Alexander appointments

Job seeker or employer, we are

focused on you

Alexander appointments

Job seeker or employer, we’ll help you find your best fit.

20 years of meeting your permanent, temp, contract and bulk employment needs

We’re in the business of matchmaking: developing careers, building your business, and outfitting you with the team you need to do your best work

Listening and understanding first, whether you are a job seeker or employer, our experienced team are passionate about matching people with people. Responsive, intelligent, empathetic, and human-centric, we will find your fit be it short or long term, immediate single and bulk resource fills or individual career placements. Our business is to understand you and what you are looking for; our reward is finding your perfect match.

OUR CAPABILITIES →

20 years of meeting your permanent, temp, contract and bulk employment needs

We’re in the business of matchmaking: developing careers, building your business, and outfitting you with the team you need to do your best work

OUR CAPABILITIES →

We specialise in sourcing talent, finding each candidate’s best fit, and end to end recruitment.


Employers

If you’re an employer, we can help you source the best talent to build your team. Employer services also include:

Talent sourcing

Contract + Temp talent

Bulk recruitment

Permanent placements

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Job Seekers

Looking for your next perfect role? With connections to employers across a broad range of industries, we can help you find your next best fit. 

Talent placement

Contract + Temp roles

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RPO

Our recruitment process outsourcing partners with you to support all or parts of your talent acquisition strategy. From position descriptions to onboarding, we have professional, experienced consultants and end to end outsourced HR capabilities.

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Supply Chain,

Transport & Logistics

Accounting &

Analytics

Whether you’re searching for a new position or looking for your  ideal temp, contract or permanent candidate, we can help.

We value our clients and candidates alike and take pride in giving the best possible customer experience every time. 

Recruitment is about people, meet our team who take your employment needs as personally as you do

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Our process

40% - getting to know you

40% - Sourcing your ideal candidate

20% - post placement support 

We’re trusted

Our clients are among the best and brightest around Australia. We’ll work with you to find the best solution for wherever you find yourself now, whether you’re a jobseeker or on the hunt for talent.

Numbers in action

Striving to deliver the best results for our clients and candidates.

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Fill rate

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Successful placements

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Total clients assisted

Ready to start the journey?

Search positions or find talent online, or get in touch with us via email. We can’t wait to meet 

Our core values

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On the blog

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By Michelle Wood August 22, 2025
In 2025, Australian supply chains are at a crossroads. Operational complexity and geopolitical tension have hit like never before! As businesses grapple with ongoing disruptions driven by political unrest, trade disputes, cyber threats, and shifting alliances, understanding these geopolitical forces has become critical, not just for supply chain leaders but for anyone involved in recruitment and talent strategy in this sector. Here’s what I’m seeing through my work at Alexander Appointments, combined with the latest information on how geopolitical shifts are reshaping supply chains in Australia and globally, and what companies and candidates need to know to stay resilient and competitive. The New Geopolitical Reality Impacting Supply Chains Global supply chains today aren’t just logistical marvels optimised for cost and speed, they’ve become geopolitical flashpoints. Conflicts in Eastern Europe, tensions in the South China Sea, trade wars, sanctions, and state-sponsored cyberattacks increasingly disrupt the smooth flow of goods, cause unexpected price spikes, and challenge risk management models that worked only a few years ago. Examples: Political instability can stop manufacturing in key regions or block critical trade routes. Tariffs and sanctions can change sourcing options overnight, forcing urgent supplier diversification. Cyberattacks targeting ports, payment systems, or logistics software create new vulnerable points that were previously underestimated in supply chain design. These forces have transformed supply chains from simple networks of suppliers and transport into fragile, intertwined ecosystems, where a single geopolitical event in one region can filter through operations globally. What Australian Businesses Are Doing and Why Talent Matters Businesses in Australia and the Asia-Pacific region are responding to these challenges with a combination of strategic supply chain redesign, investment in technology, and a focus on people who can competently steer through uncertainty. Key initiatives I’ve observed Supplier diversification and nearshoring: To avoid over-reliance on politically risky regions, companies are shifting goods closer to home or spreading risk across multiple suppliers. Digital transformation: AI-driven forecasting, blockchain tracking, and cyber resilience measures are becoming non-negotiable in supply chain operations. Flexibility and agility: Firms are redesigning logistics routes and inventory strategies to quickly pivot in response to sanctions, tariffs, or sudden conflicts. These shifts highlight why, from a recruitment perspective, the demand for supply chain and logistics professionals who combine operational expertise with strategic foresight and technological know-how has never been stronger. What This Means for Supply Chain Professionals in Australia If you’re a candidate in supply chain or logistics, now is the time to improve skills that help businesses manage and prevent geopolitical risk: Risk management and scenario planning: Understanding how geopolitical events ripple through supply and logistics is critical. Being able to anticipate and model different outcomes sets top candidates apart. Tech proficiency: Fluency in digital tools supporting supply chain visibility, data analytics, and cybersecurity has become essential. Cross-cultural and geopolitical awareness: Appreciating how regional politics impact trade can help you better coordinate international operations and vendor relationships. Adaptability and problem-solving: In a world where disruption often comes suddenly, your ability to pivot and innovate quickly is invaluable. Hiring managers are looking for people who don’t just execute day-to-day logistics, but who bring a strategic mindset that aligns with this turbulent environment. Building Resilience Through People and Partnerships Geopolitical shifts aren’t going away—they’re amplifying global supply chain complexity and risk. The companies best equipped to thrive in this environment invest not just in technology or alternative suppliers, but in extraordinary talent that understands how to steer through instability and drive resilience. Navigating supply chain disruptions requires more than operational tweaks; it demands partnership, foresight, and exceptional people. Australian supply chains and the professionals behind them are rising to the challenge. Whether you’re seeking strategic talent or looking for your next opportunity, Alexander Appointments is here to help. Reach out to me for a confidential discussion about recruitment solutions or career opportunities in supply chain and logistics.
By Michelle Wood August 22, 2025
In 2025, Australian supply chains are at a crossroads. Operational complexity and geopolitical tension have hit like never before! As businesses grapple with ongoing disruptions driven by political unrest, trade disputes, cyber threats, and shifting alliances, understanding these geopolitical forces has become critical, not just for supply chain leaders but for anyone involved in recruitment and talent strategy in this sector. Here’s what I’m seeing through my work at Alexander Appointments, combined with the latest information on how geopolitical shifts are reshaping supply chains in Australia and globally, and what companies and candidates need to know to stay resilient and competitive. The New Geopolitical Reality Impacting Supply Chains Global supply chains today aren’t just logistical marvels optimised for cost and speed, they’ve become geopolitical flashpoints. Conflicts in Eastern Europe, tensions in the South China Sea, trade wars, sanctions, and state-sponsored cyberattacks increasingly disrupt the smooth flow of goods, cause unexpected price spikes, and challenge risk management models that worked only a few years ago. Examples: Political instability can stop manufacturing in key regions or block critical trade routes. Tariffs and sanctions can change sourcing options overnight, forcing urgent supplier diversification. Cyberattacks targeting ports, payment systems, or logistics software create new vulnerable points that were previously underestimated in supply chain design. These forces have transformed supply chains from simple networks of suppliers and transport into fragile, intertwined ecosystems, where a single geopolitical event in one region can filter through operations globally. What Australian Businesses Are Doing and Why Talent Matters Businesses in Australia and the Asia-Pacific region are responding to these challenges with a combination of strategic supply chain redesign, investment in technology, and a focus on people who can competently steer through uncertainty. Key initiatives I’ve observed Supplier diversification and nearshoring: To avoid over-reliance on politically risky regions, companies are shifting goods closer to home or spreading risk across multiple suppliers. Digital transformation: AI-driven forecasting, blockchain tracking, and cyber resilience measures are becoming non-negotiable in supply chain operations. Flexibility and agility: Firms are redesigning logistics routes and inventory strategies to quickly pivot in response to sanctions, tariffs, or sudden conflicts. These shifts highlight why, from a recruitment perspective, the demand for supply chain and logistics professionals who combine operational expertise with strategic foresight and technological know-how has never been stronger. What This Means for Supply Chain Professionals in Australia If you’re a candidate in supply chain or logistics, now is the time to improve skills that help businesses manage and prevent geopolitical risk: Risk management and scenario planning: Understanding how geopolitical events ripple through supply and logistics is critical. Being able to anticipate and model different outcomes sets top candidates apart. Tech proficiency: Fluency in digital tools supporting supply chain visibility, data analytics, and cybersecurity has become essential. Cross-cultural and geopolitical awareness: Appreciating how regional politics impact trade can help you better coordinate international operations and vendor relationships. Adaptability and problem-solving: In a world where disruption often comes suddenly, your ability to pivot and innovate quickly is invaluable. Hiring managers are looking for people who don’t just execute day-to-day logistics, but who bring a strategic mindset that aligns with this turbulent environment. Building Resilience Through People and Partnerships Geopolitical shifts aren’t going away—they’re amplifying global supply chain complexity and risk. The companies best equipped to thrive in this environment invest not just in technology or alternative suppliers, but in extraordinary talent that understands how to steer through instability and drive resilience. Navigating supply chain disruptions requires more than operational tweaks; it demands partnership, foresight, and exceptional people. Australian supply chains and the professionals behind them are rising to the challenge. Whether you’re seeking strategic talent or looking for your next opportunity, Alexander Appointments is here to help. Reach out to me for a confidential discussion about recruitment solutions or career opportunities in supply chain and logistics.
By Danijela Negro August 15, 2025
In Australia’s fast-paced corporate environment, having the right executive finance team isn’t just important, it’s fundamental to your business’s long-term health and growth. Over the years, I’ve had the privilege to work alongside visionary CFOs, Group Controllers, and senior finance leaders, and what consistently stands out is how the best teams blend technology with curiosity, resilience, and collaboration. Why High-Performing Executive Finance Teams Matter The world of finance is changing rapidly. They’re no longer confined to just reporting and compliance. Today’s finance leaders are helping shape strategy, drive innovation, and guide organisations through times of uncertainty. For Australian organisations, a high-performing finance team is your compass: ensuring you don’t just survive market volatility but truly thrive in it. So, What Sets Exceptional Finance Teams Apart? 1. Strategic, Tech-Savvy Leadership I’ve seen firsthand how the most successful teams are led by people who embrace technology, and not as an add-on, but as an enabler. Leaders who are comfortable with analytics, automation, and digital transformation are much better prepared to interpret shifts in the market and help their businesses grow with confidence. 2. Diverse Perspectives Power Innovation I’ve consistently found that teams perform best when their members bring varied professional backgrounds, global insights, and a spirit of inclusion. Whether it’s integrating commercial thinking from other industries or nurturing diverse teams that reflect Australia’s rich diversity of talent. 3. People Skills Technical expertise lays the foundation, but it’s qualities like empathy, clear communication, and agility that truly elevate finance leaders. In high-pressure moments, whether it’s steering through regulatory change or guiding a major transformation, human skills set the tone and keep teams moving forward together. 4. Building for the Long-Term Strong teams don’t just focus on today. Organisations that invest in mentoring, succession planning, and flexible roles ensure the next generation of leaders are ready to step up. A mix of internal talent development and targeted executive search keeps your finance function fresh, resilient, and future-focused. 5. ESG & Compliance Expertise for Tomorrow’s Challenges With expectations on sustainability and governance rising, top executive teams now need expertise in ESG reporting and compliance. Leaders who understand the regulations and the broader impact of finance decisions are invaluable in shaping lasting enterprise value. What I’ve Learned Working with Australia’s Leading Organisations The most successful finance teams don’t just materialise; they’re built thoughtfully, with a clear sense of company strategy, values, and culture. The magic happens when recruitment is approached as a partnership, assessing both technical and personal fit, onboarding with care, and planning for ongoing development. When businesses prioritise learning, celebrate innovation, and recruit with intention, real transformation follows.
By Selda Cemali August 13, 2025
In today’s Australian recruitment market, there’s one thing that really sets top agencies and employers apart - How they treat their candidates. Candidate experience isn’t just a nice-to-have; it’s essential. More than just filling roles quickly, it’s about building a reputation, attracting the right people, and helping set businesses up for long-term success. Why a Positive Candidate Experience is So Important  Job seekers these days are well-informed, savvy, and expect clear, respectful communication throughout their job search. The way candidates are treated at every touchpoint, from initial application through to feedback, doesn’t just influence whether they’ll take a job. It shapes how they feel about the entire organisation and whether or not they will trust the overall process. When candidates have a positive experience, it pays off. Happy candidates spread the word, become loyal to a brand, and, even if they don’t get the role, could turn into a recruiter's biggest advocate or future client. On the other hand, an impersonal process can quickly turn talent away and lead to negative reviews, which is a risk that no one can afford in such a competitive market! What Matters Most to Candidates in 2025? Provide a Efficiency and Simplicity: People want quick, straightforward applications that are easy to complete on any device. Timely Updates: Regular communication and prompt feedback help candidates feel valued, even if the process is taking a bit longer. Transparency: Open conversations about salaries, career paths, and company culture set honest and realistic expectations. Respect: Every candidate wants to be heard and genuinely considered, regardless of the outcome. Personal Touch: Technology can help manage the process, but meaningful, authentic engagement is what candidates remember. Why Strong Leadership Makes All the Difference When recruitment leaders put candidate experience front and centre, it shows. It builds trust, strengthens brand perception, and sets the right tone for everyone involved. Agencies and employers who lead with empathy and honesty see: A stronger brand presence in the market. More accepted offers and better employee retention. Higher quality hires, thanks to more engaged candidates. Long-term gains like more referrals and candidates returning as clients in the future. How Recruitment Leaders Make It Happen. If you’re wondering how we bring all this to life. Here are some practical steps we take: Reviewing Process: Evaluate tech and workflows to ensure potential obstacles are removed by automating routine updates. User Friendly: Keeping the application process as user-friendly as possible. Communicate Regularly: Build honest feedback and regular check-ins into hiring timelines so candidates never feel left in the dark. Being Open: Sharing salary bands, the steps involved, and unique selling points up front. Transparency builds trust! Respect and Diversity: Making every candidate feel welcome and fairly considered, whatever the final decision. Continually Improving: Asking candidates for feedback after the process and, more importantly, act on what you learn to keep getting better. At its core, recruitment in 2025 is about people, not just jobs. Creating a fair and transparent experience for every candidate can set the groundwork for workplaces that attract, engage, and keep top talent. Putting people first at every stage isn’t just good leadership; it’s the key to long-term success for everyone involved.
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