Most agencies sell candidates. We hire them ourselves.

Ours start from 15% of the first-year salary and move with the role and salary bracket, topping out around 20% - so a $90,000 hire runs roughly $13,500-$18,000. That sits at or below the Australian market, which typically charges 15-25% and averages 17-18%. The difference isn't the number, it's that we publish it: you'll have your exact figure in writing in the first conversation, before you commit, alongside a six-month replacement guarantee that's in the engagement letter rather than the fine print.

The disciplines LINK works in every day: accounting, bookkeeping and payroll, marketing and creative, finance and lending, property, wealth, IT, and the business support roles - admin, sales and operations - every growing business needs. If a role sits outside those lanes, we'll say so and point you to a specialist we trust.

Because we employ these roles ourselves. LINK hires accountants, bookkeepers, marketers, finance and property people for its own teams - so candidates are interviewed by people who do the job, not by a recruiter working from a keyword list. We know what a good Xero file looks like, what a real portfolio looks like, and what the market actually pays, because we're in that market as an employer every year.

Yes. We're based in Fortitude Valley and strongest in South East Queensland, and professional-services and IT roles are increasingly remote or hybrid - we run searches Australia-wide. For roles that can be done from anywhere, we'll also show you the offshore option and the cost difference, honestly.

A briefing call to understand the role, the team and the numbers - you get our market read and the fee for your role in that first conversation. Then a search across our network, advertising and direct approaches; screening interviews done by people from the discipline; and your first candidates within 10 business days of a signed brief. That timeline holds for a mid-level brief; senior appointments take longer, because the shortlist is smaller and the approaches are direct rather than advertised - we scope the realistic timeline up front rather than promising ten days on a search that cannot honestly be done in ten. You interview, we manage offers and references, and we stay in touch through onboarding.

Every placement carries a six-month replacement guarantee: if the person leaves within six months, we rerun the search at no extra fee. It's stated in your engagement letter in plain words, with no page of exclusions underneath it.

That's often the most valuable part of the first conversation. Some roles need to be local; many don't. We run both models - local placement and offshore teams in the Philippines - so you get one honest comparison of capability, cost and management overhead, not a pitch for whichever model the agency happens to sell.

The standard model is a percentage of the first-year salary - typically 15-25%, with industry averages sitting around 17-18%. On a $100,000 role that's $17,000-$18,000 at the average. LINK's rates start from 15% and move with the role and salary bracket, sitting at or below that market range, and we publish them rather than making you ask. Our six-month replacement guarantee is also roughly double the 3-month norm most agencies attach to the same fee.

Most run a contingency model: you brief several agencies, they race to send CVs, and whoever's candidate you hire gets the fee - which rewards speed over screening. Some senior searches run retained (paid stages, one agency). LINK's fee model is conventional - from 15% of first-year salary - but the engagement isn't: one recruiter who runs your search personally, screening done by people who do the job you're hiring for because we employ these roles ourselves, and the rate published before you ask.

Honest answer: sometimes DIY is right. If the role is common, your ad writes itself and you have time to screen properly, advertising yourself can work. An agency earns its fee when the role is scarce, when you can't afford a mis-hire, when the best candidates aren't applying to ads, or when screening well takes expertise you don't have in-house. Our free market read will tell you which situation you're in - including when the answer is 'run it yourself'.

Our core work is permanent recruitment across professional services and IT. For contract or temporary cover, talk to us anyway: for many process-driven roles, an offshore team member is a better answer than a temp - faster to start, dramatically cheaper, and with a path to permanence. Where a traditional temp agency genuinely serves you better, we'll say so.