Case studies
Evidence-led summaries of engagements across construction and housing, energy transition, manufacturing, digital and cyber, care, and agrifood.
Each case sets out the context and constraints, the methodology we applied, and the outcomes achieved—such as reduced turnover and time-to-fill, capability uplift, grant funding secured, improved retention, and lower compliance risk. Client identities and data are disclosed where permitted; references are available on request.
Published on 12 September 2025
Context
A regional processing facility was operating with chronic vacancies across its maintenance function after multiple recruitment providers failed to deliver. Critical roles—mechanical fitters, industrial electricians, instrumentation techs, planners, and front-line supervisors—remained unfilled, driving unplanned downtime, contractor overuse, and rising safety risk. The mandate was clear: stand up a full maintenance team quickly and sustainably.
Challenge
- Fragmented role design and shift patterns deterred candidates.
- Local supply was exhausted; previous overseas efforts stalled on compliance, skills recognition, and settlement barriers.
- The region faced acute housing and childcare constraints, limiting retention even when hires were made.
Approach
We treated the task as a systems build, not a recruitment exercise.
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Role architecture & workforce model
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Redefined job families, competencies, and progression pathways; rationalised shift design and call-out expectations.
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Built a competency matrix to enable multi-skilling and structured upskilling on critical assets.
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Redefined job families, competencies, and progression pathways; rationalised shift design and call-out expectations.
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Market mapping (domestic + global)
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Sequenced sourcing: near-region, then targeted international markets with proven heavy-industry capability across four jurisdictions.
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Prioritised candidates with transferable licensing pathways and OEM exposure on analogous equipment.
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Sequenced sourcing: near-region, then targeted international markets with proven heavy-industry capability across four jurisdictions.
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Migration strategy (portfolio of pathways)
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Aligned roles to ANZSCO and salary benchmarks; completed LMT evidence and business cases.
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Used a mix of employer-sponsored pathways (e.g., temporary and regional sponsorship, DAMA concessions where applicable) and permanent options for leadership roles.
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Coordinated with registered migration partners for lodgement, skills assessments, medicals, police checks, and family dependants.
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Aligned roles to ANZSCO and salary benchmarks; completed LMT evidence and business cases.
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Licensing, onboarding, and safety
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Pre-arrival bridging for trade equivalence and electrical licensing; site-specific safety modules.
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Mentoring pairs (lead tech + new hire) and a 90-day capability plan per role.
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Pre-arrival bridging for trade equivalence and electrical licensing; site-specific safety modules.
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Settlement & community infrastructure
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Housing pipeline created via local agreements; childcare placements prioritised for shift workers.
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Spouse/partner employment referrals and community onboarding to support family settlement.
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Housing pipeline created via local agreements; childcare placements prioritised for shift workers.
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Wave-based mobilisation
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Two hiring waves to de-risk ramp: first on safety-critical coverage, second on predictive maintenance and planning uplift.
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Two hiring waves to de-risk ramp: first on safety-critical coverage, second on predictive maintenance and planning uplift.
Outcomes
- Full maintenance coverage re-established across critical disciplines within two mobilisation waves.
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Operational stability improved: materially lower contractor reliance and reduced reactive maintenance.
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Retention strengthened through clear progression, family settlement support, and predictable shifts.
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Capability uplift achieved via multi-skilling and structured licensing pathways, enabling more preventive work and improved MTTR on priority assets.
- Regional benefit: successful relocation of employees with families, increasing community participation and local spend.
What made the difference
A portfolio approach—role design + targeted sourcing + migration readiness + settlement infrastructure—converted a recurrent hiring problem into a durable workforce system. Rather than chasing candidates into a brittle structure, the organisation rebuilt the structure to attract, integrate, and keep the people it needs.
A specialty agri-processor in regional Victoria faced chronic vacancies on the production floor and an acute gap in environmental compliance capability. EPA obligations (water, air, waste) were tightening, while larger employers in nearby centres were outcompeting on pay and perks. Previous recruiters filled roles sporadically but churn remained high, and the hardest-to-find positions—environmental/compliance and wastewater—stayed open.
Challenge
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High turnover in production roles; limited internal progression and skills recognition
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Hard-to-fill roles requiring EPA experience (environment, wastewater, chemical handling)
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Perception and conditions barriers (shift work, process environment) vs. metro/large-company competition
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Compliance pressure: audit readiness, reporting, permits, and sustainability expectations from customers
Approach
We treated the task as a combined production stabilisation + compliance capability build.
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Role architecture & pathways
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Reframed “production worker” into a three-tier pathway (Operator → Senior Operator → Process Technician) with defined competencies.
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Created hybrid roles (e.g., Production & Environmental Technician) to seed compliance skills on the floor.
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Clarified allowances, shift patterns, and step-ups to make the value proposition explicit.
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Reframed “production worker” into a three-tier pathway (Operator → Senior Operator → Process Technician) with defined competencies.
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Targeted sourcing from adjacent labour markets
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Built candidate streams from food processing, pulp & paper, water treatment, and lab tech backgrounds.
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Ran local catchment campaigns plus selective interstate outreach with relocation support.
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Built candidate streams from food processing, pulp & paper, water treatment, and lab tech backgrounds.
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Compliance capability acquisition
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Searched specifically for Environmental Compliance / EHS and Wastewater Treatment talent with EPA-facing experience.
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Aligned role remits to practical deliverables: monitoring, sampling, trade waste, air/odour controls, chemical registers, incident response, and audit prep.
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Designed a certification plan (e.g., water ops/environmental monitoring units) with an RTO partner.
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Searched specifically for Environmental Compliance / EHS and Wastewater Treatment talent with EPA-facing experience.
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Onboarding and training enablement
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Day-1 modules on chemical safety, confined space/LOTO, wastewater plant fundamentals, and quality systems.
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90-day skill plans per role; senior operators trained as in-house coaches to lift speed-to-productivity.
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Day-1 modules on chemical safety, confined space/LOTO, wastewater plant fundamentals, and quality systems.
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Retention mechanics
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Predictable rosters; cross-training to reduce fatigue hotspots; recognition for competency milestones.
- Community supports: relocation assistance, transport links, and partner employment referrals.
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Predictable rosters; cross-training to reduce fatigue hotspots; recognition for competency milestones.
Outcomes
- Production coverage restored across all shifts with a measurable drop in vacancy days.
- Compliance roles filled (EHS/Environmental & Wastewater) and embedded; audit readiness improved with clear task ownership.
- Throughput and quality stability increased via multi-skilling and technician pathways; overtime reliance reduced.
- Lower turnover in the first 6 months as progression steps and coaching took effect.
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Customer and regulator confidence strengthened through structured reporting and visible capability on site.
What made the difference
We competed on structure, not just salary—making roles clearer, growth visible, and compliance a shared capability rather than a silo. By blending production hiring with sustainability and EPA readiness, the business moved from serial vacancies to a workforce system that retains people and withstands scrutiny.
Published on 12 September 2025
Each case sets out the context and constraints, the methodology we applied, and the outcomes achieved—such as reduced turnover and time-to-fill, capability uplift, grant funding secured, improved retention, and lower compliance risk. Client identities and data are disclosed where permitted; references are available on request.
Published on 12 September 2025
Each case sets out the context and constraints, the methodology we applied, and the outcomes achieved—such as reduced turnover and time-to-fill, capability uplift, grant funding secured, improved retention, and lower compliance risk. Client identities and data are disclosed where permitted; references are available on request.
A long-standing beverage producer was installing a new automation line and needed niche mechatronics capability—controls, robotics, and high-speed packaging—unavailable in the local market. Previous hiring attempts stalled on technical fit, relocation complexity, and family settlement. The brief was to secure the right European talent and mobilise them in a way that would work operationally and culturally.
Challenge
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Highly specific profiles (PLC/SCADA, robotics, mechatronics, high-throughput FMCG) with commissioning experience
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Competitive pull from larger employers; limited brand recognition as a destination for automation specialists
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Full family relocation requirements (schooling, housing) and synchronising immigration, notice periods, and go-live dates
Approach
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Capability definition and role architecture
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Translated project needs into precise role families (Controls Engineer, Mechatronics Technician, Automation Reliability) with competencies across Siemens/Beckhoff/Allen-Bradley, robotics integration, and changeover optimisation.
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Designed progression paths and on-call structures suited to an automation environment rather than legacy maintenance models.
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Translated project needs into precise role families (Controls Engineer, Mechatronics Technician, Automation Reliability) with competencies across Siemens/Beckhoff/Allen-Bradley, robotics integration, and changeover optimisation.
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European talent mapping and brand positioning
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Targeted candidate pools in Germany, Italy, Spain, and Eastern Europe with analogous FMCG lines.
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Reframed the employer value proposition: ownership of a greenfield automation line, modern tooling, and structured progression.
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Updated job collateral and site visuals to reflect a contemporary engineering environment.
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Targeted candidate pools in Germany, Italy, Spain, and Eastern Europe with analogous FMCG lines.
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Selection for technical and cultural fit
- Practical assessments (PLC logic, fault-finding, OEE scenarios) and peer technical interviews.
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Emphasised collaborative shop-floor culture and continuous improvement cadence familiar to European teams.
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Offer design and negotiation
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Structured total-rewards packages: competitive base, relocation, temporary housing, schooling support, and professional registration costs.
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Calibrated salary bands to European expectations and Australian market realities to close acceptance risk.
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Structured total-rewards packages: competitive base, relocation, temporary housing, schooling support, and professional registration costs.
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Mobility and family settlement
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Orchestrated employer-sponsored pathways and skills recognition with partners; aligned visa timelines with commissioning windows.
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Coordinated schooling enrolments, rental searches near transport corridors, and partner employment referrals to stabilise families on arrival.
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Orchestrated employer-sponsored pathways and skills recognition with partners; aligned visa timelines with commissioning windows.
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Mobilisation and onboarding
- Phased arrivals aligned to FAT/SAT and ramp-up milestones.
- Mentoring pairs with local engineers; 90-day capability plans linked to line performance targets and knowledge-transfer deliverables.
Outcomes
- Critical automation and mechatronics roles filled to schedule; line commissioning achieved without extending contractor reliance.
- Early performance lift on changeover times and unplanned downtime; structured CI pipeline established.
- Strengthened employer positioning in the automation talent market; increased inbound interest and referrals.
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Stable retention indicators supported by family settlement, predictable rosters, and visible career pathways.
What made the difference
Treating the brief as a system build—talent curation, employer branding, mobility, and family infrastructure—rather than a series of hires. The combination of precise capability definition, European market fluency, and end-to-end mobilisation allowed a traditional producer to present as a compelling destination for modern automation talent.