We find your person, or you don't pay.

Referee checks that provide feedback obtained from a variety of professional relationships at work (as boss, peer and direct report). Feedback is received in many different situations, and how someone responds depends on their position and relationship. The variety of perspectives provides a more complete picture of how someone behaves and how this might affect the team they are joining.

A guarantee to fill the vacant role with a resource within 10 working days from the time the assignment is given to Role-Match. A role can be filled quickly, either through a permanent placement or a short-term alternative until a permanent candidate is found. Reduces the potential for a new hire to start with a large backlog and provides an opportunity to streamline and optimise the role between team members.

A check to verify someone's identity in Australia against a centrally held database of convictions. By building an APC into the candidate verification process, it ensures that this is completed in conjunction with all other assessments and checks. Time is saved by ensuring the APC is completed early and that anything adverse is made known before an employee starts a new role.

A process where aspects of the employee/employer engagement that are not aligned can be agreed upon. These usually relate to rates, onsite/offsite frequency, start-dates and benefits. Provides an independent third-party who can negotiate a win-win for both employer and employee with impartiality as our fees are not dependent on the any aspect of what's agreed (including rate/salary). This helps drive the balance of market rates in supply and demand conversations by fully understanding the wants and needs of both parties, where there is common ground and where the 'horse-trading' of important aspects to each party can provide a common ground of trust.

The ability to place your vacant position including all key attributes to see if you have a match. Placing the role first without payment allows you to test the market for matches before selecting and paying for the service with the attributes you want. This ensures that you are paying on results only and levels the value exchange between the employer looking for the role and the candidate looking for a role.

Role-Match prefers to focus on making sure we get it right the first time. Whilst matching roles to people has come a long way with tech, we are also human-centric. We don’t offer guarantees, but we’ll work hard to ensure you find your person.

The management of the employment documentation and completion using the employer's templates and processes. Reduces the administrative burden on in-house resources and means that a permanent resource is not required, as it is only used as hires are made. Allows a better management of precious resources in SMEs so that a high level of employment legal and administrative tasks can be completed on an 'as needed' basis but in the standardised format of each employer.

A rate for every match which is fixed no matter the position or seniority of the role being matched. A fixed rate means that the employer looking to fill the role has certainty around the cost and trust that we are working in their best interests at all times. It means that any rate negotiation with the employee being placed, does not impact the fee we receive from the employer.

We have spent more than a decade matching people to roles. In that time, we’ve learned a lot about what matters and what doesn’t. Here’s our difference: we spend time to understand people and what they need and who they are, particularly around their flexibility and rate needs; we spend time listening to business and the roles they need to fill, particularly around the costs involved and how the role can be optimised over time with tech; we’ve built, and will continue to build, the tech to cost and match both sides efficiently.

We aim to find your person within 10 working days. Because we match you with people at various stages of their careers, it means we’re not only matching you with those who are looking, but with everyone we have access to. This may mean navigating a notice period, but you’ll be kept informed at all times, and where possible, we’ll offer a temporary solution to tide you over.

A face-to-face or online person-to-person event that draws questions from all of the verification and testing results to further explore someone's 'match' to a role. Removes the burden of interview efficiency from the employer by using interview techniques and questions that are tailor-made to the sector, role and candidate involved. Ensures that all topics are covered in an addional approach that provides a more rounded view of someone's suitability to the role and organisation on offer. It reduces the fit risk by providing another touchpoint to gather data and also to ask and answer any questions that arise as part of the matching process.

No. In recognising that roles change over time, whether the role is full-time, part-time or for a fixed period, the rates are the same. We also don’t charge based on salary, either, so whether your role is an entry-level position or very senior, our rates are also the same to give you certainty.

A period of time that the engagement can be brought to a close that's clear, concise and without risk of ongoing action. Unlike employment notice periods, this is a commercial engagement that is not privy to employment legislation. The risk is contained to the notice period that is known from the outset and is not contingent on the variety of state-based and size-based employment regulations. Direct employment engagement can be time-consuming and costly for SMEs. Cost-effective labour resource management with a notice period allows for maximum flexibility and reduces financial exposure.

A process that continually looks at a work task and uses a combination of a human approach and tech tools to optimise a process ongoing. Many tasks improve over time with repetition and with experience. Having a continual process improvement design as part of the role allows for efficiency and productivity to be inbuilt over time. Smaller, timely increments in productivity show financial results faster and ensure that ROI relating to labour costs are better utilised over time.

A summary and detailed description of the position in a Position Description template that can easily be dropped into an employers template. It ensures that the key aspects of the role being filled is accurately laid out in a structured way and is current to when the role is being filled. By creating and including the PD as part of the matching process, the matches are more accurate, are given to a matched candidate earlier and can provide gaps in skills and experience that can be filled prior to hiring. It ensures that the key aspects of the role being filled is accurately laid out in a structured way and is current to when the role is being filled.

A short 20-30 minute online or in person meeting to clarify what the candidate has said they are looking for and what's important to them. It provides an excellent opportunity to clarify an individuals wants and needs before a lengthy interview, and what they might be open to negotiation on in the right circumstances. It provides a clear indication of their priorities, non-negotiables, motivations and goals, which provides better match criteria when integrated with other match verifications.

We run a role‑specific soft‑skills assessment that tests ethics, communication, problem‑solving, and stress response. A post-assessment report provides insight into each character trait, how they work together, and the suitability of their traits for the type of role they are applying for. Both the prospective employee and employer can use this assessment to guide their working relationship with key people in their new team.

A check to verify that the qualifications held are valid and true, including dates and instututions attended, courses completed and results confirmed. It clarifies the details on past education-based experience and learnings that can be used as part of the profiling and matching process, including interview and referee questioning. It allows for any gaps in formal education to be addressed as part of the matching process, including suggestions for filling future skills and knowledge gaps.

The calculation of a role based on the role completed not the time it takes to complete. This particularly relates to knowledge worker tasks where employee value is based more on what they know/can do vs. how long it takes them to do it. Ensures that role efficiencies available are built into the remuneration for the role. It gives employers confidence that the role is efficient and will continue to be based on best-practice processes not on the hours agreed for the role from the outset of employment. With processes improving all the time through AI, for some roles this means that a role can be assessed on outcomes and not on time which is a fairer basis on which to remunerate for labour. Understanding the impact of tasks volumes and complexity on roles, and how technology impacts the time roles take over time, allows a business to drive maximum efficiency. It also ensures that if volumes or complexity increases in a role, the employee has a data-backed basis to ask for salary increases, benefits and support as required.

A written and/or video recording of various processes that make up a role. It ensures a methodology of capturing a role in an easy to update format, that is centrally held and can be easily accessed. It significantly reduces single-person dependency risk in any role and ensures that someone else can step into a role without vital knowledge being lost.

An assessment that has been designed to test someone's technical skills within a range. A test without a pass/fail mark but a competence range that shows knowledge strengths and valuable gaps that training and support would help to close. This ensures that new hires are supported in their new role in the critical early days of their probation and an employer can make a hiring decision with more confidence relating to their hard and soft skills from day one.

A fixed-fee rate that releases the employee from Role-Match to the employer once the risk period has passed. Allows the employer to 'try before they buy' and reduce the employment risk until someone's proven in the role. The employer reduces the financial impact and risk of FairWork action from adverse affects of the initial choice being a wrong hire due to capability or fit.

QuickMatch gives you three top Matches, and you handle the rest. SmartMatch finds your person, but you manage them post-hire. NoRiskMatch offers certainty now and in the future, covering market rates and role optimization. For a quick overview, check out our pricing plans. Easy peasy!

Because what you're paying for is the matching and assessment work that happens before the reveal - the part that makes the shortlist worth your time. It also protects candidates who've trusted us with sensitive personal and financial information. Some people are ‘looking, not looking’ and this confidentiality is paramount to building trust in every context.

So the role is costed against reality, not a guess. We compute your actual transaction volumes and complexity to size the role and the hours accurately - often saving you from over-hiring. Many people hire on what went before without understanding the tech reward - how tech can optimise roles. A hiring break is the best time to reassess your needs. Access to your data file is read-only on operational data, and it times-out after 30 mins; we're not sitting inside your books indefinitely.

Keep them if they're working for you. The difference is what lands on your desk: a recruiter sends CVs to screen; we hand you a small shortlist that's already assessed on technical skills, soft skills, software knowledge, a full 360 candidate vouch and costed against your numbers. Less time interviewing the wrong people, and a match built on evidence, not on a gut read. Use it instead of a recruiter, or alongside one for the roles that matter most. We’re confident in what we’ve built that we don’t need to demand exclusivity.

We have a long history of putting people in roles and have learnt a lot about what matters, and what doesn’t. Resumes are historically been the way people have been matched to roles through key word matches - and these are easily manipulated. Role success is more nuanced than that. We validate each layer of someone’s experience, knowledge and personality fit, and then look at each element in combination in the context of the role you are looking to fill. It’s about compatibility, and it’s a holistic approach that provides less of a biased approach than relying solely on human judgement or tech alone.