Reflecting on your time as Global Director at Multinational Recruitment Firm, what key lessons have you brought to your role at Staff X?
I believe the key lessons that have shaped my approach at Staff X go back well before my time as a Global Director or even my formal entry into the recruitment industry. Through my career and personal journey, I’ve come to understand that success hinges on a few core principles: truly understanding the needs of your clients, building relationships rooted in trust and clear communication, maintaining the highest ethical standards, and continuously empowering and developing your internal team.
These are not just business strategies; they’re foundational values that I’ve carried with me through every role and challenge. While my previous roles certainly equipped me with technical expertise in recruitment, that’s really just the beginning. It’s the commitment to these deeper principles—prioritising client needs, fostering transparency, and creating a culture of integrity—that sets Staff X apart and drives our success. They enable us to deliver exceptional service to our clients and ensure that we are more than just a recruitment firm; we are a trusted partner in building high-performing teams.
In your 15 years of startup experience, you have seen the rapid evolution of the tech and startup landscape. In the surge of new technologies, such as AI, how do you stay up to date with the latest legal developments and ensure your advice remains relevant?
The law is always slow to catch up and we stick to our knitting and do not necessarily get distracted by every single passing fad. That said, we are watching, participating, and trying to use AI to make our services more efficient but the fact remains that a lot of work that we do is not something that can be delegated to machine learning. It requires the application of some contextualised human judgement based on experience that may not be stored within the worldwide web.
We also have our own startup, which is a SaaS solution, which means we have first-hand knowledge of the trials founders face when trying to launch disruptive technology.
One of the things we love most about StaffX is your transparent and all-inclusive pricing–pay one single fee each month and StaffX looks after all the employee administration including payroll, contracts, staff equipment, work location. We’re sure this sentiment is shared by your other clients too. Could you provide any other examples of how your startups clients have benefited from your recruitment and offshoring strategies?
Absolutely, transparency and simplicity are at the core of what we do at StaffX, and it’s great to hear that you value our all-inclusive approach.
Earlier this year, I met with a client who had seven offshore engineers working through a larger, more prominent agency. They were curious to try our services and decided to onboard just one role in the Philippines through StaffX. Within three months, they were so impressed with our approach—particularly our competitive pricing, ethical practices, transparent fees, and the additional perks we offer to workers—that they moved all seven offshore engineers under our management.
The client appreciated not only the cost savings but also our commitment to treating employees ethically and fairly, which included better perks and a clearer fee structure than they had experienced with their previous provider. Since then, they’ve entrusted us with additional roles across their Finance, IT, and Customer Service departments, and we now also support their local recruitment needs in Australia.
This example really underscores the value of our transparent, all-inclusive pricing model and our commitment to quality. It’s a testament to how our strategies don’t just benefit businesses by reducing costs, but also foster a more engaged and motivated workforce—ultimately driving growth and success for our clients.
Can you describe a situation where a client faced significant challenges with talent turnover, and how did Staff X address and resolve these issues?
One of our clients was facing a frustrating cycle of talent turnover, both locally in Australia and with their team in the Philippines. The constant need to rehire and retrain was not only draining their resources but also impacting their business growth.
Enter our account managers—the unsung heroes of Staff X. They’re not just there to fill roles; they act as HR business partners, deeply embedded in understanding both the client’s and the employees’ perspectives. In this particular case, our account manager dove into the root causes of the turnover, conducting in-depth discussions with the client to uncover what was really going on. Was it the job role, the work environment, or perhaps a disconnect between the company’s culture and the employees’ expectations?
Once we identified the issues, our account manager crafted a tailored employee engagement plan designed specifically for the offshore team in the Philippines. We knew we had to go beyond just competitive salaries, which is why we offer compensation higher than the local market and maintain lower fees compared to other agencies. This approach ensures that the bulk of our resources go directly to the workers, making them feel valued and appreciated.
But we didn’t stop there. We brought in our partners to provide free training opportunities, implemented a comprehensive well-being program, and introduced perks that made a tangible difference in their day-to-day work lives. Our account manager kept in close contact with both the client and the employees, checking in regularly to address any concerns long before they could become issues.
The results? A significant reduction in turnover, improved employee morale, and a more cohesive team. It was a reminder that the real difference often lies in those human connections and the extra steps we take to ensure everyone feels heard, valued, and part of something bigger. It’s not just about filling positions—it’s about building lasting relationships that drive success on both sides.
Considering Staff X’s mission to equip businesses with top-tier talent to supercharge their growth, what advice would you offer to companies struggling with talent shortages and high turnover? How can they leverage Staff X’s services to build a robust and sustainable talent pipeline?
When we talk about talent, we’re really talking about people—their lives, their families, their ambitions—and how they can best contribute to the success of your business. The key to overcoming talent shortages and turnover lies in truly understanding your team members and supporting them in meaningful ways. It’s crucial to ensure that roles and expectations are crystal clear to everyone involved and to always operate with integrity and transparency. This not only fosters trust but also strengthens your company’s reputation in the market.
I advise businesses to have a solid employee engagement plan in place and to offer competitive salaries, especially in today’s candidate-driven market. Perks that align with your employees’ needs and a supportive work environment can make a significant difference in retention. Above all, ethical practices and a transparent approach will resonate deeply with your workforce, creating a more loyal and committed team.
At Staff X, we specialise in managing your talent needs so you can focus on your core business. With our experience in supporting over 350 businesses across Australia, we know that the quality of your candidates can make or break your company’s growth. We offer competitive pricing for both local recruitment and offshore outsourcing services, providing a comprehensive solution that not only meets your immediate needs but also helps build a strong, sustainable talent pipeline for the future. By partnering with us, you’re not just filling roles—you’re investing in the long-term success of your company and its people.
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