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Our standard model is retained search at 22% of the candidate's first-year base salary, invoiced in thirds. Contingent search is available on request at 25%, invoiced in full on the start date.

Allowances and employer superannuation are excluded, GST is added to every fee, and there is a $12,000 minimum fee per placement.

Source: Fees: permanent placements

Retained search (22%) is our standard model. The fee is invoiced in thirds: on signing, on shortlist acceptance and on the start date.

Contingent search (25%) is available on request, by negotiation, and only where it is recorded in the assignment confirmation. The full fee is payable on the start date, with the same $12,000 minimum.

Source: Fees: invoicing in thirds

A percentage of the candidate's first-year base salary only. First-year base includes the annual base salary (full-time equivalent) and salary-packaged amounts that replace base salary.

It excludes employer superannuation, allowances of any kind (such as clearance, on-call or car allowances), non-guaranteed bonuses and commissions, equity or options, and expense reimbursements and relocation.

Source: Fees: fee basis

Yes. The minimum fee is $12,000 plus GST per placement, for both retained and contingent searches.

If you employ a candidate we introduced directly on a fixed-term contract of under 6 months, a $5,000 minimum applies.

Source: Fees: minimum fee

No. All amounts on our fees page exclude GST, and GST is added to every fee.

Source: Fees: permanent placements

In thirds:

1. When you sign the assignment confirmation: a third of the estimated fee, based on the midpoint of the agreed salary range.
2. When the shortlist is accepted (deemed accepted after 3 business days, unless you tell us in writing which candidates don't meet a recorded must-have criterion): a third of the estimated fee.
3. On the candidate's start date: the balance, recalculated on the actual first-year base.

Source: Fees: invoicing in thirds

Payment terms for permanent placement invoices: 14 days from invoice, or in line with the Commonwealth Supplier Pay On-Time or Pay Interest Policy for Commonwealth government clients.

Source: Fees: invoicing in thirds

There is no replacement guarantee. Instead, if a permanent hire's employment ends within 12 weeks of their start date, we refund part of the total fee paid: 75% for days 1–28, 50% for days 29–56, 25% for days 57–84. After day 84, no rebate applies.

Source: Fees: 12-week rebate

No. We don't offer free replacements. The sliding-scale rebate is the only remedy if a candidate leaves early.

Source: Fees: 12-week rebate

The rebate applies only if all invoices were paid in full and on time, and you tell us in writing within 7 days of the employment ending. It doesn't apply if the departure was caused by, among other things, redundancy or restructure, a material change to the role, or a clearance not being sponsored or maintained for reasons within your control.

If you re-engage the candidate in any capacity within 12 months of their departure, the rebate must be repaid. Eligible rebates are paid within 14 days of confirming eligibility, as a refund or, if you prefer, a credit against a future fee. The terms of business set out the full conditions.

Source: Fees: 12-week rebate

If you cancel or pause a retained search, instalment 1 is non-refundable, and instalment 2 is also payable if the shortlist has already been accepted. If you later engage a candidate we introduced, the full fee applies, less instalments already paid for that search.

If you withdraw an offer the candidate has accepted (other than for a failed pre-employment check disclosed in the offer, or the candidate's misconduct or misrepresentation), a cancellation fee of 25% of the fee applies, less instalments already paid.

Source: Fees: invoicing in thirds

For fixed-term roles of 6 months or more, the same percentage as the search model applies (22% retained or 25% contingent), applied to the actual contract salary, with the $12,000 minimum. The fee is topped up to the full annualised amount if the contract is extended, or the candidate is made permanent, within 12 months of the start date.

Source: Fees: permanent placements

If you engage a candidate we introduced within 12 months of our most recent introduction of that candidate, the fee applies, in any capacity and for any role. Already talking to someone we put forward? Tell us within 3 business days, with evidence, and no fee applies for that candidate.

Source: Fees: introductions

Yes. Our fees page is a summary only. Our terms of business are being finalised with legal review, and where the summary and your signed terms differ, the signed terms apply. Request our terms of business.

Source: Fees & terms

IT roles across fifteen practice areas, with cyber security as our flagship, alongside software, cloud, data, project delivery and architecture.

Source: Practice areas

Yes, for a small set of permanent roles close to technology and critical infrastructure: data and comms cablers, electronics, instrumentation and security systems technicians, data-centre electricians, air-conditioning and refrigeration mechanics, heavy vehicle drivers (MR, HR, HC and MC) and truck driving instructors.

The same process and published fees apply as for our IT roles, including the $12,000 minimum fee. IT remains our core.

Source: Technical trades & drivers

Based in Adelaide, South Australia, and recruiting nationally for private-sector, government and Defence industry employers, including remote roles across Australia.

Source: About: where we work

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. 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. 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. 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.

We then coordinate interviews, test the offer before it's made, and check in through the early weeks.

Source: Employers: how we work

Stormcrest is founder-led. Ryan handles every search personally, from the first brief to the final offer.

Source: About: the founder

Three plain questions, asked of every candidate for every role: Can they do the work? Will they suit the team and environment? Are they eligible? No scores, no black boxes.

Source: How we assess candidates

Use our step-by-step brief builder, or send us a message through the contact page. Sending a brief doesn't commit you to anything.

Source: Contact

Yes. In the 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.

Source: Employers: how we work

No. We never charge candidates a fee.

Source: Candidates: our promise

No. We tell you who a role is with, and get your explicit OK, before your details go to any employer.

Source: Candidates: our promise

Use the registration form on our candidates page. Your email app will open with your details filled in, ready for you to attach your CV and send.

Source: Candidates: register

Please don't include classified information, your date of birth or identity document numbers in your CV or message.

Source: Candidates: register

Yes, alongside our IT work: data and comms cablers, electronics, instrumentation and security systems technicians, data-centre electricians, air-conditioning and refrigeration mechanics, heavy vehicle drivers (MR, HR, HC and MC) and truck driving instructors. These are permanent roles.

Register on our candidates page and choose your type of role.

Source: Technical trades & drivers

No. When you register, just tick the licences and tickets you hold. Please don't send licence numbers or copies. Before any placement we take reasonable steps to confirm them, using the issuing body's public register where there is one, and we'll ask you for what we need then.

Source: Technical trades & drivers: licences and checks

Candidate records are kept for 3 years after our last contact with you, unless you ask us to delete them sooner.

Source: Privacy policy: data retention

Yes. You can ask to access or correct the personal information we hold about you, ask us to stop contacting you, or ask us to delete your details, subject to any records we're legally required to keep. Email hello@stormcrest.com.au.

Source: Privacy policy: access and correction

Yes. Our take-home pay calculator shows income tax, the Medicare levy, any study loan repayment and your employer's super, using 2026–27 ATO rates. It's an estimate for Australian residents for tax purposes.

Source: Take-home pay calculator

No. We never ask you for money, a fee or a deposit, for any reason, and we never ask for your bank or credit card details. We also won't move the conversation to WhatsApp, Telegram, Signal or a similar app.

Source: Recruitment scams

We email only from addresses ending in @stormcrest.com.au, and our website is www.stormcrest.com.au. If you're unsure, don't reply or click links. Start a new email to hello@stormcrest.com.au and ask us to confirm.

Source: Recruitment scams: check it's us

TS-PA (formerly PV): TOP SECRET and certain caveated or compartmented information. Top Secret-Privileged Access has replaced Positive Vetting; existing PV holders move to TS-PA at revalidation.

Source: Candidates: clearance FAQ

No. Clearances are sponsor-led. You can't apply for one yourself, and recruiters can't sponsor one. The employer sponsors it, and must be an Australian Government agency or a Defence Industry Security Program (DISP) member at the right level, for a genuine role that needs it. Stormcrest does not sponsor clearances and is not a DISP member.

Source: Candidates: clearance FAQ

Sometimes. Some employers will sponsor an eligible candidate, while others need someone who already holds the clearance. We'll tell you which applies to each role, and we never promise that a role will lead to a clearance.

Source: Candidates: clearance FAQ

Before we introduce you for a role that needs a clearance, we take reasonable steps to confirm your clearance status, via the sponsoring agency or the employer's security officer, who gives final confirmation.

Source: Candidates: clearance FAQ

Australian citizenship is generally required. In limited cases, a sponsoring agency may seek a citizenship eligibility waiver for a role. That decision rests with the sponsor and the vetting agency, not with a recruiter. You also need a background that can be checked.

Source: Candidates: clearance FAQ

No. Clearance holders are advised not to publicise their clearance level online, including on social media and professional networking profiles. Share it only when it's needed for a specific role.

Source: Candidates: clearance FAQ

No. Please don't send classified information, identity document numbers or vetting paperwork through our forms or by email. We do not request, store or transmit classified information or vetting documentation.

Source: Privacy policy: clearance information

Email hello@stormcrest.com.au or call 0490 664 007. We're based in Adelaide, South Australia, and work Australia-wide.

Source: Contact

You'll usually hear back within one business day, whether you're hiring or considering your next role. Sending a brief doesn't commit you to anything.

Source: Contact

Email hello@stormcrest.com.au with "Feedback" or "Complaint" in the subject line. We aim to acknowledge your message within 2 business days, look into it fairly and in confidence, and tell you the outcome.

Source: Feedback and complaints

Please contact our Privacy Officer, Ryan Walker, first at hello@stormcrest.com.au. We aim to respond within 30 days. If you're not satisfied with our response, you can complain to the OAIC at oaic.gov.au.

Source: Privacy policy: complaints and contact

This website has no user accounts, and no cookies are set. If you choose a weather location or the light or dark theme, that choice is stored only in your browser's local storage and is not sent to us. The weather in the page header is loaded by your browser directly from MET Norway, so your IP address and browser details reach their servers. Our fonts are hosted on our own site.

The search on this page also runs in your browser; what you type here isn't sent to us or anyone else.

Source: Privacy policy: this website