Alt Recruitment

Alt Recruitment Marketing, Digital & eCommerce Recruitment.
📍Melbourne based, servicing Australia

Hiring across design studios, digital and marketing, sales, data analytics, IT, finance and the Web3 space.

04/06/2026

8 confessions from a recruitment founder 👩🏻‍💻

Get in touch today at [email protected] 📧

03/06/2026

Don’t disregard junior talent too early…⚠️

There is a hiring belief, an unconscious bias, around hiring candidates with short tenures, but this does not mean they aren’t valuable. Junior talent has short tenures, that is the reality, full stop. They are in the early stages of building their careers, but their knowledge and perspectives should not be overlooked by their more experienced peers.

They may not have formed specialisations, so expecting them to execute at a specialist level is unfair.

On the other hand, junior talent can also be particularly under-estimated when they have been focused on one core marketing function, versus someone with 5 years operating as an all-rounder.

Short tenures and lack of experience of junior talent is made up for in their modern skillset, their drive for success, and their commitment for growth and development. 💪

Junior talent will always have something to offer if you ask the right questions.

From time to time, I come across new clients that have no idea how to navigate a proper recruitment process. There are a...
31/05/2026

From time to time, I come across new clients that have no idea how to navigate a proper recruitment process. There are a lot of misconceptions about the recruitment industry, and you wouldn’t know it unless you did mass recruitment on repeat.

What founders think recruitment is:
- Posting a job
- Sending CVs
- Coffee interviews
- Fast hires

What it actually is:
- Market mapping
- Understanding candidate psychology
- Translating “rockstars” and “all-rounders” into actual job briefs
- Interpreting data insights without ignoring intuition
- Presenting the role to a candidate who didn’t even know it was for them
- Consistent follow-ups
- Confidently knowing a candidate’s true market value
- Offer negotiation
- Not losing the candidate because the process is delayed

Real recruitment is not as transactional as it appears. It shouldn’t be casual coffee conversations - it is a careful, considered, and intentional process that takes time to get right.

Part strategy, part psychology, part advisory - and a sprinkle of chaos management. There’s a reason good recruitment looks calm from the outside.

26/05/2026

The biggest hiring mistake I see all the time, is a founder goes to market thinking they know what they need...then they start interviewing candidates...and suddenly the role starts changing.

One candidate is more commercial, the other more creative, one has stronger leadership, the other more operational.

Instead of assessing all candidates against a clear set of key selection criteria, the role starts shifting around candidates. 🫣

This is where confusion and chaos happens.

To make a sustained, long term hire you need to benchmark talent against what you need today, and what is required 3 + years down the track.

I see this all the time, and its quiet literally an out of control train wreck waiting to happen.

If you are currently hiring, and this sounds familiar, it's usually a sign the role has not been properly refined from the start.

Need help? Get in touch 📩 [email protected]

The ATS conversation online has become wildly misleading. 😬People genuinely believe ATS system are automatically rejecti...
21/05/2026

The ATS conversation online has become wildly misleading. 😬

People genuinely believe ATS system are automatically rejecting resumes because:

of fonts
formatting
columns
"ATS scores”
missing keywords

Having worked inside multiple ATS systems across both small and large recruitment businesses, I can tell you that’s usually not what’s happening.

Most ATS systems are exactly what they sound like:
Applicant TRACKING systems.

They organise:
applications
resumes
interview stages
reference checks
communication
hiring workflows

Can candidates be automatically screened out? Yes.

But most of the time it happens through pre-screening questions and role-specific requirements set up by recruiters.

Not because AI hated your resume template.

There’s so much fear-based advice online around hiring and job applications right now, and honestly, a lot of it just creates unnecessary panic for candidates.

The better use of your energy?

Focus on:
relevant experience
alignment with the role
communicating your value clearly
applying for roles you genuinely match

Invest effort and intention with how you answer pre-screening questions.

Not trying to “beat the ATS.”

resumeadvice jobseekers careeradvice

20/05/2026

We hit the streets of Melbourne today with one question and the promise of free coffees. ☕️

"Why did you leave your last job?"

Seven strangers. Seven honest answers.

Career progression. Fulfillment. Culture. Values misalignment. Not feeling treated well. Long tenure and needing a new challenge.

Zero mentions of salary.

This is what the data has been telling us for years, and it's what I hear in real conversations with candidates every single day.

People aren't primarily leaving for more money. They're leaving because something broke in the environment around them.

Leadership set the tone and it didn't feel right. Growth stalled and nobody acknowledged it. Values on the website didn't match the reality in the office. The role/brand that was sold did not eventuate in reality.

Employees are more empowered than ever to find aligned workplaces that support their goals and their wellbeing. The brands who understand this aren't just better places to work, they're better at retaining their best people; which means they're better at growing.

If you're building a team and want to do it right from the ground up, get in touch.

📩 [email protected]

19/05/2026

📌 Comment "PIPELINE" for the full video.

Reactive recruitment is not a hiring strategy. I have conversations all the time with business leaders who regretted a hire because they hired the old way; reactively and in a rush.

The new way of hiring is intentional, well planned, and strategic.

If you want more confident decisions and better hiring outcomes get in touch;
📩 [email protected]

18/05/2026

I've assessed tens of thousands of resumes in my time. When it comes to your resume, keep it simple ‼️

Save this for when you write your next resume. 🔖
😉

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