Alt Recruitment

Alt Recruitment Marketing, Digital & eCommerce Recruitment.
đź“ŤMelbourne based, servicing Australia

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

18/06/2026

Recruiter perspective 👇

I understand the thinking behind this advice, but I’m not sure I completely agree.

The mindset you bring into an interview impacts how you show up, whether you realise it or not. Rather than assuming you won’t get the job, you should instead approach the conversation as a consultant.

Less focus on “getting the job.”
More focus on understanding the business, asking thoughtful questions, and exploring solutions together towards a shared goal.

The strongest candidates aren’t always the most rehearsed, or the most relaxed. They’re the ones who can think strategically, communicate clearly, and have a genuine business conversation.

The best interviews feel collaborative, not transactional.

What are your thoughts - do you agree or disagree?

18/06/2026

If you’re saying these things, you’re hiring problems have already started.

Unclear role expectations, unrealistic salary budgets, rushed hiring, and “good enough” candidate selection - all very real problems with very real consequences.

The wrong hiring processes will attract the wrong candidates. The right process on the other hand - one that prioritises clear role scopes, offers defined deliverables, and assesses candidates fairly - will attract the right people. Candidates that are aligned to your brand, your values, your purpose, and your expectations.

Urgent hiring might find you a candidate right now, but at what risk?

Struggling with your hiring? Let’s chat.
[email protected] 📧

16/06/2026

How you assess your candidates has a massive influence on your hiring outcomes.

When candidates are evaluated on their capability, they are being seen for what really matters to the business and what will push the brand forward to success.

This keeps brands moving in the right direction, rather than wasting time questioning decisions, struggling with incompetence, and compromising on expectations.

Hiring shouldn’t be overcomplicated, and brands looking for their next hire need to remember this.

Got any questions? Get in touch
[email protected] ✨

14/06/2026

Founder led brands don't need massive teams to thrive. They just need the right people; vetted properly. I've seen what the right marketing hire can do for a company with loads of potential…it completely changes the energy of a business. 🎆

Better creative, better content, better campaigns, better audience connection….and better conversion.

This is what creates less pressure on founders, when the business is moving to the right rhythm. It can take a short window for a brand to look completely different with the right hire. And they can change the trajectory of a business.

If you want more intentional and intuitive hiring, let’s have a chat. 📧 [email protected]

Your approach to hiring is probably lazy……especially if it’s anything like this.I was grabbing a cup of tea this morning...
10/06/2026

Your approach to hiring is probably lazy…

…especially if it’s anything like this.

I was grabbing a cup of tea this morning before work and noticed a sign on the café wall:
“Now Hiring.”

Underneath it was a list of requirements that honestly felt endless.

2+ years experience.
Must be available weekends.
Must handle fast-paced environments.
Must have POS experience.
Must multitask confidently.
Must have excellent communication skills.
Must be available for immediate start.

It left me feeling a massive lack of brand personality and conviction.

For a café struggling to hire, how many great people would read that and immediately assume:
“Boring. Not for me.”

It reminded me how often this happens in hiring across every industry.

The more “must-haves” we pile onto a job ad, the smaller the talent pool becomes.
The less brand personality and conviction, the less interest.

Businesses tend to think recruitment is about choosing talent, but more often than not, talent is choosing whether the business is worth considering at all.

Every extra requirement narrows the pool, and every ounce of personality expands it.

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. đź’Ş

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

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Melbourne, VIC
3000

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Monday 9am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

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