IT hiring, handled with care.
Permanent search across fifteen IT practice areas, with cyber security as our flagship practice, alongside engineering, cloud, data, project delivery and architecture. A proper brief, a shortlist you can act on, and fees published upfront.
01 · How we work
A considered process, from brief to start date.
Strong candidates are rarely reached by job ads alone, and a weak brief costs weeks. So we start with the brief.
01 · Brief
A proper briefing
We cover the role, the team, must-haves, salary range, location and working pattern, and any security clearance or site-access requirement. If the market won't support the brief, we'll say so.
02 · Terms
Terms and assignment confirmation
One page per role: search scope, shortlist size and target date, and the estimated fee. Retained search is our standard; contingent search is available on request.
Retained: the first third is invoiced on signing.
03 · Search & screen
Targeted search and screening
Direct approaches to active and passive candidates, then technical and motivational screening. Where a role needs a clearance, we take reasonable steps to confirm clearance status, via the sponsoring agency or your security officer.
04 · Shortlist
A shortlist you can act on
Each candidate has consented to be put forward for your role. You get candid notes on strengths, gaps and availability.
Retained: the second third is invoiced on shortlist acceptance (deemed after 3 business days).
05 · Interviews
Interviews and feedback
We coordinate interviews, prepare candidates, and gather feedback from both sides so that decisions don't stall.
06 · Offer & references
Offer and references
We test the offer before it's made, take references when you ask, with the candidate's consent, and help manage resignation and notice.
07 · Start
Start, and the first 12 weeks
We check in through the early weeks. A 12-week sliding-scale rebate period runs from the start date (75% for days 1–28, 50% for days 29–56, 25% for days 57–84), on the conditions in our terms. This is relationship care, not a guarantee. There is no replacement guarantee.
Retained: the final third is invoiced on start. Contingent: invoiced in full on the start date.
02 · Brief builder
Build your brief, step by step.
Five short steps covering what we'd ask on a first call. At the end you can check everything, then your email app opens with the brief ready to send to us. Sending a brief doesn't commit you to anything.
03 · How we assess candidates
How we assess candidates.
Every shortlisted candidate has been through the same three questions, so you can compare them fairly.
01
Can they do the work?
We test technical depth and relevant experience through a structured conversation about the work they've done, with examples. With the candidate's consent, referees help confirm it.
02
Will they suit the team and environment?
We look at working style, motivation, and fit with the team, location and working pattern, so the move makes sense for both sides.
03
Are they eligible?
We check right to work in Australia and, where a role genuinely needs it, citizenship and clearance status. We take reasonable steps to confirm clearance status via the sponsoring agency or the employer's security officer.
04 · Ways to engage
Permanent search, or advice first.
Choose the model that fits the role. The terms are summarised plainly on our fees page.
Permanent
Permanent search
Retained search, our standard: 22% of first-year base salary (excluding super), plus GST, with a $12,000 minimum. Contingent search on request: 25%, same basis and minimum, invoiced on the start date. Retained searches are invoiced in thirds: on signing the assignment confirmation, on shortlist acceptance (deemed after 3 business days) and on start. A 12-week sliding-scale rebate applies (75% for days 1–28, 50% for days 29–56, 25% for days 57–84). There is no replacement guarantee.
Permanent termsAdvisory
Hiring advice
Before you open a role: salary guidance, a view of the market, and help shaping the role or team structure. Scoped and quoted on request. To see what an offer means for the candidate after tax, try our take-home pay calculator.
Speak with us05 · Practice areas
Where we recruit.
Fifteen practice areas across the IT function, each given the same care.
- Cyber security
- Software & engineering
- Cloud & infrastructure
- Data & analytics
- AI & machine learning
- Program & project management
- Business analysis & product
- CRM & Salesforce
- ERP & business systems
- Architecture
- Testing
- Service desk & support
- IT leadership & management
- OT & critical infrastructure
- Defence & government IT
Salesforce, Agentforce, MuleSoft and Marketing Cloud are trademarks of Salesforce, Inc. Stormcrest is an independent recruiter and is not affiliated with, endorsed by or a partner of Salesforce.
SAP is a trademark or registered trademark of SAP SE or its affiliates. ServiceNow is a trademark of ServiceNow, Inc. Microsoft, Dynamics 365 and Power Platform are trademarks of the Microsoft group of companies. Oracle, Workday and TechnologyOne are trademarks of their respective owners. Stormcrest is an independent recruiter and is not affiliated with, endorsed by or a partner of any of these companies.
06 · Industries we serve
The same IT disciplines, in very different settings.
A security engineer at a water utility and one at an online retailer share a job title, not a working day. We brief for the sector as well as the skill set.
Federal, state and local government
Agencies renewing citizen services, core platforms and security, often with citizenship or clearance conditions.
Defence industry and national security
Primes, specialist SMEs and their supply chains, where secure environments shape how technology teams work.
Banks, insurers and super funds
Regulated organisations where resilience, data controls and third-party risk are part of everyday IT.
Energy, water and utilities
Network operators, generators and water authorities modernising control systems alongside corporate IT.
Mining, metals and heavy industry
Remote and automated operations, and the systems that connect site, port and head office.
Health, aged care and life sciences
Clinical, patient and research systems, where privacy and availability are not negotiable.
Universities, schools and research
Large, open campus environments balancing teaching platforms, research computing and security.
Retail, consumer brands and online commerce
Customer-facing platforms, loyalty, payments and supply-chain systems that run around the clock.
Software and technology companies
Product engineering teams where hiring pace and technical depth both matter.
Professional services and consultancies
Firms that deliver technology for their own clients and need people who are credible in front of them.
Telecommunications and data centres
Network, cloud and operations teams behind the services everyone else relies on.
Transport, logistics and infrastructure
Operators and builders running asset, scheduling and safety-critical systems.
Advanced manufacturing and engineering
Shipbuilding, aerospace and precision manufacturing, where IT, OT and engineering data meet.
Not-for-profits and member organisations
Lean technology teams that need versatile people and sensible, well-run systems.
Naming a sector describes where IT roles sit and where we recruit. It isn't a list of clients.
07 · Security clearances
When a role needs a clearance.
Some roles, particularly in Defence, government and critical infrastructure, need a security clearance. We handle this carefully.
- We take reasonable steps to confirm clearance status, via the sponsoring agency or your security officer. Your security area gives final confirmation.
- We record only the clearance details a candidate consents to share.
- We never request, store or transmit classified material.
- Stormcrest does not sponsor clearances and is not a DISP member. Clearances are sponsored by your organisation, which must be an Australian Government agency or a Defence Industry Security Program (DISP) member at the right level, for a genuine role.
- We'll tell you early if a clearance requirement is narrowing your talent pool more than the role needs.
08 · Request a callback
Prefer to talk first?
Leave your number and a good time, and we'll call you. No brief needed yet.
Or call us now on 0490 664 007.