround yourself with great mentors. The right leadership can change your trajectory (I’ve been lucky in that!).

Want to learn more about MAYDAY Healthcare ?

Connect with Siobhan for a chat or head to the MAYDAY Healthcare website to explore roles or partner with us.

Siobhan Filen, Managing Director

Siobhan@maydayhealthcare.com.au

0415 115 300

Discover the MAYDAY

Experience from the Inside .

From our culture and benefits to the career pathways and stories

behind our people, our Lite at MA VDAY brochure gives you a deeper

look into what makes working here genuinely special.

If you're curious about what your future could look like with us, this is

the place to start.

Inside MAYDAY Technical: Shaping Australia’s Built Environment

Tue, 16 Dec 2025 14:39:27 GMT

Meet David, Managing Director of MAYDAY Technical .

When it comes to technical, engineering, construction and operations recruitment, you won’t find anyone more grounded and trusted than David Booth . With over 20 years recruiting across engineering, logistics, manufacturing, trades, supply chain and operational leadership roles, David leads MAYDAY Technical with a calm confidence that only comes from doing the hard yards.

Below, David shares what drives his approach, what clients value most about working with his team, and why the right technical talent is more critical than ever.

1. David, what’s the secret to recruiting well in technical and operational environments?

Honestly, context. You can’t match the right person to the right role unless you understand the moving parts behind the scenes. Whether it’s a factory ramping production, a distribution centre under pressure or an engineering project with tight deliverables, you need to know the operational realities. My job isn’t just to fill a vacancy; it’s to keep a business or a project moving.

2. What do hiring managers appreciate most about working with MAYDAY Technical?

They know we won’t waste their time. We’ve built a reputation for bringing well-vetted, reliable talent who can handle complexity, pace and compliance. When a client calls, it’s usually because something is urgent and they trust us to respond quickly without cutting corners. That mix of speed + quality is what keeps people coming back.

3. What kinds of candidates thrive in the environments you recruit for?

People who are steady under pressure, solutions-focused and genuinely good humans. Technical skills matter, but attitude, accountability and communication are what make someone stand out. The best operators and leaders are the ones who can collaborate, adapt and keep things moving even when the unexpected hits.

4. What do you enjoy most about building MAYDAY Technical?

The relationships. Technical recruitment is a long game; you earn trust by consistently showing up, doing the right thing and understanding the environments people work in. Seeing a candidate step into a role where they can genuinely make an impact, or supporting a client through a challenging period, is what makes it all worthwhile.

Want to learn more about MAYDAY Technical ?

Connect with David for a chat, or head to the MAYDAY Technical website to explore roles and to partner with us.

David Booth, Managing Director

david@maydaytechnical.com

0411 541 845

Discover the MAYDAY

Experience from the Inside .

From our culture and benefits to the career pathways and stories

behind our people, our Lite at MA VDAY brochure gives you a deeper

look into what makes working here genuinely special.

If you're curious about what your future could look like with us, this is

the place to start.

Shaping the Future of Tech Recruitment with MAYDAY Recruitment Group

Mon, 15 Dec 2025 09:04:12 GMT

Meet Carl, Director of MAYDAY Technology.

When it comes to building high-performing tech teams, Carl has seen the industry evolve, expand and reinvent itself more times than most.

With over a decade in recruitment, Carl leads MAYDAY Technology, spearheading the growth of a specialist agency built for today’s fast-moving tech market.

Below, Carl shares his perspective on the industry, his vision for MAYDAY Technology, and what clients and candidates can expect when partnering with his team.

1. Carl, what inspired you to launch and lead MAYDAY Technology?

The tech market deserves specialists; people who understand the nuance behind roles, projects, capability and team maturity.

I’ve worked in tech and data recruitment long enough to know that businesses don’t just need resumes… they need insight, clarity and a partner who understands how their tech team actually operates.

Building MAYDAY Technology was an opportunity to create something focused, credible and scalable. A place where clients get genuine expertise and candidates get honest guidance about where their skills can take them.

2. What makes tech recruitment different right now?

Honestly?

It’s noisy.

There’s an oversupply of generalist recruiters, cautious hiring from employers, and candidates who are far more selective about where they work post-2022.

The market values capability over titles, real delivery experience over buzzwords and emotional intelligence just as much as technical depth.

Matching that requires deeper conversations and better assessment, not just keyword searches.

3. What’s your team’s focus — and why those specialisations?

We’ve intentionally built around areas where capability drives business outcomes:

Project Delivery & Change
Software Development & Engineering
Cloud, DevOps & IT Operations
Cybersecurity
Data, AI & Analytics
Digital, UX and Product
Emerging tech & transformation

These functions touch every part of a business. Hiring well in these areas changes what a company can do, not just who sits in the seat.

4. What’s the biggest mistake companies make when hiring tech talent?

Waiting.

Teams often realise they needed someone six months ago, and by the time they brief us, the market has moved again.

The best outcomes happen when clients treat us as a strategic partner early.

5. What’s the most rewarding part of building MAYDAY Technology?

Building a specialist team that cares deeply about doing recruitment the right way. No shortcuts. No fluff. Just quality.

6. What advice do you give clients trying to attract better tech talent?

Three things:

Be clear about impact.

Talented people want to know what they’ll own, improve or build.

Streamline your process.

Top candidates don’t wait through four rounds of interviews anymore.

Lead with culture.

Tech professionals move for meaningful work, flexibility and good leadership… not ping-pong tables.

7. What does the future look like for MAYDAY Technology?

We’re building a national specialist agency designed for the long game.

More depth. More capability. More market intelligence.

And a genuine focus on helping clients and candidates navigate a market that’s evolving faster than ever.

Want to learn more about MAYDAY Technology ?

Connect with Carl for a chat or head to the MAYDAY Technology website to explore tech roles or partner with us.

Carl McDonald, Director

carl@maydaytechnology.com.au

0417 382 507

Discover the MAYDAY

Experience from the Inside .

From our culture and benefits to the career pathways and stories

behind our people, our Lite at MA VDAY brochure gives you a deeper

look into what makes working here genuinely special.

If you're curious about what your future could look like with us, this is

the place to start .

Meet Sammy: From Senior Consultant to Account Director

Fri, 28 Nov 2025 09:41:08 GMT

Sammy joined MAYDAY in 2021 and has since built an impressive career journey, rising from Senior Recruitment Consultant to Team Leader of the Temporary Division, and now to Account Director. Her authentic, grounded and purpose-driven approach has helped her lead teams, deliver high-volume recruitment across multiple industries, and build long-lasting partnerships with clients and candidates alike.

Below, she shares her career progression at MAYDAY, her leadership approach and insights into thriving in a people-first, high-performance culture.

1. Sammy, tell us about your first role at MAYDAY - what was your starting point?

When I first joined MAYDAY, I started working across both temporary and permanent roles, diving into every task and learning the ropes along the way. It was an opportunity to explore different areas and discover where I could make the biggest impact. After a few months, it became clear that my passion and strengths lay in the temporary recruitment space. I was then given the incredible opportunity to take over some major accounts from a division manager going on maternity leave.

This was a pivotal moment in my career. It gave me the chance to stretch my skills across multiple areas, managing high-volume accounts, leading project teams and gaining a deep understanding of what it takes to succeed in a fast-paced environment. I also partnered with global companies, acting as a trusted recruitment partner to streamline onboarding, offboarding and serve as the first point of contact for escalations. Every challenge became a learning opportunity, and every win reminded me why I love this work.

2. What drew you to MAYDAY in the first place?

I was genuinely inspired by MAYDAY’s leadership and vision. It was clear from the start that the business was built on strong values, ambition and a genuine care for people. The culture really stood out - collaborative, supportive and full of energy. Having direct access to the directors was a huge drawcard too; learning from them firsthand accelerated my growth from day one.

3. You’ve progressed from Consultant to Account Director, what’s helped you get here?

A mix of opportunity, support and the right environment has been the foundation of my progression. I’ve always had guidance when I needed it, but also the autonomy to learn, stretch myself and trust my own decisions. That balance helped me grow quickly and confidently. Looking back, I’m incredibly grateful for the trust and support I’ve had. It’s shaped not only my career path, but how I approach challenges, development and collaboration today.

4.What opportunities or experiences helped you step into your current role?

A combination of being given real responsibility, strong mentorship and space to step into new challenges. I was trusted to lead major accounts, build project teams and work across areas I hadn’t been exposed to before. This helped me understand where my strengths are and what I truly love doing. And underpinning it all is a values-driven culture that shapes how I operate every day.

5. Any standout moments along the way?

Absolutely. A major turning point was stepping in to lead several high-volume accounts while a division manager was on leave. It pushed me outside my comfort zone and showed me I was trusted to handle big responsibility. That moment stretched my capability, accelerated my confidence and ultimately set off the chain of progression that led me to where I am now.

6. What skills or habits made the biggest difference in your career progression?

A few standouts:

Curiosity: I asked questions, tried new things and took on both temp and perm roles early in my career.
Resilience & adaptability: Recruitment moves fast; being steady under pressure has been crucial.
Relationship-building: Long-term trust with clients, candidates and colleagues has shaped everything.
Strategic thinking: Shifting from “fill the role” to “be a partner” was a game changer as I moved into account director work.

7. How visible and achievable do career paths feel at MAYDAY?

Very. MAYDAY recognises that careers aren’t one-size-fits-all, and my journey reflects that. My role evolved around my strengths, even when they didn’t fit a traditional path. I never felt boxed in. Instead, I was supported to carve out a direction that aligned with what I’m good at and what I enjoy. That flexibility has been a huge part of my growth.

8. How does merit-based progression work in practice?

Progression here is about impact, initiative and living our values - not just tenure and targets. Opportunities go to people who show ownership, consistency and the ability to meaningfully support clients and the team. Having direct access to the directors meant clear expectations, honest feedback and a shared view of what “next level” looked like. I was trusted with key accounts and projects because of performance, and that trust fuelled my development.

9. What’s the most rewarding part of your role now?

There are so many, but a few things stand out:

Impact: I get to shape how we deliver tailored recruitment solutions, adapting our approach to each client and seeing the results firsthand.

Mentorship: Supporting others the way I was supported is incredibly meaningful. I love helping people grow, learn and find their confidence.

Continuous development: I’m still learning every day - giving and receiving feedback is a huge part of that.

Connection: Travelling interstate to meet clients builds deeper relationships and adds a lot of fulfilment to the role.

10. What advice would you give someone considering a role at MAYDAY?

If you’re thinking about a career at MAYDAY, here’s what I’d say, from my heart and experience: Bring your whole self - this is a place where your ideas and ambition matter. Stay curious, ask questions and embrace challenges; they’re where the real growth happens. And invest in your relationships. Clients, candidates, your teammates - the connections you build here are what make the work meaningful and your impact lasting.

Want to learn more about Life at MAYDAY ?

If Sammy’s progression sparks something in you, why not explore what’s possible? Connect with Sammy for a firsthand look at career growth at MAYDAY, or visit our Careers page to see where you might fit.

Sammy Lea, Account Director

sammy@maydayrecruitment.com

0416 381 502

Prefer to browse in your own time? Download our Life at MAYDAY Brochure and dive deeper when it suits you.

Discover the MAYDAY

Experience from the Inside .

From our culture and benefits to the career pathways and stories

behind our people, our Lite at MA VDAY brochure gives you a deeper

look into what makes working here genuinely special.

If you're curious about what your future could look like with us, this is

the place to start.

Meet Thierra: From Resourcer to Principal Consultant

Fri, 28 Nov 2025 09:41:07 GMT

Since joining MAYDAY in 2022 as a Resourcing Specialist, Thierra has built an impressive career trajectory. Within her first year, she progressed to Recruitment Consultant, and through her curiosity, commitment and people-first approach, she has since stepped into her current role as Principal Consultant.

Below, she shares her journey, what’s helped her thrive at MAYDAY and her insights on opportunity, progression and growing a career you love.

1. Thierra, take us back - what was your first role at MAYDAY, and what was it like starting out?

I joined MAYDAY completely fresh to the recruitment industry. My experience up to that point was working in face-to-face Sales & Marketing, where I hired and trained sales consultants. I came on board as a Resourcer supporting a couple of the Recruitment Consultants. It was equal parts exciting and nerve-wracking - you never forget your first phone call!

The team was incredibly supportive and showed me the ropes. Now, I don’t even blink before picking up the phone!

2. What attracted you to MAYDAY in the first place?

I had just moved to Melbourne and was referred to MAYDAY by a friend who was temping through them. He said they were lovely and helped him find work quickly - and he was right.

From the very first call, they were friendly, engaging and genuinely interested in my story. As I learned more about the business, the culture and collaboration really stood out. MAYDAY’s value around bringing the Care Factor isn’t just a slogan. I felt it from day one and I still feel it every day I walk into work.

3. You’ve gone from Resourcing Specialist to Principal Consultant in just 3.5 years - what’s helped you progress so quickly?

A big part of my progression has been the mentorship and guidance I’ve had from my managers and the wider team. MAYDAY truly thrives on collaboration, no matter how busy people are, someone is always willing to jump in, share advice or help workshop a challenge.

I also stayed curious, asked a lot of questions and took the time to really understand my area of recruitment. I’ve always been proactive about seeking feedback and learning from everyone around me - candidates, clients and colleagues.

4. What’s been key to getting here?

That support was invaluable when I was starting out, but it’s just as important as I’ve developed. Having leaders who not only help you identify areas to improve but also genuinely champion your development makes a huge difference. They celebrate your wins, push you outside your comfort zone, and help you build confidence.

5. Any standout moments along the way?

Being a Finalist twice for Best Candidate Experience through Recruiter Insider is one of my proudest achievements so far — and consistently maintaining strong feedback scores.

I pride myself on connecting with candidates, making them feel at ease and supporting them through what can be a stressful process. Seeing that reflected in their feedback — especially amidst strong competition across agencies — really motivates me to keep delivering that level of care.

6. What skills or habits do you think made the difference in your career growth?

Staying proactive. Recruitment has busy waves and quieter moments, and a proactive mindset helps you remain consistent through both. It keeps you moving forward and in control in an environment that’s always shifting.

7. How does MAYDAY make career progression and opportunities visible?

Transparency. MAYDAY is very clear about what progression looks like, and the goals are tangible. You know exactly what you need to work towards, and those clear milestones make it easy to stay motivated and focused.

8. What’s the most rewarding part of your current role?

For me, it’s the impact. Helping someone navigate their job search, supporting them through the process and seeing them land a role that genuinely suits them never gets old. Knowing I played a part in that is incredibly rewarding.

And the team. Sharing those wins with a group of people who genuinely celebrate each other makes it even better.

9. What advice would you give someone considering a role at MAYDAY?

Dive straight in! MAYDAY truly offers the whole package when it comes to building your career - a team that genuinely cares, a collaborative culture and values that are actually lived every day, not just talked about.

You’ll be supported by leaders who mentor naturally, not just in title. And while we take our work seriously, we definitely don’t take ourselves too seriously — we have a lot of fun along the way.

Want to learn more about Life at MAYDAY ?

If Thierra’s progression sparks something in you, why not explore what’s possible? Connect with Thierra for a firsthand look at career growth at MAYDAY, or visit our Careers page to see where you might fit.

Thierra Currie, Principal Consultant

thierra@maydayrecruitment.com.au

0412 675 790

Prefer to browse in your own time? Download our Life at MAYDAY Brochure and dive deeper when it suits you.

Discover the MAYDAY

Experience from the Inside .

From our culture and benefits to the career pathways and stories

behind our people, our Lite at MA VDAY brochure gives you a deeper

look into what makes working here genuinely special.

If you're curious about what your future could look like with us, this is

the place to start.

Nurturing MAYDAY’s People & Growth

Fri, 28 Nov 2025 09:41:05 GMT

Meet Kat, HR Director at MAYDAY Recruitment Group.

At MAYDAY, “ Recruitment with Care ” is a lived daily practice, not just a slogan. And no one brings that philosophy to life more than Kat , Co-Founder and HR Director.

From mentoring future leaders to shaping the programs that support our team’s wellbeing and progression, Kat plays a pivotal role in building the people-first culture we’re so proud of.

We sat down with her to talk about what care looks like behind the scenes, how we support long-term growth and the little moments that make it all worthwhile.

1. What does “ recruitment with care ” actually mean for you day-to-day?

It means treating people like people. Picking up the phone, being honest, keeping promises and remembering that every candidate is a real human with a real life.

Care is in the micro-moments - the follow-ups, the empathy, the effort to really listen.

2. How do you support career growth at MAYDAY?

By actually listening. We talk openly about goals, strengths, ambitions and the parts someone might want to develop. From there, we build a pathway that feels achievable and personal.

Our approach includes:

Clear expectations and structured progression plans
Regular check-ins
Access to senior mentors across the business
A robust internal training calendar designed around real needs.

We want every team member to see a future here and feel supported getting there.

3. What initiatives are you most proud of implementing?

For me, it would be creating and implementing our people focused initiatives - the ones that genuinely make a difference in someone’s day, not just look good on paper.

Things like:

Stay interviews that help us understand what keeps people at MAYDAY
Our return-to-work support framework
The wellness program built around Move, Money, Munch and Mind
Our mentoring and internal training programs
The clarity of our progression plan.

These are foundations, not add-ons. We’re in a constant pursuit of creating an environment where people feel supported, valued and set up for success.

4. Leading a growing team can’t be easy. What’s the biggest lesson you’ve learned?

Communicate everything, even the small stuff.

Transparency builds trust, and trust builds teams.

And be kind - to yourself and to the people around you. Leadership isn’t about having all the answers; it’s about showing up consistently with empathy and clarity.

5. What gets you out of bed in the morning (besides coffee and 4 children)?

Usually my one-year-old… or my husband returning from the gym!

But professionally, it’s watching people grow.

I love bringing new people into the business and seeing them settle, succeed and surprise themselves. Watching existing team members step into new challenges or progress their careers is the most rewarding part of my job.

6. Can you spill the secret sauce that makes MAYDAY such a great place to work?

Our people. We hire genuinely great humans, trust them, support them and keep the ego out of the room. We genuinely want the best for every person.

Want to learn more about Life at MAYDAY ?

Inspired to learn more about Life at MAYDAY? Connect with Kat for a chat or head to our Careers page to see where your next step could take you.

Kat Docherty, Co-Founder & HR Director

kat@maydayrecruitment.com

0416 381 502

Prefer to browse in your own time? Download our Life at MAYDAY Brochure and dive deeper when it suits you.

Discover the MAYDAY

Experience from the Inside .

From our culture and benefits to the career pathways and stories

behind our people, our Lite at MA VDAY brochure gives you a deeper

look into what makes working here genuinely special.

If you're curious about what your future could look like with us, this is

the place to start.

Meet Evie: From Associate to Recruitment Consultant in 11 Months

Fri, 28 Nov 2025 09:41:03 GMT

Just under 12 months ago, Evie joined MAYDAY as an Associate. In less than a year, her dedication, proactive approach and talent for building genuine connections with clients and candidates have earned her a promotion to Recruitment Consultant.

In this interview, she shares her journey, what’s helped her grow so quickly at MAYDAY, and her insights on opportunity, progression and thriving in our culture.

1. Evie, tell us about your first role at MAYDAY - what was your starting point?

My first role at MAYDAY was as an Associate, supporting our only Account Director at the time, and her desk was busy! A few weeks in, I was already sourcing and interviewing for large insurance volume campaigns and basically hit the ground running from day one. CAT season was in full swing, so there wasn’t much choice!

For the next 10 months I learned everything from candidate management to the fundamentals of client service. It was the perfect foundation.

2. What initially drew you to MAYDAY?

Honestly, the vibes! Everyone I met in the interview process was warm, friendly and genuine. The founders and leaders were great, and our CEO Jason was super encouraging. The interview itself felt more like a conversation rather than a formal interview. He later became my desk neighbour and supported me a lot… as well as making fun of my accent on a weekly basis!

MAYDAY were also really interested in what would work for me role-wise. They didn’t just want to see if I could slot into a consultant role. They took the time to get to know me and figure out how I could best fit into MAYDAY, how they could support me, and where they saw potential. That’s how I got the Associate role supporting the Account Director.

3. From Associate to Recruitment Consultant in under a year, that’s impressive!

Thank you! I’m honestly so excited to step into a role where I’m building a desk from scratch and learning as I go. Starting as an Associate was the best thing I could’ve done - it gave me space to build key skills before taking full ownership.

4. What’s been key to getting here?

Supporting one of our Account Directors was huge for me. I learned the full end-to-end recruitment process from one of the best. I was exposed to last-minute candidate drop-outs, escalations, client meetings and managing both SME and global accounts.

I built relationships with hiring managers, HR teams and candidates, and learned how to spin 10 different plates at once… ideally with a smile. I’ve still got a lot to learn but that foundation has been everything.

5. Any standout moments along the way?

So many!

Building strong relationships with the MAYDAY team, they’re honestly the best and we have too much fun sometimes. From cruising on a yacht to pedalling around The Rocks on a travelling tavern to zooming around Sydney on lime bikes looking like dollar-store gangsters… every week is a mix of chaos and laughs.
Being voted Hero of the Quarter, hearing everyone’s kind words also meant a lot
My first commission cheque
Placing 13 candidates in a huge volume campaign in just one week - stressful but worth it
And my personal favourite: helping struggling working-holiday-visa candidates find their feet. That was me a year ago, so those wins hit differently.

6. What skills or habits helped you progress so quickly?

Organisation is everything in temp recruitment. My calendar is my bible- starters, finishers, compliance, check-ins… it’s a lot. In the beginning it felt like learning to drive and wondering how anyone ever does it!

I also stay connected with candidates even when I don’t have a job for them. I genuinely care about where they’re at, and they give me great insight into the market. Asking questions and staying curious has built so much of my knowledge.

7. How visible and achievable do career paths feel at MAYDAY?

Super visible. I literally have the career pathway document saved on my desktop. It outlines each role, what’s required financially and operationally, and what progression looks like.

I know exactly what I need to achieve to get to the next step. Between weekly training, clear KPIs, regular 1:1s, and the fact that I ask everyone in the office about a million questions a day (and they always answer!), I feel really supported. I know I’ll get there.

8. What’s the best part of your role now?

Diving into new and exciting industries and building a desk from scratch. I get to really take a consultative approach, network, learn from experts and talk to people all day (which everyone knows is my favourite thing).

I’m naturally curious, so exploring what’s happening in the market is genuinely fun for me.

9. What advice would you give someone considering a role at MAYDAY?

Be prepared to work hard and you’ll be equally rewarded. The journey isn’t always easy, but the wins feel huge and the support is real. MAYDAY cares about your wellbeing as much as your performance.

It’s an exciting time with MAYDAY 2.0 and all the new things the leadership team are spearheading. The team will look after you, you’ll learn fast, you’ll laugh a lot, you’ll have weekly 1:1s, and you’ll eat so much good food (the team lunches are next-level).

Ultimately, if you want to grow, be supported, have fun and work somewhere with true heart, this is the place to be.

Want to learn more about Life at MAYDAY ?

If Thierra’s progression sparks something in you, why not explore what’s possible? Connect with Evie for a firsthand look at career growth at MAYDAY, or visit our Careers page to see where you might fit.

Evie Shepherd, Recruitment Consultant

evie@maydayrecruitment.com.au

0412 675 790

Prefer to browse in your own time? Download our Life at MAYDAY Brochure and dive deeper when it suits you.

Discover the MAYDAY

Experience from the Inside .

From our culture and benefits to the career pathways and stories

behind our people, our Lite at MA VDAY brochure gives you a deeper

look into what makes working here genuinely special.

If you're curious about what your future could look like with us, this is

the place to start.

mayday

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