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Accounting and finance is our core specialisation. It's where our market knowledge, relationships and networks have been built over the past twenty years. We recruit across financial leadership, financial control and reporting, FP&A and commercial finance, systems and transformation, tax, treasury, risk, internal audit and finance operations.

Our primary focus starts at qualified-accountant level and extends through to CFO and senior finance leadership appointments. That includes experienced specialists, managers, functional leaders and executives across the breadth of accounting and finance.

All three. We recruit permanent appointments, fixed-term contracts and temporary professionals, depending on the nature of the role and what your business needs. If the requirement is still taking shape, we can help you work out which option makes the most sense.

Throughout Australia and New Zealand, with particularly strong networks across Sydney and the broader East Coast. Our searches can cover major commercial centres, regional locations and positions that can be performed remotely.

Absolutely. A strong search begins with a clear understanding of what the business genuinely needs, not a recycled position description. We can help shape the brief, responsibilities, reporting lines, required experience and priorities for the appointment before the search begins.

Yes. We'll give you a direct, realistic view of the current market, including likely salary expectations, candidate availability and how competitive the opportunity is likely to be. If the brief and budget are out of alignment, we'd rather address that at the beginning than discover it halfway through the search.

A retained search involves a formal commitment from both sides and is typically used for senior, specialist or business-critical appointments, allowing us to dedicate significant time and resources to a structured search from the outset.

An exclusive search gives Recruitment Labs sole responsibility for the role over an agreed period, with the fee generally payable once an appointment is made.

A contingent search carries no upfront commitment, with the fee payable only on a successful appointment. Because much of our capacity is committed to retained and exclusive assignments, we accept contingent searches selectively, and only where we're confident we can give the role the attention it deserves.

It depends on the seniority, complexity, urgency and scarcity of the talent you need. Retained or exclusive searches generally work best when the appointment is critical, the market is limited, confidentiality matters, or you want a recruiter to take genuine ownership of the outcome. Contingent recruitment can suit more straightforward requirements where the candidate market is broader and more active.

Not for every role. That said, exclusivity often creates a stronger process: it gives one recruiter clear ownership, reduces duplication in the market and creates a more consistent candidate experience. We'll recommend the approach we genuinely believe gives the search the best chance of success.

Of course. We regularly work as an extension of internal talent and HR teams, particularly where additional market reach, specialist knowledge or senior search capability is needed. We'll agree on responsibilities and communication upfront so the process feels coordinated, not duplicated.

No. We only take on searches where we believe we can add genuine value and represent the opportunity properly, meaning we're confident in the brief, the market, and our ability to commit the time and attention the search deserves.

We start by understanding the business, the team, the reason for the appointment and what success will look like. From there, we agree on the search strategy, refine the position and market proposition, identify the relevant candidate market and begin targeted outreach. You'll receive regular updates throughout, including market feedback, candidate responses and anything that may need to be addressed.

It depends on the complexity of the role and the availability of suitable talent. For some assignments we may already know relevant candidates and can move quickly. For others, particularly senior or specialist searches, we may need time to map the market and approach people who aren't actively looking. Our priority isn't sending CVs quickly for the sake of activity. It's introducing people who genuinely warrant your consideration.

No. Advertising can be valuable, but it's only one part of a proper recruitment strategy. Some appointments are confidential, while others call for targeted outreach to candidates who aren't actively applying. We use the right combination of advertising, direct search, referrals and existing networks for each assignment.

We proactively map the relevant market and approach people whose experience aligns with the brief, including those who may not be visible on job boards or actively searching. Twenty years in accounting and finance also means we have an established network of candidates, clients and trusted industry contacts to draw on.

Every shortlisted candidate is personally interviewed and assessed against the role, business environment and priorities we've agreed with you. We look beyond the CV to understand their actual responsibilities, achievements, motivations, salary expectations, availability and reasons for considering a move, and we'll be upfront about any reservations or areas you may need to explore further.

No, we prioritise relevance over volume. We only introduce candidates we believe are genuinely suited to the opportunity. A focused, properly assessed shortlist is worth far more than a crowded inbox of loosely matched applications.

Regularly. We agree on a communication rhythm at the start of the search and keep you informed throughout, including progress updates, market feedback, candidate sentiment and any potential obstacles. You should never need to chase us to understand where a search stands.

Yes. Confidential searches are a regular part of our work, particularly for leadership appointments, organisational changes and sensitive replacements. We agree on exactly what can be shared, when the organisation can be identified and how interested candidates will be managed, before any approach is made.

That depends on the search. For an openly advertised position, the organisation may be identified from the outset. For a confidential assignment, we can introduce the opportunity without naming the business until the candidate has been assessed and appropriate confidentiality established. We'll agree on the approach with you before the search begins.

Always. We never send a candidate's CV or personal information to an employer without their specific knowledge and consent. It protects the candidate, protects your process, and avoids duplicate introductions or confusion in the market.

Where appropriate and legally permissible, yes. We conduct searches professionally and discreetly, and we'll discuss any restrictions, sensitivities or organisations you'd rather we didn't contact before the search begins.

Through honest communication, preparation and regular contact. We make sure candidates understand the opportunity, know what to expect at each stage and receive updates while decisions are being made. Strong candidates are often managing several conversations at once, so maintaining momentum and trust matters.

Yes. Terms are discussed and agreed upfront before any search begins, never buried until later. If you'd like to review a copy in advance of engaging us, just reach out and we'll send one through.

Yes. Permanent appointments are supported by a replacement guarantee, with the length and conditions determined by the search model and the agreed terms of engagement. It provides additional protection if the appointed candidate leaves within the applicable period, subject to those terms.

Premium job advertising on SEEK and LinkedIn is included as part of our recruitment service. External assessments are handled separately, since the format and cost vary considerably depending on the role and level of assessment required. Where psychometric, technical or specialist assessments are appropriate, we'll coordinate the process and agree any third-party cost with you in advance, passed on at cost.

Roles sometimes evolve once the market is tested or internal priorities shift. We can adjust the brief and search strategy where the change is reasonable. If the position changes substantially in scope, level or location, we'll discuss what that means for the search before moving forward.

Yes. We can help determine the interview stages, participants and what each conversation should explore. A clear, efficient process creates a better assessment and a stronger candidate experience, particularly when the market is competitive.

Yes, where reference checking forms part of the agreed process. We can conduct detailed professional reference checks and provide feedback before the appointment is finalised. Where your organisation prefers to complete references internally, we'll coordinate the timing and candidate permissions.

Absolutely, and it's one of the most important stages of the process. We stay close to both sides, confirm expectations, identify potential concerns and help navigate salary, notice periods, counteroffers and other practical details before the formal offer is issued.

We'll first try to understand what's changed and whether the concerns can be addressed. We also manage searches so that, wherever possible, other credible candidates remain engaged in the process rather than the outcome resting entirely on one person.

Yes, the search doesn't end on day one. We stay in contact with both the candidate and the hiring manager during the early stages of the appointment, to understand how the transition is progressing and address any concerns before they become bigger issues.

Twenty years of specialisation in accounting and finance, direct access to the founder on every search, and a boutique model built around attention rather than volume. The person who takes the brief is the person who represents your business, approaches the market and manages the process from beginning to end.

Yes. Every search is personally led by Recruitment Labs' founder. You won't be sold the service by a senior recruiter and then handed to someone more junior once the agreement is signed.

Accounting and finance is our primary specialisation and where our deepest networks sit. For long-standing clients, we've also supported broader executive appointments where we understand the organisation and are confident we can deliver. Where another specialist is better placed to help, we're just as comfortable introducing you to someone we trust.