Struggling to find great talent? Here are our top 8 techniques for building your talent pipeline and finding more candidates

It’s no secret that the market for digital talent is extremely tight right now. Once upon a time, posting a role to Seek or LinkedIn would result in streams of candidate applications – qualified and unqualified. Needless to say, the ‘post-it and they shall come’ approach worked, and it worked well. But now, global talent

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Q&A with Sarah Smith, Software Engineering from Silicon Valley to Fortitude Valley

Sarah Smith is one of Brisbane’s preeminent Software leaders. With experience working at Google, Expedia, Nokia and more Sarah has a wealth of experience that she currently shares with a range of software development students and clients through her contracting brand Smithsoft Pty Ltd. We were thrilled to sit  down with Sarah and ask her

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UQ’s Innovation, Teaching and Learning Department Partners with Hunt & Co.

Recruitment can be an exhausting task, particularly when roles have been open for an extended length of time. At University of Queensland’s ITALI (Innovation, Teaching and Learning Department) the leadership team were struggling to find the right calibre of talent for their Deputy Director of Digital Learning. After attempting to recruit for the role through

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UQ Leadership Team Bolstered by Hunt & Co. Recruits

As the University of Queensland’s Information Technology Services team farewelled their Deputy Director, they trepidatiously considered the options for replacement. Not only did the new Deputy Director need to have experience managing enterprise level applications and multi-million dollar budgets, they would also require exceptional people skills to balance the needs of the various departments across

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